| Summary: | 碩士 === 龍華科技大學 === 企業管理系碩士班 === 102 === Organizational justice of this study to investigate the traditional manufacturing employees affect job performance and job satisfaction whether the interference effect. Compared with an organization's management model, in different regions ( Taiwan and China ) operations , whether the same results would be obtained.
The subjects were traditional manufacturing practitioners, A total 950 questionnaires were delivered to respondents , 588 valid questionnaires of the 673 were collected , the effective response rate is 61.9% . Also , questionnaire sample structure , descriptive statistics analysis，reliability , validity analysis, test of independence, one-way test，correlation analysis , regression analysis and factor analyzed are all analyzed by the " Statistical Package for the Social Science " SPSS 18.0.
The results showed that job satisfaction has a significant positive impact on job performance, job satisfaction, higher job performance is also higher , while perceived organizational justice equally to job performance has a significant positive effect in a Taiwan and China . Organizational justice perceptions affect job performance on job satisfaction effect of interference with validation , verification as part of the results in Taiwan was established to verify the results of the mainland is not true . Personal background variables affect analytical results have been a difference. In China, the result isn’t established.
The empirical results of that same organization management system , operating in different regions , the results obtained are not consistent across different regions when the organization operates , management systems must consider local cultural , economic, political , and cultural backgrounds ... etc. , appropriate adjustment and correction , in order to get the maximum benefit organizations operate , can be used as reference for enterprise management.
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