An Empirical Study On The Relationship Of Organizational Justice, Working Relationship And Employer Knowledge Sharing Behavior

With the growing social progress, science and technology is constantlyupdated, various types of enterprises on the construction of a learningorganization’sattention so that the development of knowledge economymore deeply, which causeda fierce competition between enterprises.Enterprises pay more attention on thedevelopment of knowledge organizations for coping with the market competitionflexibly. Employees as the carrier of organization’s knowledge occupy very importantpositions in organizations. As a power full of labor resources, China’s relationship ofemployment widespread all professions and trades. Along with market’s competence’smore fierce, information technology’s fast development, the appearance of economicglobalization, social reform deepening and the labor market is more active, enterprises’management methods and employment’s mode of management are changing in bigscale and being more innovative. Under this underground, how to structure highquality’s working relationship and to let employees use, share and create knowledgeconsciously and cooperatively is the key of improving the products or services’ quality,and improving productivity for enterprises to secure continuously competitiveadvantages.On the basis of this context, this thesis draw on the experience of the frame oforganizational justice–social exchange–job performance which put forward byCropanzano et al., using working relationship as a intermediate variable to study theinfluence relationship between organization justice and knowledge share behaviors.Firstly, to put the thesis’s research hypothesizes forward and structure the theoreticalresearch model on the basis of carding, concluding and summarizing the relatedliterature on organization justice, working relationship and employees’ knowledge sharebehaviors. Meanwhile, to draw up a measurement scale on organization justice, workingrelationship and employees’ knowledge share behaviors. Secondly, to revise the initialmeasurement scale on the foundation of small sample data. At last, to study therelationship of organization justice, working relationship and employees’ knowledgeshare behaviors by analyzing large sample data.By empirical survey and analysis, we can see the main conclusions of the thesis aredistribution justice, procedure justice and psychological contract violation has anegative correlation; interactive justice and leadership-deployment exchange has a positive correlation; psychological contract violation and the willingness of knowledgeshare has a significant negative correlation; leadership-deployment exchange and thewillingness of knowledge share has a significant positive correlation; and psychologicalcontract violation plays an intermediary role on the relationship of distribution justice,procedure justice and knowledge share behaviors, leadership-deployment plays anintermediary role on the relationship of interactive justice and knowledge sharebehaviors.In the end, the thesis put the corresponding human resources management strategyforward when having these research conclusions, and analyze the deficiencies andresearch trend of the thesis to expect to offer useful reference for the subsequentrelevant research.