The research takes 97 pieces of Chinese and English literature as the sample, and analyzes the influence relationship of organizational justice on organizational commitment, job satisfaction, and organization trust and turnover intention in different situational patterns by a meta-analysis method. Based on the three-side model of self-concept, the relation between the organizational fairness perception and the outcome variable is likely to be significantly affected by the individual self, relational self and collective self of the self-concept. Especially on the basis of the group pattern influence led by European American cultural, the conspicuousness of individual self-concept will result in larger effect size. However, under China's pattern of difference sequence, although the conspicuousness of relational self and collective self can promote the effect of organizational justice, these effects and results will be covered by China's native pattern of difference sequence. Therefore the influence of organizational justice on outcome variable under the organizational situation influenced by the group pattern is larger than that under the organizational situation influenced by pattern of difference sequence.%研究以97篇中英文文献为样本，通过元分析方法研究了在不同情境格局下，组织公平对组织承诺、工作满意度、组织信任及离职意向的影响关系。研究发现在基于自我概念的三方模型下，组织公平感与结果变量之间的关系会受到自我概念的个人自我、关系自我和集体自我的显著影响。尤其是在以欧美文化为主导的团体格局影响的基础上，个人自我概念的显著性会导致更大的效应量。然而在中国的差序格局下，虽然关系自我和集体自我的显著性依旧会增进组织公平的效果，但是这些影响结果会被中国本土的差序格局所掩盖。因此，在团体格局影响下的组织情境中，组织公平对结果变量的影响比在差序格局影响下的组织情境中影响更大。
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