组织公平对员工组织公民行为影响的实证研究

组织公平理论的研究近年来受到众多学者的关注,组织行为学中的工业与组织心理学、人力资源管理等学科近年来对公平问题的兴趣与日俱增。文章旨探讨组织公平对员工组织公民行为的影响。本研究对上海、江西、浙江等地的10多家企业进行了调查,共发放问卷427份。为了避免同方法偏差,本研究采用了“领导——下属配比研究”的方法,将领导及其对应下属进行配对调查,最终共得到有效的配对数据218条。研究结果表明：分配公平和程序公平对0CB有很强的预测作用,信息公平对OCB有一定的预测作用,而人际公平对OCB没有预测作用。分配公平、程序公平和信息公平均可以很好的预测“认同组织”,“协助同事”和“责任意识”。     

组织公平在员工绩效管理中的作用

<正>人力资源管理过程由工作分析、人力资源规划、员工招聘、绩效管理、薪酬管理、员工培训开发等几个主要环节组成,而绩效管理是其中的核心部分,也是最棘手的一个环节。一个好的绩效管理的方法应该能够很好地衡量     

企业员工敬业度的中介作用：基于组织公平与组织公民行为的关系

本文以400名企业员工为样本,通过问卷调查的方式,分析企业员工组织公平与其组织公民行为之间的关系,探讨敬业度在组织公平与组织公民行为关系中的中介作用。结果表明：组织公平与组织公民行为呈正相关,员工敬业度在组织公平与组织公民行为关系中起到部分中介作用。     

企业员工组织公平与组织公民行为关系的实证研究

基于社会交换和组织支持理论,文章探讨了员工组织公平感、组织认同和组织公民行为之间的关系,提出了组织承诺作为员工组织公平感和组织公民行为之间中介关系的理论模型,并通过一家纺织业5家上市公司220名员工的样本进行了实证检验。结果证实：组织公平能够促进企业员工组织认同;组织认同则对企业员工组织公平和员工组织公民行为关系起部分中介作用。     

如何有效激发员工组织公民行为的思考

组织公民行为是人力资源管理领域研究发展的一个新课题,提高组织公民行为能够调动员工的工作积极性、忠诚度、学习性及互助性、从而提高企业的效率。本论文旨在探索如何提高企业员工组织公民行为。通过对组织公民行为的定义,意义及对人力资源管理的启发,提出有效激发员工组织公民行为的途径。     

内控型人格、变革型领导与组织文化对员工心理资本的影响

心理资本是人力资源管理领域重要的新理论之一。鉴于当前研究聚焦于心理资本的影响效应,本文从内控型人格、变革型领导与组织文化三个层次对心理资本成因进行分析与检验。回归模型结果表明,内控型人格、领导魅力、支持型文化、创新型文化对员工的事务型心理资本有显著正向影响,领导的个性化关怀对下属事务型心理资本有负向效应;领导魅力、官僚型文化、创新型文化对员工的人际型心理资本有积极作用。     

组织政治知觉对知识型员工组织承诺的影响——基于组织公平感的效应分析

文章以我国西部、中部、东部三地的453名知识型员工为例,探究组织政治知觉对知识型员工组织承诺的影响,以及首次检验组织公平感在它们之间是否存在调节效应。结果表明,组织政治知觉对知识型员工组织承诺有显著负向影响,组织公平感却对其有显著正向影响;良好的组织公平感将有助于减弱组织政治知觉对知识型员工组织承诺的负向影响。     

个体人格对员工忠诚度的影响

人格理论常常在法律、道德、政治、哲学、心理学等领域应用，随着组织行为学在人们当今管理中的重要性日益体现，人格理论在管理学界也得到了广泛的应用，但在应用的过程中仍然存在着一些盲点。本试图建立一个人格——员工忠诚度模型，并对其作出合理的解释，提出基于人格建构的提高员工忠诚度的方法。     

领导—部属交换与员工组织公民行为：组织公平的缓冲作用实证研究

通过在上海、浙江等地按照“配比研究”的办法来选择研究样本进行结构化问卷调查,最终得到有效的主管／部属配对数据218条。据此,本研究采用验证性因子分析（CFA）、相关分析和层次回归分析法,检验了组织中领导—部属交换与组织公民行为的关系,以及组织公平在这一关系间的缓冲作用。研究结果表明：领导—部属交换与组织公民行为有显著的正相关;组织公平与组织公民行为有显著的正相关;组织公平对领导—部属交换和组织公民行为的关系具有一定程度的缓冲作用。     

“Imagine That—A Wildcat at Biomed!” Organizational Justice and the Anatomy of a Wildcat Strike at a Nonunion Medical Electronics Factory

Although the occurrences of wildcat strikes are inextricably linked to violations of organizational justice, only a minimal amount has been written with respect to the relationship between the occurrence of organizational injustice and the presence of employee collective action. And while research on wildcat strikes in unionized settings is fairly extensive, there has virtually been no treatment of nonunion wildcat strikes in the scholarly literature. This paper presents an industrial ethnographic account of a nonunion wildcat strike in terms of analyzing the conditions and process under which a breakdown in organizational justice leads to employee collective action. In analyzing this nonunion wildcat strike, Sheppard, Lewicki, and Minton's seven propositions are utilized to understand the conditions under which a breakdown of organizational justice increases the likelihood of the occurrence of employee collective action (Sheppard, B. H., Lewicki, R. J., & Minton, J. W. Organizational Justice: The Search for Fairness in the Workplace. New York: Lexington Books, 1992). The paper concludes with a discussion of an inexpensive human resource management practice that can be implemented for achieving some type of organizational justice in order to minimize the occurrence of nonunion wildcat strikes.     

