愉快的人更易体验公正?——员工的情绪特质对组织公正感的影响研究  

Is Being Happy Prone to Feeling Justice?——A Quantitative Research on Affectivity and Organizational Justice Perceptions

作　　者：吕晓俊[1] 

机构地区：[1]上海交通大学国际与公共事务学院,上海200030

出　　处：《心理科学》2012年第5期1207-1212,共6页Journal of Psychological Science

基　　金：国家社会科学基金项目(08CSH027)的资助

摘　　要：情绪和公正感之间的关系一直以来颇受研究者的关注。本研究通过对260名组织员工的取样调查,探讨了情绪特质对各层面组织公正感的影响。相关分析及多元调节回归分析结果表明:积极情绪特质(TPA)对公正感存在显著的主效应,消极情绪特质(TNA)则与工作环境特征形成交互作用,共同影响对组织(或主管)实体的公正感。文章也讨论了这一研究结论对管理实践的意义。Research interest in the relationship between affect/affectivity and organizational justice has grown substantially in recently years. The role of affect in perception of organizational justice has received a substantial amount of attention. From a perspective of or- ganizational psychology, affect is conceptualized as two bipolar dimensions （ i. e. , factors） , namely positive and negative affects. The trait affect is expressed by the tendency to see things in positive or negative ways. People with high positive affectivity tend to perceive things through ＂pink lens＂ , while people with high negative affectivity tend to perceive things with ＂black lens＂. As an important per- ception in organizations, would organizational justice be influenced by a person~ affectivity？ This study explored the direct and indirect influences of affectivity on organizational justice and overall justice. According to the Af- fect Infusion Model, affectively loaded information exerted an influence and became incorporated in the judgmental process, entering in- to the judge~ deliberations and eventually coloring the judgmental outcome. Furthermore, as the Affective Events Theory states, one~ e- motion and mood influence job performance and job satisfaction. Three hypotheses were put forward based on the affect infusion model and the affective events theory： H1 ： Trait positive affect will have a significant positive effect on justice judgment. H2 ： Trait negative affect will have a significant negative effect on justice judgment. H3 ： Trait affect and job characteristic will have a significant interactive effect on justice judgment. Among the major measures, four scales were used including the 20-items PANA scale designed by Wason ＆ Teflegen （1988） , the organizational justice scale from Colquitt （2001）, the perceived overall justice scale from Maureen ＆ Marshal] （2009）and the job con- tent questionnaire adopted from Karasek et. al （ 1998 ）. In total, 260 empioyees from nine organizations

关 键 词：积极情绪特质 消极情绪特质 组织公正感 

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