Study On The Effect Of Organizational Justice Perception On Job Performance Based On The Mediating Role Of Goal Commitment

Employees’ job performance is the foundation of organizational performance,how to motivate an individual to keep the good job performance has always been the topic that is concerned by the organizational behavior. The common method we used in the past is improving the management system and processes, simply increasing the employees’ salaries. However, Along with the increasing competition pressure of our country’s organizations and the more complex environment the effect of the past incentive methods is not satisfying. People try to change the individual behavior and the attitude towards work, hoping to incentivize them. Justice theory is an important part of the incentive theory, in recent 20 years,domestic scholars begin to pay close attention to the organizational justice and its impact on outcome variables, in which the relationship between justice and job performance is always the hot topic that is explored by scholars, and the scholars have got certain achievements. Employee’s feeling of being treated fairly will encourage them to make more beneficial behavior to the organizations and improve the individual job performance. Study on the effect of organizational justice perception on job performance is of great meaning.Under the background of Chinese culture, we came up with the background and significance of the study; By reviewing the previous literatures, this thesis introduced the related theories of organizational justice, job performance and goal commitment and analyzed the relations between the three,and the theoretical model of the effect of the organizational justice on the job performance was established with the goal commitment. Besides, this thesis proposes relevant assumptions about this study based on relational model,it also learnd from mature foreign scales to design questionnaires; Meanwhile, it used T-test and ANOVA to analyze the influence of four demographic variables on the study variables, and used SPSS software to do regression analysis of collecting data. The empirical results show that organizational justice can not only directly affect job performance,but also have a significant impact on job performance through goal commitments. The dimensions of organizational justice will exert different influences on job performance and goal commitment, while procedural justice doesnot have significant influence on them. Distributve justice’s prediction on task performance is stronger than that of interactional justice, and interactional justice has obvious impact on contextual performance. Goal commitment partially mediates the distribution justice and interactional justice’s influence on task performance and goal commitment’s mediating role between interactional justice and contextual performance is still proven. The empirical results show that the organization take measures to improve organizational justice peceive and goal commitment of the individual, which can promote organizations to improve their incentive mechanism and improve the individual work efficiency.