组织公平与人力资源管理关系实践的交互作用机制研究

发布时间：2018-04-29 13:36

本文选题：组织公平 + 人力资源管理的关系实践　；参考：《预测》2014年01期

【摘要】：研究以西方管理理论与中国传统文化现象的冲突与融合为背景,以组织公平和HRM关系实践对情感承诺和员工创新行为的交互作用为研究问题,通过对372位员工的问卷调查,运用回归分析方法,发现:(1)组织公平包含两种内涵,西方管理强调的一致性对待和传统文化的权变式公平;HRM关系实践会使个体对组织公平持传统观点,并将组织理解为私人关系实现交换的社交场域;(2)HRM关系实践在态度层面会降低员工对组织的信任,程序公平感和情感依附水平,对组织公平与情感承诺之间关系起负向调节作用;在行为层面表面上对员工创新行为有显著且正向的影响,但无益于员工内在工作动机和对组织忠诚感的培养。
[Abstract]:Based on the conflict and fusion of western management theory and Chinese traditional cultural phenomenon, and the interaction of organizational justice and HRM relationship practice on affective commitment and employee innovation behavior, a questionnaire survey was conducted among 372 employees. By means of regression analysis, it is found that organizational justice contains two connotations: consistency treatment emphasized by western management and contingent equity of traditional culture. The practice of HRM relationship can make individuals hold traditional views on organizational justice. The practice of HRM relationship, which is understood as the exchange of personal relationship, will reduce the employees' trust in the organization, the sense of procedural fairness and the level of affective attachment, and play a negative role in regulating the relationship between organizational justice and emotional commitment. On the behavior level, it has a significant and positive effect on employees' innovative behavior, but it is not beneficial to the cultivation of employees' intrinsic work motivation and organizational loyalty.
【作者单位】：西安交通大学管理学院过程控制与效率工程教育部重点实验室;
【基金】：国家自然科学基金资助项目(70672052) 国家社会科学基金资助项目(10BGL002)
【分类号】：F272.92

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