组织承诺、工作满意度对组织分配公平观的影响

发布时间：2018-06-05 14:22

本文选题：组织公平 + 组织承诺　；参考：《聊城大学》2014年硕士论文

【摘要】：本研究的主要内容就是探索组织承诺、工作满意度对组织分配公平的影响。，采用实证研究，从认知评价和决策行为评价角度探究组织承诺、工作满意度对组织分配公平观的影响后果，在此基础上，为企业或组织提供一些提高员工组织分配公平观的建议，有效提高管理效能。在研究方法方面，本研究主要采用问卷法和实验法。实验结果采用三个因变量来考察被试的分配公平观。第一个因变量是不公平阈限，在最后通牒博弈中，提议者提出等间隔变动的提议数额，将回应者由接受转为拒绝时的分配方案，，即回应者拒绝的最高数额定义为不公平阈限。第二个因变量是公平判断，在最后通牒博弈中要求被试作为回应者对提议者的公平程度进行评价。第三个因变量是回应数额，即被试作为独裁者博弈中的提议者，与最后通牒博弈中的提议者进行分配时，被试所给出的分配方案。研究结果表明：（1）组织承诺和工作满意度与不公平阈限呈负相关关系，与公平判断、回应数额呈正相关关系。组织承诺和工作满意度对公平判断的主效应显著，在公平判断层面上有显著差异，低分组对分配方案的公平判断显著低于高分组的公平判断。在组织承诺中，对员工的分配公平感有主要作用的是情感承诺。在工作满意度中，内在满意度对组织分配公平感的作用更为显著。（2）受试者在给出回应数额时，首先起主要作用的是个体的工作满意度，其次受到先前对方的分配方案的影响，再次是组织承诺的作用。不公平阈限与回应数额存在显著负相关，第一阶段对方提议的分配方案对被试越有利，则第二阶段被试的回应行为越有利于对方。（3）分配过程中，人们遵循互惠原则。结果显示，“人际取向类”被试主要是遵循互惠原则确立公平标准并据此做出行为反应；而“事件取向类”被试主要依据客观线索进行公平判断。结果讨论中，主要针对数据分析结果，揭示组织承诺、工作满意度对组织分配公平观的影响，并通过研究结果得出结论，对企业或组织的管理实践和相关企业改革提出建议。本研究还充分认识到了研究的局限与不足，对于结论的可推广性提出质疑，并对以后的相关研究提出期望。
[Abstract]:The main content of this study is to explore organizational commitment, the impact of job satisfaction on organizational distribution equity. An empirical study is used to explore organizational commitment from the perspective of cognitive evaluation and decision-making behavior evaluation. The effect of job satisfaction on the concept of organizational distribution equity, on the basis of which, some suggestions for enterprises or organizations to improve the concept of organizational fair distribution of employees are provided to effectively improve the efficiency of management. In terms of research methods, this study mainly adopts questionnaire and experimental methods. The results of the experiment used three dependent variables to investigate the distribution fairness of the subjects. The first dependent variable is the unfair threshold. In the ultimatum game, the proposer puts forward the equal interval change of the proposed amount, and defines the maximum amount of the respondent's rejection as the unfair threshold when the responder changes from acceptance to rejection. The second dependent variable is fair judgment. In the ultimatum game, the participants are asked to evaluate the fairness of the proponents as responders. The third dependent variable is the amount of response, that is, when the subjects are allocated as the proponents in the dictator game and the proponents in the ultimatum game, the allocation scheme is given by the subjects. The results show that: 1) organizational commitment and job satisfaction were negatively correlated with unfair threshold, positively correlated with fair judgment and response amount. The main effects of organizational commitment and job satisfaction on fair judgment were significant, and there were significant differences in the level of fair judgment. The fair judgment of distribution scheme in low group was significantly lower than that in high score group. In organizational commitment, affective commitment plays a major role in the sense of distributive fairness to employees. In job satisfaction, internal satisfaction plays a more important role in organizational distribution fairness. (2) when the subjects give the amount of response, the main function is the job satisfaction of the individual, the second is affected by the previous allocation plan, and the second is the role of organizational commitment. There was a significant negative correlation between the unfair threshold and the amount of response. The more favorable the allocation scheme proposed in the first stage, the more favorable the response behavior of the second stage was. In the process of distribution, people follow the principle of reciprocity. The results showed that "interpersonal orientation" subjects mainly followed the principle of reciprocity to establish fair standards and act accordingly, while "event-oriented" subjects mainly made fair judgments based on objective clues. Results in the discussion, the influence of organizational commitment and job satisfaction on the concept of organizational distribution equity was revealed, and the conclusions were drawn, and suggestions were put forward for the management practice and related enterprise reform of enterprises or organizations. This study also fully recognized the limitations and shortcomings of the study, questioned the extensibility of the conclusions, and put forward expectations for related studies in the future.
【学位授予单位】：聊城大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：B849

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