作　　者： ; ;

机构地区： 广东外语外贸大学国际工商管理学院

出　　处： 《管理学家（学术版）》 2008年第5期407-420,423-424+421-422+484,共19页

摘　　要： 本文从组织公平这个理论视角切入,以珠三角地区的企业员工为研究对象,采用定量的研究方法,探讨了组织公平的内涵及其对工作绩效的影响。文章将组织公平分为分配公平、程序公平、领导公平和信息公平四个维度,将工作绩效分为角色内绩效和角色外绩效(组织公民行为),深入分析了组织公平各维度与工作绩效各因素之间的关系。文章调查了1630名员工,经由探索性因素分析、pearson相关分析、回归分析等统计分析后,得出结论如下:1.本研究使用的组织公平四因素结构——分配公平、程序公平、领导公平、信息公平,因子结构良好。2.组织公平与工作绩效的角色外绩效有明显的相关性。在中国文化背景下,程序公平与工作绩效不存在明显的相关性,而领导公平与工作绩效的相关程度较组织公平的其他维度都高。3.组织公平能很好地预测工作绩效中的角色外绩效。而组织公平的四个维度中,只有领导公平对工作绩效具有显著的预测力。4.不同性别、学历水平的员工,在组织公平感的某些维度上存在显著差异,而工作年限和企业类别在组织公平感各维度上均无显著差异。最后根据本研究的结果,提出了在管理上提高员工组织公平感的建议。 This paper is researched on the staffs of the enterprises in the region of Pearl River Delta,seeing from the angle of organization justice.By means of quantitative analysis,the thesis is to study the connotation of organization justice,and its impact on job performance.On the basis of summing up all the former learning results, organization justice is labeled as outcome justice,procedure justice,leadership justice,information justice,and the performance is also labeled as in-role performance,out-role performance(organization citizenship behavior),to analyze the correlations of all the factors among organization justice and job performance thoroughly.The study adopts the means of questionnaire investigation,which have investigated 1630 employees.According to factor analysis,Pearson correlation analysis and regression analysis,we get the conclusions as follows:a.The four factor organization justice configuration,which is fit for the situation of China,is confirmed to have good structure validity,b.Organization justice has obviously related to the out-role performance.Under the background of Chinese culture,procedure justice is not related to job performance.Meanwhile,leadership justice is the most closely associated to job performance,c.Organization justice is a positive predictor of out-role performance. Among all the four factors of organization justice,only leadership justice can significantly predict job performance. d.The staffs of different gender,education level show significant difference in some dimensions of organization justice.However,the staffs of different duty level and unit type show no significant difference in organization justice.Finally,several pieces of advice were presented for the company to improve the organization justice.

关 键 词： 组织公平 工作绩效 角色内绩效 角色外绩效

领　　域： [经济管理] [经济管理]