The Study On The Relationship Between Knowledge Works’ Organizational Justice And Job Performance

The relationship between organizational justice and job performance has alwaysbeen concerned by the scholars. This not only includes the employees pay distribution,also including the employees in the enterprise can have the opportunity to fair toparticipate in enterprise management decision-making, etc. Because there has a closerelationship between organizational justice and job performance, so improvingemployees’ organizational justice is to improve employee’s work performance andenterprise performance, then it can achieve the goals of the enterprise.This article mainly analysis the direct impact on job performance oforganizational justice, and the indirect impact on job performance of organizationaljustice through the work attitude. With a review of the literature, this paper firstlyanalyzes the mediation variables of organizational justice, intermediary variables andjob performance in theory in order to form theoretical research framework. Usingquestionnaire of sample data received by the hierarchical regression analysis to get theconclusion. Finally, we discussed its theory significance and the revelation ofmanagement.This article research conclusion is: Organizational justice is divided into threedimensions, namely the interactive justice, distributive justice and procedural justice;Work performance includes two dimensions, task performance and relationshipperformance; In each dimension of organizational justice and each dimension of jobperformance has significant positive correlation; Among them, the interactive fair onwork performance prediction is the strongest, distributive justice is lower than theinteractive fair, the impact of procedural justice on the work performance is theweakest; Work attitude in every dimension of organizational justice and jobperformance play a partial intermediary role between each dimension.