基于工作态度的组织支持感与组织公平对组织公民行为的影响研究  

The Effects of Organizational Perceived Support and Organizational Justice on Organizational Citizenship Behaviors Based on Work Attitude

作　　者：苗仁涛[1,2] 孙健敏[2] 刘军[3] 

机构地区：[1]辽宁科技大学工商管理学院,鞍山114051 [2]中国人民大学劳动人事学院,北京100872 [3]中国人民大学商学院,北京100872

出　　处：《商业经济与管理》2012年第9期29-40,共12页Journal of Business Economics

基　　金：国家自然科学基金青年基金项目(70902018);教育部人文社会科学研究项目青年基金项目(12YJC630102);辽宁省经济社会发展立项课题(2012LSLKTJIGLX-15)

摘　　要：本文采用我国中小企业员工样本,运用相关分析和回归分析方法研究组织支持感与公平感对组织公民行为影响的作用机制,即组织支持与公平感是否会通过员工工作态度的中介作用对组织公民行为产生影响。结果表明:员工的组织支持感和公平感均对情感承诺、工作满意度和组织公民行为有显著影响;情感承诺对组织支持感、组织公平分别与组织公民行为间的关系起到部分中介作用;但工作满意度仅对互动公平与组织公民行为间的关系起到部分中介作用;而其余的中介效应检验中,工作满意度仅对组织支持感、分配公平、程序公平分别与指向个体的组织公民行为起到部分中介作用。With correlation analysis and regression analysis this study investigates the effect mechanism of organizational perceived support and organizational justice on organizational citizenship behaviors （OCBs） with a data set from Small and Medium sized enterprises in China, namely the mediating role of work attitudes on the relationships between perceived organizational support, organizational justice and OCBs. The findings are： Perceived organizational support （POS） , distributive justice, procedural justice and interactional justice explained affeetive commitment, job satisfaction and OCBs significantly, respectively. Affective commitment partially mediated all relationships between POS, organizational justice and OCBs. However, job satisfaction merely partially mediated the relationship between interactional justice and OCBs. And job satisfaction was the partial mediating variable in the relationships between POS, distributive and procedural justice and OCBs directed at individuals.

关 键 词：组织支持感 组织公平 情感承诺 工作满意度 组织公民行为 

分 类 号：F272.92[经济管理—企业管理]