面对外部环境的不确定性，持续创新是一个组织生存发展之道。而人才是组织可利用的核心资源，因此员工的创新能力和创新绩效对企业至关重要。为此，本研究根据社会交换理论和社会认同理论，构建出组织公平、工作嵌入和创新绩效的理论模型，探究组织如何提高员工的创新绩效，在激烈的竞争中占据优势地位。本研究采用元分析整合82项实证研究的数据，并通过结构方程分析分别探讨了分配公平、程序公平、互动公平对创新绩效的影响及内在作用机制。研究结果发现：（1）分配公平、程序公平和互动公平均与员工创新绩效呈显著正相关；（2）工作嵌入部分中介组织公平与创新绩效的关系，完全中介分配公平、程序公平与创新绩效的关系。

Continuous innovation is the way for an organization to survive and develop in the face of the uncertain external environment. Talent is the core resource that an organization can make the best use of and thus the importance of employee’s innovation ability to the enterprise is self-evident. According to social exchange theory and social identity theory, this study constructs a theoretical model concerning organizational justice, job embeddedness and innovative performance, and explores how the organization improves the employees' innovative performance and stands out in the fierce competition. In order to discuss the impact of distributive justice, procedural justice and interactive justice on innovative performance and the internal mechanism, this study integrates the data from 82 empirical studies, and uses meta-analysis and structural equation model as research method. The results show that: (1) distributive justice, procedural justice and interactive justice are significantly positively related to employee’s innovative performance; (2) the relationship between organizational justice and innovative performance is partially mediated through job embeddedness; the relationship between distributive justice, procedural justice and innovative performance is fully mediated by job embeddedness.