【作者】 盛明明； 井维华；

【Author】 SHENG Mingming;JING Weihua;Department of Social Psychology,Nan Kai University;College of Education Science,Qufu Normal University;

【机构】 南开大学社会心理学系； 曲阜师范大学教育科学学院；

【摘要】 公平问题一直是社会各界关注的问题,党的十八大报告中也凸显了其重要性。企业组织作为社会的基本组成单位承担着重要的社会责任,员工的组织公平感直接关系到整个社会的公平感。保证员工的各项权利得到满足是企业良好运作的基本前提之一,因此研究与之对应的权利公平感对企业管理实践具有重要意义。而现有的组织公平感研究中并未对权利公平问题进行探讨,因此本研究探索了组织内员工的权利公平感的结构及其与组织公民行为、反馈寻求行为之间的关系。研究一通过员工访谈、咨询专家意见编制了权利公平感问卷,并对8家企业员工进行了问卷施测。对于问卷调查结果,采用探索性因素分析初步探索了权利公平感的结构,然后通过验证性因素分析验证了其结构。研究二进一步检验了权利公平感与组织公民行为、反馈寻求之间的关系。研究一的结果发现:(1)250份问卷的探索性因素分析结果初步发现了权利公平感结构的三因素结构;(2)通过308名问卷的验证性因素分析发现,与单因素、二因素模型相比,三因素模型的拟合度最优,即包含参与权、权利知觉以及知情权三因素的权利公平感结构得到了验证。研究二的结果表明:(1)权利公平感对组织公民行为有较强的预测作用,较高的组织员工权利公平感水平能够带来较高水平的组织公民行为;(2)权利公平感对反馈寻求具有很好的预测作用,权利公平感水平的提升也同样能够带来反馈寻求行为的提高;(3)此外,反馈寻求在权利公平感对组织公民行为的影响中起到部分的中介作用。结论:权利公平感并不是一个单一结构的概念,其内部包含有三个不同的维度。权利公平感与组织公民行为,权利公平感与反馈寻求之间均具有较高的相关,员工权利公平感水平的变化对员工行为具有显著的影响作用。员工的权利公平感的提升能够显著增强员工组织公民行为以及反馈寻求行为,这对组织发展运作具有重要的作用和价值。更多还原

【Abstract】 Justice problem has been paid attention to by all circles in the society,and its importance has also been emphasized in the report of the Eighteenth National Congress of the Communist Party of China.Enterprises,being the basic component of the society,undertake key social responsibility.The staffs‘ sense of organizational justice directly determines the sense of justice in the whole society.One of the basic premises for the good operation of an enterprise is that all rights of staffs are guaranteed to be satisfied.Thus,it is very important to study the sense of right justice for the enterprise management price.Current study on the sense of organizational justice fails to discuss the right justice,so the structure of right justice and relationship between citizen behavior and feedback seeking behavior are discussed in the research.In study 1,we constructed a Right Justice Questionnaire through the staff interview and consultancy of expert opinion,then carried out the questionnaire survey among staffs in 8 enterprises.For the result of the questionnaire survey,the structure of the sense of right justice is explored by explorative factor analysis.Then,its structure is verified by confirmatory factor analysis.In study 2,we further examined the relationship among the sense of right justice,organizational citizen behavior,and feedback seeking behavior.Results of study 1 show that:(1) the three-factor structure for the sense of right justice is found in the explorative factor analysis in this research based on 250 questionnaires;(2) through the confirmatory factor analysis based on 308 questionnaires,it is found that the three-factor model has the optimal model fitness compared to one-factor model and two-factor model.So the three-factor model ofsense of right justice with participating right,right perception and has been verified by the research.Results of study 2 indicate that:(1) the sense of right justice has strong prediction function on organizational citizen behavior,in which the staff with higher sense of right justice can have higher organizational citizen behavior;(2) the sense of right justice has a good prediction function on feedback seeking behavior as well,in which the increase in sense of right justice can also increase the feedback seeking behavior;(3) What‘s more,the feedback seeking behavior plays a partly intermediate role for the influence of sense of right justice on organizational citizen behavior.Conclusion:the sense of right justice is not a concept with single structure,but includes three different dimensions.The sense of right justice has relatively high correlation with the organizational citizen behavior,sense of right justice,and feedback seeking.The change in sense of right justice significantly influences the staff behavior.The increase in the sense of right justice can greatly enhance the organizational citizen behavior and feedback seeking behavior,which has great function and value to organizational development and operation.更多还原