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Empirical studies of the relationship between organizational fairness and job satisfaction

Author: HuangMengRu
Tutor: ShiYaoJiang
School: Northwestern University
Course: Business management
Keywords: Organizational justice Job Satisfaction Correlation High-tech enterprises
CLC: F272.92
Type: Master's thesis
Year: 2011
Downloads: 143
Quote: 0
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Abstract


About fair topic has always been for people concerned about the organizational justice has been widely used to examine organizational efficiency of the enterprises , management level and even the core competitiveness . In addition , job satisfaction as a management tool , but also more and more companies used to detect enterprise management status . With the rapid development of economic globalization , countries increasingly competitive society , especially in the talent competition . Therefore, in order to enhance their own talent competition , the enterprise began to pay attention about a sense of fairness , values ??, satisfaction , and management issues . The study of the relationship between the relevant organizational justice and job satisfaction , from the division of the dimensions to the exploration of the relationship between the two , the academic community has not been a more unified view , while domestic research showing a wide gap . This study will be employees of high-tech enterprises in Xi'an survey of organizational justice and job satisfaction expedition through the survey method . The same time , the study by the correlation analysis , variance analysis and multivariate regression analysis to find the relationship between organizational justice and job satisfaction , and to explore the effect between the two . Finally, according to the findings for business managers to provide useful policy recommendations . Fair overly concerned with the past on the allocation , studies have shown that the interaction in the high-tech enterprises in Xi'an fair explain the amount of job satisfaction and influence . This shows the one hand , the enterprise should enhance staff satisfaction mainly by raising interactional justice means to achieve ; the other hand, this results also suggest differences we have to develop different policies for different groups , take a different approach to management of the enterprise , according to local conditions . In addition, we are also committed to improve job satisfaction should be considering the fair organized three aspects of interaction , and strive to improve the overall job satisfaction condition of the organization members . It should be noted that , due to the small sample size of this study may lead to the universality of the conclusions of the study are subject to certain restrictions , which companies in reference to the relevant recommendations should be done to analyze specific issues , flexible use .

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CLC: > Economic > Economic planning and management > Enterprise economy > Enterprise planning and management decision - making > Corporate Administration > Personnel Management
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