Dissertation
Dissertation > Economic > Economic planning and management > Economic calculation, economic and mathematical methods > Economic and mathematical methods

A Study on the Relations Between on Organizational Justice and Pay Satisfaction

Author XiaXi
Tutor WangPing
School Zhejiang University of Technology
Course Business management
Keywords Organizational Justice Pay Satisfaction Equity Sensitivity
CLC F224
Type Master's thesis
Year 2011
Downloads 185
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This article draws on research results at home and abroad, beginning with two variables“organization justice”and“pay satisfaction”, and then joining a variable“equity sensitivity”to study the relationship between them. At last, this article has a research on the differences of each variable caused by demographic characteristics about the object. In this paper, a questionnaire survey method is been used to study how many dimensions on earth“organization justice”and“pay satisfaction”are , the interactions between each dimension, the analysis about the problems and conclusions. Finally this article proposes some practical recommendations for specific enterprise.This article draws the following important conclusions: (1) organization justice can be divided into three dimensions:distributive justice, procedural fairness and interactional justice. Each dimension is significantly and positively related to pay satisfaction, interaction fairness often has a greater impact than distributive justice and procedural fairness; (2) As a Moderator, equity sensitivity in the organization plays a positive regulatory role between organization justice and pay satisfaction; (3) In terms of demographic variables, men often have a greater sense of interactional justice than women; fair distribution in high school is weaker than the staff college and above employees; Interactive Justice in employees of state enterprises and foreign employees is more than private companies; The distribution fairness of the Line operator and middle managers is greater than basic level managers, but less than procedural justice in procedural fairness; The Line operators is less than the basic level managers in pay satisfaction.Based on the above discussion, there is some following inspiration in the corporate practice: This conclusion is more applicable to high-tech, knowledge-intensive, state-owned enterprises, private or foreign companies, especially for those enterprises concluding younger people, well educated and experienced staff of business organization. In the current context of economic and management, it is necessary to improve employee perception of the fairness of the organization to improve the competitiveness of enterprises continuously and to improve their pay satisfaction. But people also should take appropriate measures according to the different equity sensitivity, different academic, job, gender to be sure to promote organizational goals.

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