Empirical Study Of The Influence Of Perceived Organizational Justice On Organizational Learning Capability

With the rapid development of information technology and the acceleration ofeconomic globalization, the environment in which enterprises operate has undergoneradical changes, only with continuous learning ability can organizations obtain andmaintain a sustainable competitive advantage. Therefore, how to improveorganizational learning capability (OLC) of the enterprises becomes the study focus ofscholars. Currently researches on influencing factors of OLC of domestic and foreignscholars can be divided into two main categories: one study direction is externallydriven factors, such as information technologies, organizational structures,organizational empowerment and other "hardware" factors; the other is internalmotivators, such as organizational culture, organizational trust, perceivedorganizational support and other "soft" ones. This study recognizes that the "hardware"factors plays an important role in enhancing OLC, while the "software" ones that canaffect mental and emotional characteristics of employees-perceived organizationaljustice and organizational trust have a more direct and more critical impact on thecultivation and promotion of the capability.This paper focuses on influences of the "software" factors combining our socialculture background, and proposes a theoretical model and a series of researchhypotheses from the perceived organizational justice perspective, following the logicideas “perceived organizational justice�'organizational trust�'organizational learningcapability”, and the variable perceived organizational justice includes perceiveddistributive justice, perceived procedural justice and perceived interactional justice, thevariable organizational trust includes business trust, leadership trust and colleaguestrust, the variable OLC includes knowledge acquisition capability, knowledge sharingcapability and knowledge utilization capability. This research is conducted with the method of questionnaire research to get related data, through the questionnaireinvestigation of261employees in Shandong province, and also through statisticsanalysis methods such as variance analysis, correlation analysis and regression analysisetc., to verify the hypotheses. First perform the differentiation analysis of employeesbackground variables on related research variables, then conduct the correlationanalysis on the relationship of perceived organizational justice, organizational trust andOLC, and thus based on the significant relationship, discuss and analyze the possiblymediating role of organizational trust dimensions may exists in the relationshipthrough the multi-linear regression analysis of perceived organizational justice,organizational trust on OLC, perceived organizational justice on organizational trust.The final research results indicate that: several employees background variablesinfluence the dimensions of related research variables significantly; Perceivedorganizational justice and organizational trust respectively have positive effects onOLC significantly, perceived organizational justice has positive effects onorganizational trust significantly; Meanwhile, organizational trust plays a significantlymediating role on the relationship of perceived organizational justice and OLC, inwhich business trust does not mediate, leadership trust and colleagues trust do,moreover, leadership trust plays a full mediating role in the relationship of perceivedinteractional justice and OLC, and partially mediates perceived procedural justice andOLC, colleagues trust plays a partial mediating role in the relationship of perceivedprocedural and interactional justice and OLC. Finally based on the relevant researchfindings, this paper proposed some management recommendations to apply themethods of enhancing employees’ perceived organizational justice and organizationaltrust to the administrative practice in enterprises, so as to improve the atmosphere oforganizational justice perceptions and interpersonal trust, leading to an effectivepromotion of organizational learning ability.