Enterprise Staff‘s The Relevance Of Organizational Justice And Subjective Well-Being: The Mediation Effect Of Job Satisfaction

On the basis of theoretical research and empirical analysis of the Chinese and foreign literatures, and the preliminary analysis of the previous research results, this study adopts the method of literature analysis and questionnaire to establish a relational model of "Organizational Justice, Job Satisfaction and Subjective Well-Being", which sets Organizational Justice as the independent variable, Job Satisfaction as intermediary variables, Subjective Well-Being as the dependent variable. During communication and cooperation with various enterprises, 500 questionnaires, which including Distributive and Procedural Justice, Job Satisfaction Survey, Subjective Well-Being Scale and Satisfaction With Life Scale, were randomly distributed to the staffs of different genders, nationality, ages, management levels, marriages and families in 23 enterprises, to investigate the influence and relevance of Organizational Justice and Subjective Well-Being, and the mediation effect of Job Satisfaction between them. Results indicate that:(1) In general, the level of the enterprise employees’ Organizational Justice, Job Satisfaction and Subjective Well-Being is medium, and which are different degreed significant difference because of each staff’s specific condition.(2) There is a significant positive correlation between Organizational Justice and Job Satisfaction.(3) There is a significant positive correlation between Job Satisfaction and Subjective Well-Being.(4) Job Satisfaction is an intermediary element between in Organizational Justice and Subjective Well-Being.