The Study On Civil Service Job Satisfication Based On Organizationl Justice

The Decision on Major Issues Concerning Comprehensively Deepening Reforms, adopted at the 3rd Plenum of the 18 th Communist Party of China, has made new deployments for further deepening the reform of the cadre and personnel system. It says that the civil servants’ incentive mechanism needs to be improved and the fact that a majority of competing civil servants and a minority of leader positions needs to be changed to arouse most civil servants’, especially the basic level ones’, enthusiasm for their jobs, which enable them to utilize their advantages. Justice problem has always been one important topic that the community pays attention to. In the Decision, Justice has been stressed repeatedly. Organization justice, as an embodiment of fairness, is particularly crucial. And being a stimulation, fairness can predict effectively the performances of members in the organization, including the devotion to the job, the satisfaction with the job as well as the trust in the organization, which exert much effect on its performance. At present, China is in a transition period with many social conflicts and emergencies. This both challenges and demands more on civil servants’ works. This article analyzes and discusses the factors of civil servants’ job satisfaction from the perspective of organization justice. It has a practical significance for arousing their enthusiasm and initiative, enhancing their satisfaction and lifting the spirit of the whole team. In China, the number of articles on civil servants’ motivation is not small, while the research on their working satisfaction is rare and even few based on the organization justice. Our research aims at exploring the mechanism of feeling organization justice for their working satisfaction. It is at the same time theoretical meaningful for studying the mechanism.Based on the organization justice and the research on civil servants’ working satisfaction, the article’s main content analyzes and discusses what effects different dimensions of the organization justice: result justice, information justice, procedure injustice, interaction justice have on civil servants’ working satisfaction. Therefore, we can put forward effective and efficient improvement measures. This article, set against the backdrop of the management practices of civil servants in Tongxiang and we conduct the research by the methods of documentary, investigation, analysis and questionnaires. Samples of the survey are 100 civil servants in Tongxiang and we use SPSS to process and analyze data, discuss and then come the conclusion. 1. Organization justice comprises four dimensions: result justice, information justice, procedure justice and interaction justice. 2. The organization and every dimension play a positive role in the prediction on civil servants’ working satisfaction. 3. The stronger the relevance between the organization justice and the working satisfaction is, the stronger the prediction is. According to the research result, we put forward the corresponding ameliorative measures. For instance, increasing civil servants’ participation, establishing face-to-face-talking system, setting a scientific cultivation system, perfecting a fair promotion system and speeding up the compensation reform to strengthen their working satisfaction and to offer some revelations to the human resource management of our government in the future.