?? ??????? ???? ?????? ????? ??? ??: ??????? ???? (The Effect of Chinese Employees�� Perceived Organizational Justice onChange Commitment: The Positive Psychological Capital as A Mediator)

The purpose of this study to investigate relationship between organizationl justice (distributive, procedural), positive psychological capital and change commitment of china company��s employees. In detail, based on justice theory(Colquitt, 2001), perceived distributive, procedural justice directly impact on change commitment and positive psychological capital mediate those of variables. Positive psychological capital consist of sub-dimension such as self-efficacy, hope, optimism and resilience(Luthans et al., 2007). After literature review, we conceptually build up all theoretical variables relationship and proposed direct and mediating effect hypothesis To test of hypothesis, survey method are performed. Total 287 questionnaires are used for analysis. The results are as follows. First, perceived distributive, procedural justice have positive impacts on change commitment. Second, positive psychological capital have mediating role of relationship between distributive, procedural justice and change commitment. Based on the results, organizational justice, such as distributive, procedural justice are critical determinants of change commitment. Also distributive, procedural justice enhance positive psychological capital and high on positive psychological capital leading to change commitment. It means that china company emphasis on build up justice to enhance change commitment. We provide understanding exactly why distributive, procedural justice are associated with employee��s attitude toward organizational change and it may foster a sense of positive psychological capital that has its own unique meanings.

The purpose of this study to investigate relationship between organizationl justice (distributive, procedural), positive psychological capital and change commitment of china company��s employees. In detail, based on justice theory(Colquitt, 2001), perceived distributive, procedural justice directly impact on change commitment and positive psychological capital mediate those of variables. Positive psychological capital consist of sub-dimension such as self-efficacy, hope, optimism and resilience(Luthans et al., 2007). After literature review, we conceptually build up all theoretical variables relationship and proposed direct and mediating effect hypothesis To test of hypothesis, survey method are performed. Total 287 questionnaires are used for analysis. The results are as follows. First, perceived distributive, procedural justice have positive impacts on change commitment. Second, positive psychological capital have mediating role of relationship between distributive, procedural justice and change commitment. Based on the results, organizational justice, such as distributive, procedural justice are critical determinants of change commitment. Also distributive, procedural justice enhance positive psychological capital and high on positive psychological capital leading to change commitment. It means that china company emphasis on build up justice to enhance change commitment. We provide understanding exactly why distributive, procedural justice are associated with employee��s attitude toward organizational change and it may foster a sense of positive psychological capital that has its own unique meanings.