变革公平研究评述  

Change Fairness: A Critical Review and Its Future Agenda

作　　者：朱其权[1] 龙立荣[1] 

机构地区：[1]华中科技大学管理学院,武汉430074

出　　处：《心理科学进展》2011年第6期925-932,共8页Advances in Psychological Science

基　　金：国家自然科学基金项目(70671046)资助

摘　　要：个体导向取代系统导向逐步成为组织变革研究的新焦点,变革公平为个体导向研究提供了新的视角。变革公平反映了人们对组织变革事件推进过程公平性的认知。变革公平受到变革事件属性、变革领导、个体人格和个体的社会支持方面因素的制约,并影响了员工对变革、组织以及工作的反应。变革公平的未来研究应着重本土化研究、前因变量和调节变量的探索以及开展纵向研究。Person-oriented research, instead of systems-oriented research, becomes the new focus in organizational change domain. Change fairness, referring to the fairness perception of change promoting process, provides a new perspective for the person-oriented research. Change fairness is decided by change event attributes, change leadership, individual characteristics and social support factors. Change fairness also exerts influence on employee＇s reaction to change, organization and job. The future research of change fairness should emphasize indigenous research, antecedents and moderators exploration, and longitudinal studies.

关 键 词：变革公平 组织变革 组织公平 本土化研究 

分 类 号：B849[哲学宗教—应用心理学] C93[哲学宗教—心理学]