互动公正对员工绩效与主管承诺的影响及其机制  

Effects and its Mechanisms of Interactional Justice on Performance and Supervisory Commitment

作　　者：王怀勇[1] 刘永芳[2] 顾雷 

机构地区：[1]上海师范大学心理学系,上海200234 [2]华东师范大学心理与认知科学学院,上海200062 [3]上海雅高企业服务有限公司,上海200001

出　　处：《心理科学》2013年第1期164-169,共6页Journal of Psychological Science

基　　金：上海师范大学校级人文社科项目(批准号:A-3131-12-002028);国家社会科学基金(批准号:07BSH053)的资助

摘　　要：采用问卷调查法和结构方程建模技术探讨互动公正对员工绩效与主管承诺的影响及其机制。通过分析215份员工和其直接主管的配对数据,结果发现:(1)互动公正通过主管认知信任的部分中介作用正向影响员工的任务绩效,即一方面直接影响员工的任务绩效,另一方面通过认知信任间接影响员工的任务绩效;(2)互动公正通过主管情感信任的完全中介作用正向影响员工的进谏行为;(3)互动公正通过主管认知信任和情感信任的完全中介作用正向影响员工的主管承诺。In recent years, along with thorough studies in social exchange and leader - member exchange theory, interactional justice has become an important research topic in the field of managerial psychology. Previous studies have indicated that interactional justice had significant effects on organizational citizenship behavior and job satisfaction. （Stecher ＆ Rosse, 2005; Chiaburu, 2007）. Meanwhile, some scholars believe that interactional justice can affect those variables, because trust plays an important role between them （Wong, Ngo, ＆ Wong, 2006）. McAllister （1995） believes that trust consists of cognitive trust and affective trust. There is sufficient empirical evidence available to suggest that their relationships with subsequent outcomes might differ （Yang, Mossholder, ＆ Peng, 2009）. Based on the past studies, we found that scholars pay limited attention to the impacts of interactional justice on task and contextual performance （particularly, voice behavior）. Importantly, past findings were controversial in terms of whether and how interactional justice affects employee＇s performance and which role trust plays between interactional justice and task performance and voice behavior. In addition, previous findings indicated that interactional justice influenced employee＇s commitment to organization （Leow ＆ Khong, 2009）. However, it is unknown in terms of whether and how interactional justice affects employee＇s commitment to supervisors and which role trust plays between interactional justice and supervisory commitment. In order to answer these questions, this paper used scales and structural equation modeling. Scales included Interactional Justice Scale, Supervisory Cognitive Trust Scale, Supervisory affective Trust Scale, Task Performance Scale, Voice Behavior Scale and Supervisory Commitment Scale. For these scales, analysis of reliability indicated that internal consistency c, coefficient was . 88, . 82, . 85, . 90, . 85, and . 87, respectively, which indicates good reliabil

关 键 词：互动公正 信任 任务绩效 进谏行为 主管承诺 

分 类 号：B849[哲学宗教—应用心理学]