| Under the background of knowledge economy era,the professional quality,initiative and creativity of knowledge workers are more and more important in the market competition.In view of the fact that their high demands on the individual development and the vagaries of the external environment,the enterprise's knowledge workers' loyalty is increasingly concerned.In the background of the universal implementation of performance pay system,how to effectively implement the economic contract management model which is based on the use of the performance and salary,and using pay-for-performance to motivate them has become a focus on the implementation of the incentive of knowledge workers.But once the enterprise implements the pay-for-performance system,employees must show organizational citizenship behavior?When facing the uncertainty of the organizational environment,if knowledge workers don't want to be eliminated,it is not enough for them to complete the basic work requirements,also need to actively show more organizational citizenship behavior.Presently,the research about knowledge workers' organizational citizenship behavior are concerned by many scholars,because people want to find effective ways to promote organizational citizenship behavior of knowledge workers,to strengthen effective management and then to enhance the overall efficiency of the enterprise.As one of the effective ways to motivate employees in the economic contract management,pay-for-performance is a combination of individual income and actual performance output;Organization justice is the general perception of what is fair in the organizational environment,which is the perceived fairness of the organizational system,procedure and results et al.Which of them are the key factors that affect the knowledge workers' organizational citizenship behavior,but there are few studies on how these two factors affect organizational citizenship behavior.Therefore,the paper starts with the above two variables to explore the mechanism of organizational citizenship behavior,and hopes to get valuable theoretical results and practical guidance through empirical research.The paper first to tease the related researches about the knowledge worker,performance salary,organization justice,organizational citizenship behavior research,and then analyzes the relationship among them.Based on the above analysis,we build a theoretical model of this study and put forward the hypothesis,with questionnaire survey,regression analysis and hypothesis testing with SPSS 19.0 and Lisrel8.7 software.So,we get some conclusions as follows:(1)Both of pay-for-performance and organization justice(distributive justice and procedural justice)have a positive impact on knowledge workers' organizational citizenship behavior(the behavior of the organization,the behavior of the group,the behavior of self-directed).Moreover,the distributive justice has a better forecast effect on knowledge workers'organizational citizenship behavior than procedural justice.(2)Pay-for-performance also has a significant impact on organization justice.(3)After controlling the demographic variables,we found that organization justice,including distributive justice and procedural justice,which played an intermediary role among performance salary and knowledge workers' organizational citizenship behavior in different degree.Meanwhile,according to the conclusion,the paper proposed measures to strengthen enterprise management from the perspectives of organizational justice and organizational culture.Such as,fair distribution in to achieve effective incentive for knowledge workers and construct a scientific and reasonable salary management system,to enhance their perception of procedural fairness;and strengthen the culture construction of,to improve all members' concern and attention about organizational citizenship behavior.We hope to provide reference for the practice of knowledge staffs behavior management and human resource management in our country. |
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