组织支持感、组织认同感与OCB的关系研究

回收了金域集团上海子公司和贵阳子公司共161份有效问卷。数据分析结果表明:①组织支持感与组织认同感呈显著正相关关系;②组织支持感与组织公民行为呈显著正相关关系;③组织认同感与OCB呈显著正相关关系;④组织认同感组织支持感与OCB之间起完全中介作用。研究结果为国内医学监测行业管理员工,提高组织公民行为提供了实证依据。     

Fairness in human resource management,social exchange relationships,and citizenship behavior: testing linkages of the target similarity model among nurses in the United States

The current study tests key linkages of the target similarity model by examining relationships among multifoci justice, social exchange, and supervisor ratings of employee citizenship behavior. We found support for the model when examining three different workplace targets simultaneously (i.e., the organization as a whole, supervisors, and workgroup members) using a sample of hospital nurses in the United States. Specifically, we found that: (1) employee perceptions of workgroup fairness, supervisor fairness, and organizational fairness differentially and positively predicted perceived workgroup support (PGS), perceived supervisor support (PSS), and perceived organizational support (POS), respectively and (2) PGS, PSS, and POS differentially and positively predicted citizenship behavior toward the workgroup, toward the supervisor, and toward the organization, respectively. Theoretical and practical implications for the strategic management of human resources are discussed, as are limitations of the study and suggestions for future research.     

组织行为学在企业人力资源管理中的应用

当前,随着经济的不断发展,市场竞争日益激烈,各行各业面临的挑战不断加剧,人力资源管理成为企业经营管理中的重要方面,企业想要完善自身发展机制,就要建立内部管理体系,提升企业管理水平,重视企业人力资源的配置与发展,创新管理机制,最终推动企业长久发展。论文结合组织行为学,提出其在企业人力资源管理中运用和实施的策略,进而推动组织行为学更广泛地应用。     

Justice and organizational citizenship: A commentary on the state of the science

The present article discusses the state of the science regarding the connection between organizational justice and organizational citizenship behavior (OCB) as reflected by the articles included in this issue. The research described in these articles reaches a conclusion in need of further elaboration—namely, that people will behave altruistically toward the oroganizations in which they work when they believe those organizations have treated them fairly. Various conceptual issues are discussed. These include: the willingness of people to express inequity distress by withholding OCB, the relative importance of procedural justice compared to distributive justice as a determinant of OCB (especially the social aspects of procedural justice), and the extent to which a reduction in OCB may reflect a desire to influence another individual, or the organization in general. A variety of methodological issues are also discussed. In this connection, it is suggested that correlational, questionnaire measures be supplemented by open-ended interview studies as well as laboratory investigations. Moreover, if questionnaires continue to be used, then it is recommended that attempts be made to improve the validity of both measures of justice and OCB.     

Settling the Score: The Role of Organizational Justice in the Relationship Between Psychological Contract Breach and Anticitizenship Behavior

This study investigated the role of psychological contract breach, procedural justice, and interactional justice in influencing employees' anticitizenship behaviors. It was posited that the association between contract breach and these negative employee outcomes would be moderated by perceptions of both procedural and interactional justice. In particular, employees' anticitizenship behaviors are hypothesized to be higher following a breach when both procedural and interactional justice are low. One hundred and sixty-five employees from a variety of organizational settings completed measures of contract breach, procedural justice, and interactional justice whereas their respective supervisors completed a measure of anticitizenship behavior. Results revealed a 3-way interaction between contract breach, procedural justice, and interactional justice on anticitizenship behavior. The nature of the interaction was further investigated through simple slope analyses. Consistent with the study's propositions, anticitizenship behavior was higher following a contract breach when both procedural and interactional justice were low. Theoretical and practical implications as well as directions for future research are discussed.     

浅议组织行为学对企业管理效率的提升作用

本文主要从组织行为学的主要内涵入手,分析了组织行为学主要关注的内容,它与管理之间的关系,进而通过分析企业中管理的模式,以及在市场经济下管理者利用组织行为学的原理及相关方法来进行管理所带来的意义及效率的提升。     

主动性人格对员工创造力的影响:创造过程参与和组织创新氛围的作用

以6家企业的300名员工为样本检验了主动性人格和员工创造力之间的关系,以及创造过程参与的中介作用和组织创新氛围的调节作用。数据分析结果表明主动性人格和员工创造力之间存在显著的正相关,组织创新氛围对主动性人格和员工创造力的关系起到调节作用,组织创新氛围越高,主动性人格和员工创造力的正相关性越强,创造过程参与起到部分中介的作用。     

组织环境因素对中小物流企业人力资源管理行为影响的实证分析

从组织环境因素的角度研究了其对中小物流企业人力资源管理行为的影响,将组织环境因素分为企业经营规模、企业发展战略以及与大企业的联盟关系三个维度,并从这三个维度出发分别研究了其与企业的核心团队组成结构比例、教育培训方式和投入程度、绩效考核体系规范性及员工工资薪酬水平等之间关系的相关性,通过对调查问卷获得的实际样本数据进行统计分析,认为企业发展战略以及与大企业的联盟关系对于中小型物流企业人力资源管理行为的影响比较显著,而企业经营规模对人力资源管理行为选择的影响相对较小.     

浅析企业组织行为管理的应用方略

组织行为学理论是以个体、群体及组织行为之间存在的相互作用机理为根基,企业运用其激励策略,使企业引导员工充分发挥自身的创造性和积极性,提高企业管理绩效和员工的满意度,增强企业凝聚力和形成具有团队精神的企业文化,推进企业可持续发展。