The Influence Of Organizational Justice On The Silence Behavior Of New Generation Employees

In the face of rapid changes in the external environment,the development of enterprises not only needs accurate strategic decision-making,but also inseparable from important human resources.Talents are important resources for enterprises to compete.As a negative behavior,employee silence restrains the transmission of innovative ideas and has a negative impact on the correct decision-making and innovative behavior of the organization.With the new generation of employees gradually becoming the main force of the enterprise,they are knowledgeable,creative,innovative and have strong ability to obtain information in the era of network.If they have a good idea of the problems existing in the organization,but do not report to the organization for various reasons,although it may make the decision pass quickly,it is not conducive to the healthy development of the organization,or even miss the development opportunities.Therefore,it is necessary for organizations to understand the reasons for the silence behavior of the new generation of employees and take measures to prevent the silence phenomenon of the new generation of emplo yees.In view of the above questions,this paper takes the new generation of employees as the research object,takes the sense of organizational justice as the independent variable,psychological capital as the intermediary variable,and employee silence behavior as the dependent variable to conduct empirical research.First of all,combing the domestic and foreign literature about the new generation of employees,organizational justice,psychological capital,employee silence,to provide a theoretical basis for subsequent research.Secondly,the research hypothesis and theoretical model of this paper are put forward,and 261 valid questionnaires are collected by using the mature scale used by predecessors and forming a formal questionnaire after a small-scale prediction test.Finally,spss22.0 and amos20.0 were used to analyze the data,including descriptive statistical analysis,scale reliability and validity test,difference analysis,correlation analysis and regression analysis.The specific conclusions are as follows:(1)organizational justice has a significant negative impact on the silence behavior of the new generation of employees,procedural justice has a significant negative impact on tacit silence,defensive silence and indifferent silence,interactive justice has a significant negative impact on tacit silence and defensive silence,no significant negative impact on indifferent silence,and distributive justice has no significant impact on the three sub dimensions of silence behavior Ring.(2)Organizational justice has a significant positive impact on the psychological capital of the new generation of employees.Distributive justice has a significant positive impact on the four dimensions of psychological capital.Procedural justice has a significant positive impact on resilience and optimism,but no significant impact on self-efficacy and hope.Interactive justice has a significant positive impact on hope,resilience and optimism,but no significant impact on self-efficacy.(3)Psychological capital has a significant negative impact on the silence behavior of the new generation of employees,and self-efficacy has a significant negative impact on tacit silence,defensive silence and indifferent silence;resilience has a significant negative impact on tacit silence,but no significant impact on defensive silence and indifferent silence;optimism has a significant negative impact on defensive silence and indifferent silence,but no significant negative impact on tacit silence;hope has a significant negative impact on tacit silence The three dimensions of employee silence have no significant impact.(4)Psychological capital plays a part in mediating the sense of organizational justice and the silence behavior of the new generation of employees.According to the results of this study,from the two aspects of creating a fair organizational atmosphere and improving the psychological capital of the new generation of employees,management suggestions are put forward to reduce the phenomenon of silence in the organization.At last,the paper provides some suggestions for future improvement,and makes a prospect for the future research direction.