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Research on Relationship of Knowledge Worker’s Organizational Justice, Group Cohesion and Performance

Author: DaiGuangChao
Tutor: YueChunHua
School: Jilin University
Course: Business management
Keywords: Organizational justice Group cohesion Employee Performance Knowledge workers
CLC: F272.92
Type: Master's thesis
Year: 2010
Downloads: 461
Quote: 1
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Abstract


Organizational justice , pairwise relationships between group cohesion and employee performance has been achieved fruitful research results , but also the relationship between research rarely involved in deepening the research knowledge employees organization fair sense of group cohesion , impact the group cohesion while their personal performance to exploratory research knowledge workers of group cohesion plays an intermediary role in whether organizational justice affect their personal performance . The purpose of this research is the basis of empirical research managers to improve the performance of knowledge workers . On the basis of the literature review , a theoretical model , use the questionnaire to collect research data . Reliability analysis and validity analysis to detect the scale , and then fix the scale , and regression analysis verified the hypothesis . The innovation of this paper is to verify whether the knowledge workers of group cohesion can play a mediating role in organizational justice affect its performance . We draw the following conclusions : first , the organization of knowledge workers a sense of fairness to the various dimensions of group cohesion , procedural fairness and interactional justice on group cohesion significantly , and the fair distribution of group cohesion impact was not significant . Second , the knowledge workers of group cohesion have a significant positive impact on their personal performance , task cohesion on task performance and relationship performance has a significant positive effect on interpersonal cohesion on task performance was not significantly significant impact on relationship performance . Third, group cohesion in its performance in the sense of fairness of the knowledge workers organizations from the part of the intermediary role . Therefore, managers pay attention to the sense of procedural fairness and interactive knowledge workers a sense of fairness , that the managers should be fair in the corporate culture and management systems , and pay attention to exchange knowledge workers , respecting identify with them , can not rely on improved salary to motivate knowledge workers , in order to improve the knowledge workers of group cohesion . Managers should pay attention to in order to improve the performance of knowledge workers and enhance the level of group cohesion .

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