供应商角色绩效与经销商感知公平：社会互动及合同的调节作用

文章探讨了由供应商—经销商构成的渠道关系中,供应商角色绩效对经销商感知公平（分配公平和程序公平）的影响及社会互动与合同对上述关系的调节作用,并进一步考察了经销商感知公平对其绩效的影响。实证研究结果显示：供应商角色绩效可以显著地提高经销商对分配公平的感知,但在提高经销商感知程序公平方面作用不显著;社会互动可以强化供应商角色绩效在提高经销商感知公平方面的作用;合同可以强化供应商角色绩效在提高经销商感知分配公平方面的作用,但无法强化供应商角色绩效对经销商感知程序公平的作用;经销商感知的分配公平可以显著地提高其绩效,但感知的程序公平对其绩效无显著影响。研究结论从渠道情境的角度解释了以往实证研究与理论观点不一致的原因,丰富了现有渠道公平的研究,也为供应商如何有效利用其角色绩效以提高经销商的感知公平提供指导意见。     

心理契约违背、劳资冲突与员工离职意向关系的实证研究：整合型组织文化的调节作用

基于社会交换和社会情境理论，文章构建了心理契约违背、劳资冲突和离职意向之间的关系模型。通过跨层次分析方法，探讨心理契约违背对员工离职意向可能产生的影响及其影响机制。分别收集了189份企业高管与1366份员工问卷数据。研究结果显示：心理契约违背是影响员工离职意向的重要的前因变量；劳资冲突的三个维度在心理契约违背和离职意向之间都起到中介作用，并且中介效应存在显著差异；组织文化对权利冲突、情感冲突与离职意向之间的关系都起到调节作用，但对利益冲突与离职意向之间的调节作用不显著。对转型经济条件下，员工的心理契约、劳资冲突管理以及企业文化建设具有借鉴意义。     

网络口碑对家具购买意愿的影响研究——口碑维度间交互和感知质量的中介效应

跨时空交易形式扩大了消费者和家具电商之间的信息不对称,本文关注网络口碑、感知质量与在线购买意愿的影响关系。基于线索利用理论,本文构建了以网络口碑为自变量,购买意愿为因变量,感知质量为中介变量及卷入程度、网购自我效能为调节变量的理论模型,研究使用问卷调查方法,运用SPSS实证分析112份有效问卷。结果表明：网络口碑质量和网络口碑数量对购买意愿有显著的正向协同作用,感知质量在其中起完全中介作用;卷入程度显著正向调节网络口碑质量与感知质量之间的关系,网购自我效能对感知质量和购买意愿之间关系的调节作用未得到验证。     

组织公平、组织信任、工作满意度的相关性——基于劳务派遣工的实证研究

随着新劳动合同法的出台,劳务派遣用工形式在企业越来越普遍,因其用工形式的特殊,劳务派遣员工的组织公平感受到学者们更多的关注。本文以湖南省某通信公司劳务派遣工为研究对象,通过问卷调查及层次回归分析,发现劳务派遣员工组织公平各维度与组织信任显著相关,组织公平、组织信任对工作满意度有显著正影响,组织信任在组织公平与员工工作满意度之间存在着一定的中介作用。据此提出实际性的管理建议,从而更好地提高劳务派遣员工的工作积极性和满意度。     

营销渠道中依赖、公平与角色外利他行为

文章以交易成本理论与企业资源基础观为理论基础,营销渠道中经销商的角色外利他行为为研究对象,检验了经销商依赖、公平感知对其角色外利他行为的影响关系。通过问卷调查,获得660个经销商的有效样本数据,应用SPSS18.0软件和多元层次回归方法对研究假设进行检验。研究结果表明：经销商依赖、分配公平、程序公平对其角色外利他行为均有显著的正向影响;经销商依赖对分配公平、程序公平与角色外利他行为的影响关系具有不同的调节作用,在经销商依赖程度高的情况下,分配公平对角色外利他行为的正向影响作用变强,程序公平对角色外利他行为的正向影响作用变弱。最后,文章讨论了研究结果与应用及未来的研究方向。     

薪酬公平与组织公民行为关系的国内外研究述评

本文首先运用公平理论、社会交换理论、心理契约理论对薪酬公平与组织公民行为之间的关系进行理论分析,然后从程序公平、互动公平、人际公平,组织支持、组织信任、组织承诺、组织认同等角度对薪酬公平与组织公民行为的关系进行了系统的文献述评,最后分析了现有研究的不足,提出了未来的研究方向,指出应重视区分强制性公民行为对员工组织公民行为的影响,并基于社会现实、企业实践及员工心理提出新的中介变量——敬业度。     

