The Impact Of Organizational Justice On Job Satisfaction In The J Company

The J Company is a local branch of a state-owned chemical enterprise group.In the past decade,a series of problems have emerged within J company.The growing dissatisfaction of employees has led to the negative completion of employees.The imbalance in the age of employees leads to a surge in workload and a shortage of young employees.Chaos in grassroots management leads to unfairness and high turnover rate of young employees.Organizational justice and job satisfaction are important indicators for measuring the working status of employees.In state-owned enterprises,they are ignored because they are not directly related to economic benefits.This paper will study the organizational justice and job satisfaction in the J Company,explore the impact of organizational justice on job satisfaction,and analyze the causes and countermeasures of problems in the J Company,and provide theoretical basis for the J Company’s management.We divide the organizational justice of J employees into three dimensions: distribution justice,procedural justice,and interaction justice;job satisfaction is divided into four dimensions: job satisfaction,interpersonal relationship satisfaction,work style satisfaction,and ethical satisfaction.This study conducted a questionnaire survey on the organizational justice and job satisfaction of J employees,and obtained 303 valid samples.Subsequently,the statistical data is processed by factor analysis,variance analysis,correlation analysis,linear analysis,etc.The relationship between the organizational justice and job satisfaction of the J Company’ employees and the basic information of employees is verified,and the impact of organizational justice of J employees on job satisfaction is also verified.The focus of this study is to study the differences between the organizational justice and job satisfaction of the J Company and previous studies,and explain the reasons.At the same time,according to the analysis results,feasible suggestions are put forward for the management of the J Company.Through research,it is verified that The department,age,education and position of J employees will lead to significant differences in organizational justice and job satisfaction.The organizational justice and job satisfaction of the employees in the J Company’s main production departments are higher than those of the auxiliary production departments and administration departments.Age and organizational justice and job satisfaction are generally negatively correlated.Academic qualifications and organizational justice and job satisfaction are generally positively correlated.Positions also have a greater impact on organizational justice and job satisfaction.The organizational justice of J employees and the three dimensions are positively related to job satisfaction.Among them,procedural justice has the largest correlation with job satisfaction,interactive justice has the second largest correlation,and distributive justice has the smallest correlation.The organizational justice and job satisfaction of employees of the J Company are somewhat different from the results of previous studies.This paper explains the actual situation of China and J company.Through data statistics and analysis,this study provides theoretical basis for improving organizational justice and job satisfaction of the J Company,and helps the J Company’s decision-making.