Research On The Relationship Between Organizational Fairness And Job Performance Of The Post 90 Employees In IT Industry

With the development of society,the post-90 s employees have entered the enterprise,which is different from the post-80 s employees.The post-90 s employees have unique characteristics,such as pursuing happiness,being good at innovation and poor discipline.At the same time,how to retain and manage the post-90 s employees and improve their work performance has always been one of the focus of the business and academic circles.Based on the sample of post-90 s employees in IT industry,this paper studies the mechanism of organizational justice,psychological capital and job performance of post-90 s employees,and puts forward corresponding suggestions to improve the sense of organizational justice and job performance of post-90 s employees.Studies have shown that organizational justice and job performance have a significantly correlation,However,the relationship between organizational justice,psychological capital and job performance is seldom involved.In particular,the relationship between organizational justice and psychological capital is rarely mentioned.Based on literature review,this paper presents relevant theoretical models and research hypotheses.Questionnaire surveys were carried out by 90 Post-employees in the IT industry,and SPSS software was used to analyze the data collected from the questionnaires.Study the relationship between organizational justice,psychological capital and job performance of employees in the Post-90 s of the IT industry,and explore whether there is an intermediary role of psychological capital between organizational justice and job performance.After hypothesis testing and analysis,the following conclusions are drawn:(1)Organizational justice has a significant positive effect on job performance.(2)The sense of organizational justice has a significant positive impact on psychological capital.(3)Psychological capital has a significant positive effect on job performance.(4)Psychological capital plays a partial intermediary role between organizational justice and job performance.According to the conclusion,this study proposes the following opinions: Building a sound management system,trying to create a fair organization atmosphere,pay attention to the development and management of psychological capital for the Post-90 s employees,providing training opportunities and a reasonable promotion mechanism.Finally,in view of the deficiencies of this study,the methods and directions of improving the research are pointed out.