互动公平、委员会决策程序公平与员工决策承诺：基于公平启发理论与不确定管理理论的实证研究  

Interactional Justice, Procedural Justice in Committee Decision Making, and Employees’ Commitments to Decision: An Empirical Approach on Fairness Heuristic Theory and Uncertainty Management Theory

作　　者：廖飞[1] 施丽芳[2] 茅宁[2] 丁德明 

机构地区：[1]南京大学工程管理学院 [2]南京大学管理学院 [3]中国国家审计署办公厅

出　　处：《南开管理评论》2012年第2期4-18,30,共16页Nankai Business Review

基　　金：国家自然科学基金项目(70972033、71102035)资助

摘　　要：借助层级团队形式制定决策,决策者能激发员工的决策承诺,确保决策的有效执行。以委员会作为决策者的层级团队为例,本文探讨了以下问题:当存在个体对自身胜任力的自信、专用性人力资本投资这两个因素的影响时,互动公平与委员会决策程序公平效应及它们之间的交互效应会发生什么变化?引入公平启发理论与不确定管理理论,本文假设并检验了上述四个因素如何交互作用于员工决策承诺。以两家大型商业银行信贷业务人员为研究对象,实证研究表明:(1)自信和专用性人力资本投资对委员会决策程序公平效应有着显著调节作用,但它们对互动公平效应的调节作用不显著;(2)当存在自信和专用性人力资本投资的影响时,较强的互动公平与委员会决策程序公平之间的交互效应更稳定一些,而较低的互动公平感知与程序公平之间的交互效应在方向上发生变化。本文有助于管理者理解"公平何时能引致员工合作"这一问题,帮助其更好地把握决策过程以获得员工对其决策的支持。本研究的假设完全基于公平启发理论(FHT)和不确定管理理论(UMT)的理论逻辑做出,实证结果与FHT和UMT的理论预测以及已有实证研究结果相一致,这意味着本研究具有较高可信性和可靠性,能为进一步理论探索提供了比较坚实的基础。The decision-makers have realized that the efficient implementations of decisions are equally important with the quality of decisions. They can inspire the employees＇ commitments to decisions to ensure the implementations by making the decisions in the way of hierarchical groups. Focusing on the hierarchical groups which take committees as decision-makers, this article explores the following two questions： while the influences of confidence on the competence and specific human capital investment existed, how the individual effect of interactional justice and procedural justice in committee de- cision making on employee＇s decision commitments would change？ Furthermore, how the combined effects of those two justices on employee＇s decision commitments would change？ By introducing fairness heuristic theory （FHT） and uncertainty management theory （UMT） which were widely accepted among fairness researchers, this paper analyzes how those four factors interactively affect the employ- ees＇ decision commitments. By survey research among the employees from the loan departments of two large commercial banks in Jiangsu Province, this empirical research suggests that： firstly, confidence and specific human capital investment had significant moderating effects on procedural justice in committee decisions. On the contrast, their effects on interactional justice were not significantly supported. Sec- ondly, while the influences of confidence and specific human capital investment existed, the combined effects between higher interactional justice and procedural justice were stable. However, the combined effects between lower interactional justice and procedural justice changed negatively. This paper may help the managers understand that how and when fairness could prompt the employees to coopera- tive positions, which then helps to improve their ability on organizing the decision processes. This paper put forward its hypothesis following the ideas of FHT ＆ UMT, and the empirical results are consisted with

关 键 词：层级团队决策 委员会决策程序公平 互动公平 决策承诺 专用性人力资本投资 信心 

分 类 号：F272.92[经济管理—企业管理] F224[经济管理—国民经济]