今天组织不断挑战,有新的趋势和通讯工作,和快速变化的技术,新法规、环境和社会方面。工作满意度和工作绩效之间的关系已被广泛的研究在工业/组织心理学的历史(法官Thoresen、波诺&巴顿,2001)。工作态度和行为的结果之间的关系仍然是一个普遍的研究课题(哈里森,纽曼,&罗斯,2006;Schleicher,瓦特,& Greguras,2004)。研究人员和现场专家知道的因素主要集中在他们的工作环境对员工满意度的影响(Igalens Roussel,1999;啤酒et al .,2008)。由于竞争的本质工作,大多数的雇主很急于知道员工的工作满意度。斯佩克特(1997)指出,员工工作满意度与人们如何思考、感觉和感知他们的工作。最近,研究人员承认,工作满意度是最好的现象描述为有思想和情感的感受。短暂和维斯(2002)建议员工报告的影响在工作中可以用来衡量工作满意度和情感体验在工作满意度的工作也是一个原因。工作满意度是愉快的情绪状态产生的评价一个人的工作或工作经验(洛克,1976)。一些学者认为工作满意度是受到一些因素的影响除了个人特质(银白杨,Cohrs & Dette,2006)。其中的一个因素是个体对组织公平的评价。文献关于组织正义显示器正义观念直接与工作满意度的关系,那些认为的程序公平、更满意他们的工作环境(康伦,科尔奎特威臣,波特& Ng,2001)。
Today organizations are continually challenging, there are new working trends and communications, and there is rapid change of technology, new regulations, environmental and social aspects. The relationship between job satisfaction and job performance has been studied extensively throughout the history of industrial/ organizational psychology (Judge,Thoresen, Bono, & Patton, 2001). The connection between workplace attitudes and behavioral outcomes continues to be a prevalent research topic (Harrison,Newman, & Roth, 2006; Schleicher, Watt, & Greguras, 2004). Researchers and field experts mainly focused to know the factors that impact on the employee satisfaction at their work environment (Igalens and Roussel, 1999; Brewer et al., 2008). Because of the competitive nature of jobs, most of the employers are very anxious to know the employee job satisfaction. Spector (1997) Stated that employee job satisfaction is related to how people think, feel and perceive their jobs.More recently; researchers have acknowledged that job satisfaction is a phenomenon best described as having both thoughts and affective feelings. Brief and Weiss (2002) suggested that employee reports of affect at work can be used to measure job satisfaction and that affective experiences while on the job are also a cause of job satisfaction. Job satisfaction is pleasurable emotional state resulting from appraisal of one’s job or job experience (Locke, 1976). Some scholars argue that job satisfaction is influenced by some factors other than individual traits (Cohrs, Abele, & Dette, 2006). One of those factor is the individual’s evaluation of organizational justice. The literature regarding organizational justice displays that justice perceptions have direct relationships to job satisfaction such that those individuals who perceive that the procedures as fair, are more satisfied with their work environment (Colquitt, Conlon, Wesson, Porter,& Ng ,2001).