组织不公正与犬儒主义行为的关系研究——基于关系补救的调节作用  

A Study on Relationship between Organizational Injustice and Cynicism Behavior:Moderate Effects Analysis Based on Relational Remedy

作　　者：王丽平[1] 张琦[1] 

机构地区：[1]天津理工大学管理学院,天津300384

出　　处：《预测》2015年第1期22-28,共7页Forecasting

基　　金：国家社会科学基金资助项目(10BGL029);教育部人文社会科学研究规划基金资助项目(13YJA630137);天津市普通高等学校本科教学质量与教学改革研究项目(2012-43)

摘　　要：本文通过随机抽样及多层回归分析法对312名企业员工进行了数据收集和分析,从组织不公正视角探讨了员工犬儒主义行为的形成机理及关系补救在其中的调节作用。结果表明,人际不公正、信息不公正及程序不公正均与犬儒主义行为呈现显著的正相关关系,且关系补救在其中起负向调节作用,对程序不公正的调节效果比对人际不公正和信息不公正的调节效果相对较弱。研究不仅提示组织意识到员工犬儒主义行为的存在及其负向影响,同时为组织以关系补救作缓解途径提供借鉴和指导。Based on multiple regression analysis, this study collects and analyzes data from 312 employees, to discuss a mechanism that explains how organizational injustice impacts cynicism behavior, and the moderate effect of relational remedy in it. The results show that, interpersonal injustice, informational injustice and procedural injustice all have significant positive correlation with cynicism behavior. Relational remedy plays a negative moderate role in it, and the moderate effect which it makes on interpersonal injustice is weaken than that it makes on informational injustice and procedural injustice. This study not only reminds the organization about the existence of employee cynicism behavior and it’ s negative impact, but also provides relational remedy as a ease for the organization.

关 键 词：组织不公正 犬儒主义行为 关系补救 

分 类 号：C936[经济管理—管理学]