Abstract：In this paper, we found the procedural justice has no significant influence on the employee silence especially in China. Then after comparing the four profile means based on two dimensions of distribution justice and interpersonal justice, we found two important conclusions. One is that the employee silence is most likely to happen in the organizational justice atmosphere of “low distribution justicelow interpersonal justice”; the other is that distribution justice based on the instrumental orientation is important to employee silence reducing as well as the interpersonal justice based on the noninstrumental orientation. This paper probes the real relation between the interaction of three components conduct of organizational justice and employee silence. It argues that the business managers should create a new unified dynamic organizational justice atmosphere to get employees involved in the organizational decisionmaking and break the organizational silence.
张戌凡,周路路,赵曙明. 组织公平组合与员工沉默行为关系的实证研究[J]. J4, 2013, 10(5): 693-.
ZHANG Xufan,ZHOU Lulu,ZHAO Shumin. An Empirical Study on the Relationship between Organizational Justice Profile and Employee Silence. J4, 2013, 10(5): 693-.
2013, Vol. 10 
