差序格局视角下组织公平感对员工建言行为的影响研究  

Study on organizational justice's influence on employee voice behavior from the pattern of difference the sequence

作　　者：高雪冬[1] 刘兵[1] 徐千[1] 

机构地区：[1]河北工业大学经济管理学院,天津300401

出　　处：《河北工业大学学报》2015年第4期83-88,93,共7页Journal of Hebei University of Technology

基　　金：国家自然科学基金(71072149);中国博士后科学基金(2014M551009);河北省社会科学基金(HB14GL062)

摘　　要：以京津冀地区银行业40个工作组560名员工为研究对象,采用HLM跨层次研究方法,验证了中国差序格局情境的下组织公平感对员工建言行为的影响.研究结果表明,程序公平和分配公平在高差序格局氛围下对建言行为无显著相关关系;低差序格局氛围下,程序公平和分配公平与建言行为间存在正向相关关系,互动公平对员工建言行为的正向影响在低差序格局氛围时更强烈.With HLM cross-level study method, this paper uses 40 working groups and 560 employees from banking industry of Beijing-Tianjin-Hebei area as object of study, verifying the influence of sense of fairness in the organization on employees＇ speech and behavior in the situation of China＇s pattern of difference sequence. Study results show that procedural justice and distributive justice basically exert no influence on the employees＇ voice behavior in high differential matrices atmosphere and these two take on significant positive correlation only in low differential matrices atmosphere. In addition, Interactive justice exerts more intensified positive influence on the employees＇ voice behavior in low differential matrices atmosphere.

关 键 词：差序格局 组织公平 员工建言 

分 类 号：C93[经济管理—管理学]