组织公平与工作绩效的关系:组织支持感的中介作用  

The Relationship between Organization Justice and Job Performance:The Mediation Effect of Perceived Organizational Support

作　　者：朱仁崎[1,2] 孙多勇[2] 彭黎明[3] 

机构地区：[1]湖南大学工商管理学院,湖南长沙410082 [2]国防科学技术大学信息系统与管理学院,湖南长沙410073 [3]湖南大学数学与计量经济学院,湖南长沙410082

出　　处：《系统工程》2013年第6期30-36,共7页Systems Engineering

摘　　要：基于327份样本的调查研究,探讨了组织公平四维度(分配公平、程序公平、领导公平和信息公平)对工作绩效(任务绩效和情境绩效)的影响,以及组织支持感的中介作用。结果表明:组织公平四维度、组织支持感与任务绩效、情境绩效均显著相关;组织支持感在领导公平、信息公平对任务绩效、情境绩效的影响中起部分中介作用;在分配公平、程序公平对情境绩效的影响中起完全中介作用。结论:组织公平各维度对任务绩效、情境绩效的影响机制并不完全相同,提高组织支持感是减少组织不公平对绩效影响的重要途径。By using a sample of 327 questionnaires, this study explore the influence of organizational justice （distributive justice, procedural justice, leadership justice and information justice） on job performance （task performance and contextual performance）, and the mediating role of Perceived Organizational Support （POS）. The rezults demonstrate that there is a high correlation among organizational justice, task performance, contextual performance and POS. POS just partly mediates the relationship of leadship justice, information justice and task performance, contextual performance; and fully mediates the relationship between distributive justice, procedural justice and contextual performance which implies mechanism of the effect of organizational justice on task performance is different from that of contextual performance. This study also proposes that improving employees; POS is the important way which can reduce the adverse influence of organizational unjustice on job performance.

关 键 词：组织公平 任务绩效 情境绩效 组织支持感 

分 类 号：F270[经济管理—企业管理]