企業(yè)組織公平、組織認(rèn)同與工作滿意度的關(guān)系研究

1、河南大學(xué)碩士學(xué)位論文企業(yè)組織公平、組織認(rèn)同與工作滿意度的關(guān)系研究姓名：黨永光申請(qǐng)學(xué)位級(jí)別：碩士專業(yè)：應(yīng)用心理學(xué)指導(dǎo)教師：李永鑫2011-05III Abstract Organizational justice is the subjective feeling of personal benefit relating to the system，policies and measures in organization，and it

2、has a very close relationship with organizational objectives of the desired employee behavior，it is a important incentive factors to employees. The felling of the enterprise's Employees equity will greatly affect the

3、ir work attitude and behavior. Fairness in organizations has already become an effective indicator that measure enterprise management level and reflect the competitiveness of enterprises . Improveing the staffs， organiza

4、tional justice , the organization can enhance the performance and behavior of members ，motivate the staff's working enthusiasm，so as to promote organizational management performance . How to improve the enterprise st

5、affs， organizational justice and the level of enterprise management and enhance the competitiveness of the enterprise， become a major issue of modern business management to be resolved. At first, this study review the

6、past research results of relationship of the organizational justice and job satisfaction and the organization identity，based on the relationship between enterprise staff perception of organizational justice and job sati

7、sfaction，we joined the organization identity as interference variables，explore the mediating role of organizational identity between organizational justice (ie distributive justice，procedural justice and interactional ju

8、stice) and job satisfaction . This study adopts employees of Zhengzhou，Pingdingshan，Wuhan as an example and sent out 460 questionnaires，and finally 332 questionnaires were proved to be valid. and conducted a questionnair

9、e survey among their perception of organizational justice、organizational identity and job satisfaction，then the use of SPSS statistical analysis software empirical analysis of research hypotheses, and finally come to th

10、e conclusion of this study： (1) Organizational justice were significantly different on gender，age，work experience， education，jobs and other demographic variables. (2) The dimensions of organizational justice on job sat

11、isfaction was significantly positively correlated. Its three dimensions: distributive justice，procedural justice，interactional justice satisfaction showed a significant predictive effect to internal and external satisfac