员工权利公平感、组织公民行为及反馈寻求关系研究

A study on the relationship between employee's right sense, organizational citizenship behavior and feedback

摘要:(摘要内容经过系统自动伪原创处理以避免复制,下载原文正常,内容请直接查看目录。)

公正成绩一向是社会各界存眷的成绩,党的十八年夜申报中也凸显了其主要性。企业组织是社会全体的根本组成单元之一,承当侧重要的社会义务,员工的组织公正感直接关系到全部社会的公正感。包管员工的各项权力获得知足是企业优越运作的根本条件之一,是以研讨与之对应的权力公正感对企业治理理论具有主要意义。在今朝已有的组织公正感研讨中并没有对权力公正感的成绩停止商量,是以本研讨不只摸索了组织内员工的权力公正感的构造,而且研讨了权力公正感与组织国民行动、反应追求行动之间的关系。研讨在对员工停止访谈并征询专家看法的基本上编制了权力公正感问卷,并拔取了某开辟区内分歧组织类型的员工停止了问卷施测。关于问卷查询拜访成果,采取摸索性身分剖析初步摸索了权力公正感的构造,然后经由过程验证性身分剖析验证了其构造。经由过程相干剖析、回归剖析、中介效应剖析、自力样本T磨练等办法商量了权力公正感与组织国民行动、反应追求之间的关系及其在生齿统计学变量上的差别。对250份问卷的摸索性身分剖析成果初步发明了权力公正感构造的三身分构造。对306份问卷的验证性身分剖析发明,与单身分、二身分模子比拟,三身分模子的拟合度最优,即包括介入权、权力知觉和知情权三身分的权力公正感构造获得了验证。另外,经由过程信效度磨练获得的成果注解,权力公正感问卷具有很好的信效度。研讨发明:1.权力公正感问卷具有优越的构思效度,同质信度和效标效度。2.权力公正感是一个由介入权、权力知觉和知情权三身分组成的三维度概念。3.访谈研讨中发明企业员工关于权力公正感掉衡的感知更加显著。4.权力公正感可以或许很好地猜测组织国民行动,较高程度的组织员工权力公正感预示着较高程度组织国民行动的涌现。5.权力公正感在员工职位和任务单元类型上有明显差别,组织国民行动程度在员工职位和任务年限上差别明显,而反应追求在员工职位、任务年限和任务单元类型上差别均明显。6.权力公正感对反应追求具有很好的猜测感化,权力公正感程度的晋升也异样可以或许带来反应追求行动的进步。而且反应追求在权力公正感对组织国民行动的影响中起到部门的中介感化。研讨注解,权力公正感其实不是一个单一构造的概念,其外部包括有三个分歧的维度。权力公正感与组织国民行动,权力公正感与反应追求之间均具有较高的相干,员工权力公正感程度的变更对员工行动具有明显的影响感化。员工的权力公正感的晋升可以或许明显加强员工组织国民行动和反应追求行动,这对组织成长运作具有主要的感化和价值。在古代化的企业治理理论中,企业可经由过程树立健全公正的组织治理轨制,包管员工享有响应的权力,晋升员工的权力公正感,进而进步组织国民行动和反应追求行动。

Abstract:

Fair grades are always the community concern results, eighteen big party declaration also highlighted the importance of. Enterprise organization is essential to social all composed of one of the unit, assume an important social responsibility, organizational justice is directly related to social justice. The power to ensure that employees satisfied is one of the basic conditions of the superior enterprise operation, is based on the corresponding power of justice has important significance on corporate governance theory. In the currently existing organization justice research and no sense of power justice results stop to discuss, in this study not only to explore the construction of the power of the employees in the organization justice, and research the power just sense and organize national action and reaction to pursue the relationship between action. Research on employee interviews in stop and seek expert opinion basically the power justice questionnaire, and select a zone type open up different organizations staff stop questionnaire. A questionnaire survey, by simply touching component analysis and preliminary exploration of the structure of power justice, and then through the process of verification of identity verification analysis of its structure. Through the process of coherent analysis, regression analysis, mediating effect analysis, independent sample t hone and other methods to discuss the fair power and national action, the pursuit of reaction between relationship and the variable of population statistics difference in perception. Of the 250 questionnaires gropingly identity analysis results initially invented the power structure of the three identity of justice. Of 306 copies of questionnaire of confirmatory factor analysis method, compared with the single point, two factor model, three element model of the optimal degree of fitting, including right to intervene, powers of perception and the right to know three identity of power justice is constructed to obtain the verification. In addition, through the process of reliability and validity of the results obtained by hone notes, the power of justice questionnaire has good reliability and validity. Study found that: 1 the power of justice questionnaire has good validity, reliability and validity. 2 the power of justice is a right to intervene, power consciousness and the right to know the concept of three-dimensional three identity. 3 interview study invention employees perceived justice on power imbalance is more significant. 4 the power of justice may well guess organization national action, a high degree of organizational employee Power Justice predicted a higher degree of organization of national action to emerge. 5. Power Justice in staff appointments and tasks of the element types have obvious difference, organization of national level of action in staff positions and the working life is obviously different and reaction pursuit in staff positions, working life and task unit type differences were obvious. 6 the power of justice has a good effect on speculation reaction pursuit of Power Justice degree promotion also can bring the pursuit of the progress of action reaction. In the pursuit of justice and reaction power influence on national action plays a mediating role in the department. Research shows the power of justice actually is not a single tectonic concept, which include three different external dimensions. The power of justice and organizational justice of national action, power and reaction between coherent pursuit has higher degree of fairness, employee power change is influence significantly on employee action. The staff's Rights Justice promotion can significantly strengthen the organization of national actions and reactions to pursue action, which has an important role and value of organizational growth. In the modern corporate governance theory, the enterprise can through the process of establishing perfect justice organization governance rail system, to ensure that employees enjoy the response power, promotion of employee power justice, progress and national actions and reactions pursuit of action.

目录:

摘要3-4
Abstract4-5
1 前言8-10
    1.1 选题意义8-9
    1.2 问题提出9-10
2 文献综述10-18
    2.1 公平感研究现状10-14
    2.2 组织公民行为研究14-16
    2.3 反馈寻求相关研究16-18
3 研究设计18-19
    3.1 研究假设18
    3.2 研究方法与流程18-19
4 研究一19-27
    4.1 研究目的19
    4.2 被试19-20
    4.3 研究工具20-21
    4.4 研究程序21-22
    4.5 研究结果22-27
5 研究二27-35
    5.1 研究目的27
    5.2 被试27-28
    5.3 研究工具28
    5.4 研究结果28-35
6 讨论35-39
    6.1 关于权利公平感维度结构35-36
    6.2 不同员工类型的权利公平感差异36-37
    6.3 权利公平感与组织公民行为37-38
    6.4 权利公平感与反馈寻求38-39
7 结论39-40
8 研究创新、不足与展望40-42
    8.1 研究创新40
    8.2 不足与展望40-42
参考文献42-47
附录47-50
在校期间研究成果及发表学术论文50-51
致谢51