组织公正的理论模型与效应研究  

Research of Theoretical Model and Effects of Organizational Justice

作　　者：金杨华[1] 赵文阁 

机构地区：[1]浙江工商大学工商管理学院,浙江杭州310018 [2]浙江中国小商品城集团股份有限公司,浙江义乌322000

出　　处：《商业经济与管理》2008年第7期37-41,共5页Journal of Business Economics

基　　金：国家自然科学基金项目(70601024);浙江省自然科学基金(Y207511)

摘　　要：组织公正是涉及管理学、心理学和社会学等领域的跨学科前沿研究课题,目前已成为社会科学领域关注的热点。为了探索中国情境下组织公正的内涵及重要性,在实证调研基础上,运用验证型因素分析方法检验了组织公正的理论模型,并分析了员工组织公正知觉与组织绩效之间的关系。研究结果表明:组织公正的三维理论模型在拟合度上优于两维模型,支持了分配公正、程序公正和互动公正模型假设;与任务绩效相比,员工公正性知觉与组织周边绩效间的相关更紧密,其中互动公正对组织绩效的效应要显著高于分配公正和程序公正,说明在"关系"取向的中国文化背景下,员工的组织公正知觉主要依赖对上下级交换关系的评价,互动公正显得更为重要。Organizational justice is a multidisciplinary study filed related to psychology, management, and sociology. Now, it＇s becoming a key issue in social science research. Using Confirmatory Factor Analysis, this study tested the construct validity of organizational justice measures under Chinese context, and analyzed the relationship between organizational justice and perceived organizational performance. Research results demonstrated that 3 - dimensional organizational justice model fitted better than 2 - dimensional model, and supported distinctions among distributive, procedural and interactional justice. Correlation coefficient between organizational justice and organizational contextual performance was higher than organizational task performance, and interactional justice was the most important organizational justice factor to organizational performance under Chinese context. Implications of this study were also discussed.

关 键 词：组织公正 理论模型 效应 组织绩效 

分 类 号：F272[经济管理—企业管理]