An Empirical Study on the Relationships Between Organizational Justice, Organizational Commitment and Job Satisfaction in SINOPEC

Abstract

This study mainly aims to explore the relationship between the organizational justice and organizational commitment under China's context. The data was collected from 270 employees in SINOPEC, a state-own enterprises. Finding of this study differs from the existing theory and show that: 1. under China's context, the procedural justice, which was usually considered as the strongest predictor to organizational commitment among the 3 dimensions of organizational justice, turns out to be the weakest. 2. Both distributive justice and interactional justice has a positive effect on affective commitment, continuance commitment and normative commitment, while procedural justice only has a positive effect on affective commitment. Additional research was conducted by using the same model and test on some leaders of SINOPEC. Mediating effect of job satisfaction has also been confirmed in additional research. Limitations and future directions are also discussed.