组织公平对零售业员工建言行为的影响研究：组织认同的中介作用

发布时间：2018-11-24 10:03

【摘要】：零售业上接生产、下连消费,作为商贸和流通业的主体,其在国民经济中的重要性不言而喻。互联网时代,传统零售业受到电商的碾压冲击,市场环境被颠覆,行业正在发生重大而深远的变革,引起了学术界和商业界的广泛重视。组织公平是指个体或团体对与自身利益密切相关的规章制度的制定与实施的主观公平感受。个体行为会随着其感受到的组织公平程度而不同。而对于零售业来说,员工与消费者紧密接触,他们能在第一时间获取产品的需求信息及顾客的反馈情况,掌握着第一手市场资料,是企业创新发展的重要一环。员工建言行为作为一种重要的组织公民行为,是企业创新发展的主要途径。因此,每个企业都必然希望员工能积极主动为企业的发展建言献策。那组织中哪些因素影响着员工的建言行为呢?为此,本研究基于社会交换和社会认同理论,在回顾了以往研究成果的基础上,采用问卷调研的形式,通过第一手资料的获取,以零售业员工的建言行为作为研究的结果变量,并且通过组织认同解释组织公平对员工建言行为的影响机理,同时识别出作为中国人典型思维特征的中庸思维在组织认同与员工建言行为之间的调节作用。具体而言,本文得出了以下主要结论:(1)组织公平及其各维度对员工建言行为呈显著正相关。(2)组织公平及其各维度和组织认同之间存在显著的正相关关系;组织认同和员工建言行为之间存在显著正相关关系。(3)组织认同对组织公平与员工建言行为二者关系的中介作用机制(4)组织认同与员工建言之间的关系受到个体中庸思维的调节作用。总体而言,本文以零售业员工为调查对象进行研究,对组织公平、组织认同、中庸思维和员工建言行为之间的关系进行分析,首次将这四个变量整合到一个模型中并验证四者之间的关系,具有重要的理论价值;同时本研究从传统文化价值观角度出发,基于中国文化背景研究组织中员工的建言行为,具有重要的本土化研究意义,为中国企业的管理者的管理决策提供理论参考。
[Abstract]:As the main body of trade and circulation, retail trade plays an important role in the national economy. In the era of Internet, the traditional retailing industry has been impacted by e-commerce, the market environment has been subverted, and the industry is undergoing significant and far-reaching changes, which has aroused the extensive attention of academia and business circles. Organizational justice refers to the subjective fair feelings of individuals or groups on the formulation and implementation of rules and regulations closely related to their own interests. Individual behavior varies according to the degree of organizational fairness it feels. For retailing, employees and consumers contact closely, they can obtain product demand information and customer feedback in the first time, grasp first-hand market information, is an important part of innovation and development of enterprises. As an important organizational citizenship behavior, employee advice behavior is the main way of enterprise innovation and development. Therefore, every enterprise must hope that the staff can actively contribute to the development of the enterprise. What factors in the organization affect the advice behavior of employees? Therefore, based on the theory of social exchange and social identity, based on the review of previous research results, this study adopts the form of questionnaire investigation, through the acquisition of first-hand information, taking the advice behavior of retail employees as the outcome variable. It also explains the influence mechanism of organizational justice on employees' speech behavior through organizational identity, and identifies the moderating role of mean thinking, as a typical thinking feature of Chinese, between organizational identity and employee's speech behavior. In particular, this paper draws the following main conclusions: (1) organizational justice and its dimensions have significant positive correlation with employees' constructive behavior; (2) organizational justice and its dimensions have significant positive correlation with organizational identity; There is a significant positive correlation between organizational identity and employee speech behavior. (3) the intermediary mechanism of organizational identity to organizational justice and employee's constructive behavior. (4) the relationship between organizational identity and employee's advice It is regulated by the mediocre thinking of the individual. As a whole, this paper analyzes the relationship between organizational fairness, organizational identity, mediocre thinking and employees' suggestion behavior, taking the retail staff as the research object, and analyzes the relationship between organizational fairness, organizational identity, mediocre thinking and employees' constructive behavior. It is of great theoretical value to integrate these four variables into a single model for the first time and verify the relationship between the four variables. At the same time, from the point of view of traditional cultural values and based on the Chinese cultural background, this study has an important localization research significance, and provides a theoretical reference for the management decision of Chinese enterprise managers.
【学位授予单位】：山西财经大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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