The Research On The Relationship Between Non-contingent Punishment And Organizational Identification: Moderated By Communication Openness

Human resources are valuable resources in enterprises. In China many managers punish their employees as the main method of management. We can find relevant penalty clause in lots of organizations, for example, warning, demotion, dismissal and so on. Some managers even punish their employees incontinently. In some organizations, workers must clock in when they go to the office, managers will punish workers who didn’t do this without any explanation. Such a non-contingency punishment behavior would have what kind of effect on employees’ psychological is a main subject in this paper. Organizational identification is a popular employees variable in recent years, compared to organizational commitment, organizational identification continuous stronger, even if the employees leave the organization, but they can still identify with the original organization, and do something good for the organization. In the Twenty-first Century the liquidity of human resources is more and stronger, so organizational identification is really important for every organization. This article emphatically discusses non-contingent punishment will have what kind of impact on employees’ organizational identification, and the mechanisms behind this effect. Then we will discuss whether communication openness has adjustment effect for non-contingent punishment and organizational justice.In this study, workers are asked to fill out the questionnaire. Survey results from 140 workers in a large-scale manufacturing enterprise indicated that non-contingent punishment influenced organizational identification through organizational justice, and communication openness has no significant adjustment effect for non-contingent punishment and organizational justice.Finally, on the basis of analysis of results, some suggestions for organizations to improve worker’s organizational identification based on the viewpoint of organizational punishment. Summary and forward- looking forecasts are mentioned at the end of the paper.