Relationship General Sense Of Fairness, Justice And The Type Of Work Results

Organizational justice research traditionally focuses on the unique predictability of different types of justice(distributive, procedural, and interactional) and the relative importance of these types of justice on outcome variables. Recently,researchers have suggested shifting from this focus on specific types of justice to a consideration of overall justice. The authors hypothesize that overall justice judgments mediate the relationship between specific justice facets and work outcomes. we present 2 studies to test this hypothesis.Study 1 explored whether or not overall justice judgments mediate the relationship between specific justice judgments and work outcomes(Job attitudes of employee, including Job Satisfaction, Organizational Commitment, Turnover Intention).Study 2 probed into that whether or not overall justice judgments mediate the ratings of employee behavior by supervisor(the evaluation of organizational level including Task performance,, Organizational citizenship behavior, Organizational deviance of employee) and specific justice judgments.The two studies demonstrated the mediation role in the two hypothesis, including Partial mediation role and fully mediation role. Especially, we found the significant effect of procedure and interactional justice in the work with today’s domestic enterprise management. We suggested enterprise manager should lay emphasis on procedure and interactional justice so as to improve the management performance.