组织公正、心理契约破裂与雇佣关系：基于民营企业样本的实证研究  

Organizational Justice,Psychological Contract Breach and Employment Relationship:An Empirical Research Based on Private Enterprises

作　　者：林忠[1] 金星彤[2] 

机构地区：[1]东北财经大学工商管理学院,辽宁大连116023 [2]辽宁师范大学管理学院,辽宁大连116029

出　　处：《中国软科学》2013年第1期125-134,共10页China Soft Science

基　　金：国家自然科学基金项目(71172119);教育部人文社会科学研究规划基金项目(10YJA630095);辽宁省社会科学规划基金项目(L11DJY042)

摘　　要：基于47家民营企业430名员工的调查数据,在修订组织公正和雇佣关系量表基础上,从员工角度针对组织公正对雇佣关系影响的作用机理问题进行了实证研究。研究发现,组织公正中的程序公正与分配公正对基于雇主义务的雇佣关系具有正向影响,互动公正能够促进基于雇员义务的雇佣关系。同时,心理契约破裂在互动公正和分配公正对基于雇主义务的雇佣关系促进过程中,具有中介作用。上述发现,从理论上对雇佣关系的研究作了新的补充,在实践中对促进民营企业和谐雇佣关系的形成具有重要指导意义。Based on the investigation of 430 employees from 47 private enterprises and statistical analysis of collected data,this thesis studied on organizational justice and the impact of the internal employment relationship from the employees＇ point of view.The results showed that：（1） Procedural justice and distributional justice have a significant,positive effect on employment relationship based on employer＇ obligations;and interactional justice positively affect the employment relationship based on employee＇s obligations.（2） Psychological contract breach has an intermediary effect on the process that interactional justice and distributional justice positively promote the employment relationship based on employer＇s obligations.These findings made a new addition to the employment relationship theory,and in practice had an important guiding role of promoting private enterprises to create a harmonious employment relationship.

关 键 词：组织公正 心理契约破裂 雇佣关系 

分 类 号：F270[经济管理—企业管理]