浅析劳务派遣工的“同工同酬”与“同工同权”

劳务派遣工的劳动权利从社会法律、工会员工保障、企业用工制度上切实以人为本,保护员工劳动权益,实现同工同酬、同工同权,使劳务派遣工这一企业中的特殊群体在正常合同履行期间享有相应的权益,使员工与企业共同发展,共同成长。     

心理契约与社会交换、公平理论的关系

心理契约是员工与组织之间一种隐含的、未公开说明的期望,主要的理论基础是社会交换与公平理论,社会交换意识与公平感知支配着员工心理契约的形成与发展。     

同事非伦理行为对员工离职倾向的影响：一个有调节的中介模型

文章从伦理道德视角出发,通过研究之前学者所忽视的同事非伦理行为对员工离职倾向的影响,丰富了员工离职倾向的前因研究。基于社会比较理论,本文探究员工分配公平感在同事非伦理行为影响员工离职倾向过程中的中介作用,并考察员工自身非伦理行为对以上关系的调节作用。通过对271名企业员工开展两轮配对问卷调查,统计分析结果表明：（1）员工分配感在同事非伦理行为与员工离职倾向之间起完全中介作用;（2）员工非伦理行为显著调节了同事非伦理行为与员工分配公平感之间的关系;（3）员工非伦理行为显著调节了分配公平感在同事非伦理行为与员工离职倾向之间的中介作用。     

公平感知度研究评述及对人力资源管理的启示

公平感知度给人力资源管理带来的难题和挑战,公平感知度对于心理契约破坏和员工工作态度与行为之间关系的中介作用具有不容忽视的重要性。主要阐述了公平感知度概念的提出,内容和它产生的主要影响。并整体介绍了目前对于其调解作用的研究进展以及相关跨文化研究。最后对公平感知度的应用研究及未来发展趋势做了简单的讨论。     

基于社会交换的组织公正与心理契约违背关系研究

通过对中国文化背景下,组织公正、社会交换关系变量与员工心理契约违背间的关系研究,运用结构方程建模技术对35家企业410位员工的调查数据进行检验。结果表明：组织公正和领导－部属交换关系问卷具有良好的构思效度;组织支持感和领导－部属交换关系对组织公正各维度均有显著的预测作用;程序公正、互动公正是心理契约违背感的有效预测指标,对组织支持感与心理契约违背间的关系具有部分中介作用,组织支持感还会对心理契约违背产生直接影响;领导－部属交换关系完全通过组织公正的中介作用对员工心理契约违背感产生影响。因此,文章在检验中国文化背景下组织公正维度结构的基础上,拓展了组织公正、社会交换关系变量与员工心理反应的关系研究。     

Leveraging perceived HPWS to improve service encounter quality in high-contact service industries

This study utilizes social exchange theory to explicate how perceived high-performance work systems (perceived HPWS) improve service encounter quality through overall justice and psychological contract fulfillment processes. We amassed survey responses from focal employees and their respective customers in three waves. Structural equation modeling was employed to test the impact of perceived HPWS on service encounter quality via overall justice and psychological contract fulfillment. Results from structural equation modeling affirmed a positive and direct association between perceived HPWS and service encounter quality. Additionally, the positive relationship between perceived HPWS and service encounter quality was uniquely and serially mediated by overall justice and psychological contract fulfillment. The current study makes a novel contribution by revealing how high-contact service organizations can leverage frontline employees' (rather than managers') perception of HPWS to optimize service encounter quality.     

Examining the Construct of Organizational Justice: A Meta-Analytic Evaluation of Relations with Work Attitudes and Behaviors

The nomological net for the construct of organizational justice was investigated. The estimated true score correlation between procedural and distributive justice (N = 4,696, K = 16) was 0.66. The patterns of correlations of both procedural and distributive justice with job satisfaction, OCB, commitment, and productivity were also meta-analytically estimated. Procedural justice was associated to a greater extent than distributive justice with organizational commitment, organizational citizenship behaviors and productivity. Distributive and procedural justice correlated similarly with job satisfaction. Partial correlations and variance reduction ratios suggested that relationships between distributive justice and work attitudes and behaviors were mostly mediated by procedural justice perceptions. Implications for theory and practice are discussed.     

Customer-oriented boundary-spanning behaviors: Test of a social exchange model of antecedents

Using a sample of 281 frontline service employees of a national retail bank, we test a social exchange model of antecedents of three dimensions of customer-oriented boundary-spanning behaviors suggested by prior boundary-spanning and services marketing/management literatures: external representation, internal influence, and service delivery. In support of our hypotheses, we identify fully mediated relationships from procedural, interactional, and distributive justice to external representation and internal influence via job satisfaction and organizational commitment. Our results generally support our expectation that the indirect effects of procedural justice on external representation and internal influence are stronger than the indirect effects of distributive or interactional justice on these behaviors. Also, our results reveal no significant indirect effects of procedural and distributive justice on service delivery behaviors. However, we find an unexpected direct positive path from interactional justice to service delivery behaviors. We interpret this latter finding in light of the normative value of interactional justice as a source of role modeling or managerial legitimacy.     

