Study On The Influence Of The Organization Fairness Perception On The New Generation Of Knowledge Employees’ Job Involvement:the Moderation Of Organizational Support

Knowledge-based employees are the effective carriers of human capital,which can meet the diversified development needs of enterprises and become the main force for the development of enterprises in the future.Compared with the knowledge workers,the new generation of knowledge-based employees are characterized by rich personality,poor pressure,lack of stability and multiple values.Compared with ordinary employees,the new generation of knowledge employees has the characteristics of professional competence,autonomy,independent opinion and a high level of demand.In addition,the factors that affect the new generation of knowledge employees’ job involvement are diverse.This study combined with organizational justice theory,social exchange theory to explore the influencing factors of job involvement,in order to improve the human capital value of the group.After sorting out the relevant literature,it is found that few scholars combine organizational fairness perception variables with job involvement variables to conduct research because the research on organizational justice is mostly concentrated in the field of sociology,while the research on job involvement is mostly concentrated in the field of management.Therefore,this study attempts to combine the two to conduct research to explore the mechanism of the impact of organizational justice on job involvement.In order to deeply analyze the mechanism of action,this paper will empirically analyze the relationship between the three dimensions of organizational justice of the new generation of knowledge employees and the three dimensions of job involvement,and test the mediating role of organizational support in the two variables.First of all,This study elaborates on the theoretical foundations of organizational fairness theory,social exchange theory,and COR theory,then systematically sorts out relevant literature of the new generation of knowledge employees,organizational fairness perception,organizational support,job involvement,and finally effectively applies the research model.This study put forward 4 big hypotheses,24 small hypotheses.This study mainly uses paper surveys and online questionnaires to collect data.The surveys aremainly conducted in Jinan and Liaocheng areas.A total of 350 formal questionnaires were issued,312 were actually recovered,and the effective recovery rate was 89.1%.This study will use SPSS21.0,AMOS24.0 statistical analysis software for statistical data processing and analysis.Firstly,in the small sample testing stage,the initial questionnaire was revised based on the results of the measurement scale reliability and the exploratory factor analysis and the feedback from the survey respondents;secondly,the formal questionnaire survey stage was based on the results and reliability of the confirmatory factor analysis.Analyze the applicability of the test scale;then,carry out independent sample T-test and analysis of variance to test the difference of the influence of demographic variables on organizational fairness perception,job involvement and organizational supportive variables;finally,build and use the regression equation model.Examine the hypotheses proposed in this study.Based on the results of empirical analysis,the following basic conclusions can be drawn:(1)The distributional fairness dimension of the organization’s fair-perceived variables has a significant positive impact on the three dimensions of vitality,dedication,and focus of job involvement variables;(2)The procedural fairness dimension of organization’s fairness perception variables has a significant positive effect on the dedication dimension of job involvement variables,but it does not have a significant effect on the vitality and concentration dimensions of job involvement variables;(3)The Organization fairness perception variables the dimensions of exchange fairness have a significant positive effect on the three dimensions of vitality,dedication,and concentration under the job involvement variables;(4)The three dimensions of distribution fairness,procedural fairness,and exchange fairness under organizational fairness perception variables are respectively The supportive variables have a significant positive effect.(5)The sense of organizational support plays a partial intermediary role in the distribution of equity and vitality,distribution of equity and dedication,distribution of fairness and focus;(6)The sense of organizational support in the process of fairness and The dedication functions as an intermediary,but in the process of fairness and vitality,procedural fairness and focus.Inter did not play a mediating role;(7)Respectively,organizational support and vitality in interactive justice,fairness and dedication exchanges,exchanges between equity and focus on the relationship between partial mediator.Based on the empirical analysis results and discussion,this study gave concrete suggestions at the enterprise level and individual level.From the aspect of enterprise management,it is necessary to give the new generation of knowledge employees adequate material support in life and work,such as wages and salaries,promotion of positions,etc.,and also pay attention to their spiritual needs,such as organizational justice,superior trust,etc..In addition,care should be given to the family of the new generation of knowledge employees.From the individual level,the new generation of knowledge employees should focus on improving their professional capabilities and accomplishments,enhance their self-worth,and combine their own features,suitable job selection and job matching.