【作者】 周浩；

【导师】 龙立荣；

【作者基本信息】 华中科技大学 ， 企业管理， 2009， 博士

【摘要】 公平是人类追求的社会理想，组织公平则对员工的心理与行为有不可忽视的影响，进而对整个组织的效率与竞争力产生影响。本研究着重探讨在中国文化背景下组织员工的分配公平感问题，该问题不仅仅是国内外组织行为学界的热点议题，同时也是我国目前经济转型中组织管理的现实需要。本研究首先对与分配公平感有关的理论、概念和研究进行了回顾，分为三个部分。第一部分对有关分配公平、组织公平的研究进行了回顾和总结。首先澄清了公平以及分配公平感的概念；然后介绍了西方学术界从分配公平研究到组织公平的发展脉络，以及相关的理论；最后对国内有关分配公平、组织公平的研究做了梳理，着重分析了中国人独特的公平观。第二部分介绍了社会比较的概念、类型及其与公平的关系。第三部分对有关参照对象选择的研究进行了概述，介绍了西方学界对参照对象的分类和属性的研究，重点分析了影响参照对象选择的各种因素以及理论模型。最后，指出了以往研究中存在的缺陷和改进的方向。在文献综述的基础上，分三个研究来探讨中国组织员工分配公平感的社会比较机制。第一个研究探讨中国组织员工在分配的社会公平比较中如何选择参照对象。采用质的研究方法，对20名企事业员工进行了访谈，然后转录成11万余字的文本资料，并采用计算机辅助软件进行编码和分析。在综合访谈资料的基础上，对中国组织员工分配公平的社会比较进行了细致的描述，特别是对如何选择参照对象进行了分析，从中得到两个有关中国组织员工参照对象选择的核心概念：群体化和可比性。群体化指中国组织员工倾向于群体与群体之间的比较；可比性不仅包括与参照对象的相似性，也包括现实性。能力差距、主观意愿、背景机遇构成了人们对现实性的判断。在此基础上提出了中国组织员工参照对象选择的理论模型，描述了人们从获取参照对象的信息到整合信息，最后判断可比性的全过程。第二个研究探讨组织员工内部分配公平感。首先，在文献分析以及质的研究基础上提出了制度公平的概念，指的是在中国特有的管理情境下，员工对组织分配制度的公平性感受。然后，采用访谈和丌放式问卷的方法收集项目，并以178名企业员工为样本进行探索性因素分析和验证性因素分析，形成了由6个项目组成的，具有较高信度和效度的制度公平量表。最后，以302名在职MBA学员为样本进行问卷调查，并采用优势分析、层级回归等统计分析方法研究了制度公平与分配公平感的关系，结果发现：较之程序公平、领导公平和信息公平，制度公平的影响力最大，解释了分配公平感38.7％的变异；只有在制度不公平的情境下，程序公平、领导公平对分配公平感的影响才显著。第三个研究探讨组织员工的外部分配公平感。首先，在社会比较理论的基础上，将外部参照对象信息分为三类：参照对象平均水平信息；特定参照对象高于自己的信息；特定参照对象低于自己的信息。然后，以328名大学生为被试，采用4×2×2的模拟情境实验探讨了外部参照对象信息对分配公平感的影响，结果发现：对分配公平感影响力最大的是参照对象的平均收入水平；分配公平感判断中存在攀比效应和虚荣效应。更进一步分析发现，在任何参照对象平均水平下攀比效应都显著，而虚荣效应则在参照对象平均水平缺失时最显著。最后，总结本文的主要研究结论，并且指出了本研究的不足以及未来的研究方向。更多还原

【Abstract】 Justice is an important topic in the field of organizational behavior and human resource management. It has great influence on both employee and organization. The aim of this dissertation focuses on the topic of Chinese employee’s perception of distributive justice; it is a practical problem in the background of Chinese economic transition.In the first part of this dissertation, it outlined research background, significance, scope, method, framework and innovation points. Meanwhile, it defined and elaborated several basic concepts such as distributive justice. The purpose of this part is to direct and arrange the whole dissertation in general.In second part, it reviewed and summarized literatures relating to distributive justice, organizational justice, social comparison and referent selection. It reviewed the development of the equity theory and the theory of organizational justice, and analyzed the specific value of Chinese fairness firstly. Second, it reviewed the literature of social comparison, and introduced four kinds of social comparison: parallel social comparison, upward social comparison, downward social comparison and constructive social comparison. Then, the literatures about the issue of referent were reviewed. The classification, characters and stability of referent was introduced. The influence factors of referent selection, such as motives, demography, environment and cognition, were discussed. At last, the problem of previous study was discussed.In the third part, there were three studies to answer three questions about distributive justice were respectively: how the Chinese employee chooses referents; the mechanism of organizational employee’s internal distributive justice; the information processing for the external referents.Qualitative method was used to analyses how Chinese employees choose referent, 20 employees were interviewed, and the following two characteristics have been found: the comparison was found among different groups rather than among individuals. The reason that a group was chosen is "comparability", which included not only the element of relevance, but also the element of feasibility. Ability, intention and background were origins of feasibility.Questionnaire was used for the research of organizational employee’s internal distributive justice. Based on literature review and theoretic analysis, the concept of policy justice was proposed. Following the steps of item collection, explorative factor analysis and confirmative factor analysis, a 6-item policy justice scale was developed. To explore the relationship between policy justice and distributive justice, a questionnaire survey was employed, and 302 MBA students participated. It was found that, by dominance analysis and hierarchical regression analysis, the factor which affects the distributive justice the most was policy justice instead of procedural justice or the interpersonal justice and informational justice, and the effect of procedural and interpersonal justice on distributive justice was significant only on the condition of policy injustice. This phenomenon may have something to do with China’s economic restructuring and the lower level of organizational management.The effect of external referents on distributive justice was examined by scenario experiment. 328 college students participated, and a 4×2×2 design was employed. The results indicated that the most important factor (greatestη2) was the average level of referents; when subjects were told that a given referent were paid more, their perception of distributive justice decreased sharply (bandwagon effect); when subjects knew a given referent is paid less, their distributive justice promoted dramatically (snob effect), but this effect was significant only under the condition of average level information was absent.Finally, it summarized the whole dissertation and indicated directions for the future study.更多还原