Research On The Relationship Between Organizational Justice And Job Performance Of R&D Personnel In High-tech Enterprises

At present,high-tech enterprises have become a key factor to enhance comprehensive national strength and international competitiveness.Developing high-tech enterprises are not only the need to realize the current economic transformation and development,but also the strategic choice to ensure the country invincible in the fierce international competition in the 21~stt century.Since the1990s,China's high-tech enterprises have made rapid development.At present,high-tech enterprises in China have become an important part of the national scientific and technological innovation system and an important force to promote scientific and technological innovation.Employees of high-tech enterprises shoulder the R&D responsibility of high-tech enterprises.They are the most valuable wealth of high-tech enterprises and the important force to promote national scientific and technological innovation.The performance of R&D personnel in high-tech enterprises directly determines the competitiveness of high-tech enterprises and relates to the progress of national scientific and technological innovation and the survival of high-tech enterprises.Generally speaking,the characteristics of knowledge workers from different fields and professions are basically the same.However,R&D personnel in high-tech enterprises have some distinct heterogeneous characteristics that are mainly manifested by paying attention to the higher level of complex needs and the desire for fair competition in work besides the basic characteristics of other knowledge workers.The heterogeneity of R&D personnel in high-tech enterprises determines their strong sense of organizational justice.Does the organizational justice of R&D personnel in high-tech enterprises have an impact on the performance?If so,how does it affect?And how does it affect between the dimensions of the two variables?Is there a mediating variable that plays a partial mediating effect between the two variables?In previous studies,researchers have rarely studied the special group of R&D personnel in high-tech enterprises.So,the empirical research on organizational justice and job performance of R&D personnel in high-tech enterprises is few.At the same time,the research on the mediating variable between organizational justice and job performance of R&D personnel in high-tech enterprises is more scarce.In addition,previous researchers have failed to reach a consensus on the correlation between the dimensions of organizational justice and job performance.Therefore,this study closely follows the hot issues of modern management,and it chooses R&D personnel of high-tech enterprises as the research object.This study deeply analyzes the mechanism of organizational justice of this special group on its work performance,and it introduces job satisfaction as a mediating variable.In summary,this study discussed the relationship among organizational justice,job satisfaction and job performance of R&D personnel in high-tech enterprises,in order to improve the performance by improving their organizational justice and job satisfaction,which has strong practical significance.In this study,a combination of qualitative analysis and quantitative analysis is used to explore the impact f organizational justice on job performance of R&D staff in high-tech enterprises and analyze the mediating effect of job satisfaction between them.Qualitative analysis adopts literature research that collects,reads and collates relevant literature that combs relevant theories.Adopting literature research can find that there is a correlation between organizational justice and job performance.And job satisfaction can play a mediating role between organizational justice and job performance.Organizational justice adopts three-dimensional model that includes distributive justice,procedural justice and interactive justice;job satisfaction adopts two-dimensional model that includes internal satisfaction and external satisfaction;job performance adopts two-dimensional model that includes task performance and peripheral performance.Quantitative analysis mainly taking R&D personnel of high-tech enterprises as research samples is based on questionnaire survey and mathematical statistics analysis that uses SPSS 19.0 analyze the relevant data obtained by questionnaire survey.Through the analysis of the research results,it can be found that:the dimensions of organizational justice of R&D personnel in high-tech enterprises have significant positive effects on job satisfaction and job performance;the dimensions of job satisfaction of R&D personnel in high-tech enterprises have significant positive effects on job performance;and the dimensions of job satisfaction of R&D personnel can play a partial mediating effect between organizational justice and job performance.Then it puts forwards some suggestions for human resource management of high-tech enterprises,and it also points out the shortcomings of the research and makes a prospect for the future.