Research On The Impact Of Organizational Fairness And Organizational Ldentity On Employees' Suggestion Behavior

In the fierce market competition environment,if an enterprise wants to obtain long-term sustainable development,it should keep a keen sense of the opportunities and challenges faced by the development of the industry.Avoid "shortsightedness" and "inertia",pay attention to the loopholes that affect the long-term development of the company and dare to leave the comfort zone to encourage employees to speak up.The suggestions made by employees are of great significance to organizational innovation and development.Companies with good employee behavior can not only improve employee satisfaction,but also enhance their core competitiveness.Encouraging employees to stand up and make suggestions and even dissent from the development of the company will inevitably become the key to the company's invincibility.In order to break employee silence,increase employee participation,and reduce employee conformity in enterprises,studies have shown that organizational fairness has an important impact on employee advice.But based on the research of the existing literature found that the impact of organizational justice on employee speech behavior is mostly based on the direct relationship between the two,and there is not much research on whether there are other influencing factors between the two.Therefore,this study focuses on the buffer variables between the two,that is,the exploration of mediating variables and moderating variables,and hopes to provide theoretical and practical significance for improving employee suggestions in human resource management.Based on the current status of research,this article collects and summarizes relevant literature,and analyzes employee suggestions into two dimensions: leadership suggestions and colleagues' suggestions.Based on this,organizational mediation is introduced as an intermediary variable between organizational justice and employee suggestions.At the same time,the introduction of leadership member exchange and team member exchange as a moderating variable is examined.Based on this,a relationship model between the variables is constructed and related hypotheses are proposed.Aiming at the hypothesis,this research designed a questionnaire based on previous researches,collected the data by publishing electronic questionnaires online,and used spss17.0 and amos21.0 to analyze the data.The following research results are obtained: the perceived organizational equity of employees has a significant positive impact on organizational identity and employee speech behavior;organizational identification plays an intermediary role between organizational justice and employee speech;leadership member exchanges regulate organizational identification and leadership speech Relationship: The higher the exchange of leadership members,the more significant the impact of organizational identity on leadership advice,and vice versa;the exchange of leadership members also regulates the indirect impact of organizational fairness on leadership advice through organizational identity: the greater the degree of exchange of leadership members High,the more indirect the impact of organizational fairness on leadership advice through organizational identity,and vice versa;team member exchange regulates the relationship between organizational identity and colleagues 'advice: the higher the team member exchange,the more the influence of organizational identity on colleagues' advice Significantly,and vice versa;team member exchange also regulates the indirect impact of organizational fairness on leadership advice through organizational identity: the higher the degree of team member exchange,the more significant the indirect impact of organizational fairness on colleagues' advice through organizational identity,and vice versa;Finally,based on the results of this study,this study Li put forward the perspective of management recommendations related to the management and future development direction.