Coping with Job Insecurity: The Role of Procedural Justice, Ethical Leadership and Power Distance Orientation

This study examines the relationship between procedural justice and employee job insecurity, and the boundary conditions of this relationship. Drawing upon uncertainty management theory and ethical leadership research, we hypothesized that procedural justice is negatively related to job insecurity, and that this relationship is moderated by ethical leadership. We further predicted that the moderating relationship would be more pronounced among employees with a low power distance orientation. We tested our hypotheses using a sample of 381 workers in Macau and Southern China. The results support all of our hypotheses. The implications of these results for research and practice are discussed.     

Balancing the scales: recovering from service failures depends on the psychological distance of consumers

The purpose of this research is to enhance knowledge about service recovery by investigating the feelings of psychological distance in the relationship between customers' perceptions of service recovery efforts of the perceived justice dimensions (distributive, procedural, and interactional justice) and attitudinal responses such as satisfaction with service recovery effort and trust in the firm. The results of structural equation modelling analyses suggested that consumers who had positive justice perceptions were likely to exhibit positive attitudinal responses. Consequently, the positive attitudinal responses generated positive word-of-mouth intention about their experiences and encouraged them to continue the service.     

The effects of distributive,procedural, and interactional justice on customer retention: An empirical investigation in the mobile telecom industry in Tunisia

The framework offered in this study provides empirical evidence concerning the interaction between distributive, procedural and interactional perceived justice and loyalty program satisfaction on relational satisfaction in the mobile telecommunication context. Firms that rely on justice perception for strategy implementation are able to attain customer retention. This study suggests a theoretical model of customer retention that aims at investigating the role of satisfaction with loyalty program on relationship marketing. The structural equation modeling was used to test the hypothetical relationships. A self-administrated questionnaire was distributed to a total of a convenience sample of 520 customers of multiple mobile phone companies. The target population includes customers who have subscribed to a loyalty program. Results show that distributive justice moderates the relationship between satisfaction with the loyalty program and relational satisfaction. The results highlight the need to focus on distributive justice in order to nurture satisfaction and loyalty. Satisfaction with the loyalty program is a key predictor of a satisfactory relationship with the operator and customer retention.     

Job Satisfaction: Linking Perceived Organizational Support,Organizational Justice with Work Outcomes in China

This study develops and tests a full mediation model that examines the mediating role of job satisfaction in the Chinese context, based on a survey of 424 employees in three small and medium sized enterprises. Data analysis shows a good fit with the full mediation and all four classes of antecedents (i.e., perceived organizational support, procedural, distributive, and interactional justice). Particularly, procedural justice contributes to the prediction of satisfaction. Job satisfaction is also shown to mediate most antecedentconsequence relationships, except the two between perceived organizational support (POS)—turnover and procedural justice—consequences. Furthermore, there are only four direct links, including POS to citizenship behaviors directed at individuals, distributive justice to turnover intention, interactional justice to citizenship behaviors directed at organizations and turnover. These direct links suggest that job satisfaction does not fully mediate the relationships.     

Justice in triad: Revisiting supplier involvement in new product development

Recognizing the importance of involving suppliers in the new product development (NPD) process, extensive studies have examined this issue at a buyer–supplier dyadic level. However, how supplier involvement leads to better NPD performance is not clearly explained. Additionally, extending the dyadic relationships to triadic relationships and addressing how to manage the two competing suppliers with fair conduct remains unexplored. To answer these questions, this study developed a conceptual model theorizing the role of supplier involvement, information sharing, and justice in the NPD process within a buyer–supplier–supplier triadic relationship. Based on survey data collected from 200 U.S. firms, Structural Equation Modeling is used to test the hypothesis. The results first confirmed the criticality of involving both primary and secondary suppliers during NPD. Second, the positive effect of triadic supplier involvement on innovation performance is fully mediated by information sharing. Finally, this study explored the different roles of procedural justice and distributive justice; the results confirmed that procedural justice acts as a moderator for the relationship between triadic supplier involvement and information sharing, whereas distributive justice moderates the effect between information sharing and innovation performance. Our findings contribute to the literature of triadic supplier involvement-new product development and relationship management. Accordingly, these findings highlight key implications for managers and policymakers.