摘要
公平感是组织领域一个经久不衰的研究议题。已有研究表明组织公平感是员工行为和态度的强预测变量,但较少研究从双元路径探讨公平感如何作用于员工离职倾向的产生。文章以情感事件理论和社会交换理论为基础探讨了“情绪反应”和“认知驱动”的双元路径模式,并基于补偿性控制理论讨论了结构需求度不同的员工如何体现出对组织公平的差异性感知。运用层级回归、Bootstrap等分析方法,得出如下结论:组织公平感与工作倦怠显著负相关、与管理者信任显著正相关;组织公平感通过工作倦怠和管理者信任的中介效应对员工离职倾向产生影响。同时,结构需求削弱了组织公平感与工作倦怠间的负向关系,增强了组织公平感与管理者信任间的正向关系。最后,基于研究结论,提出了相关的管理措施建议。
Fairness is a long-standing research topic in the field of organization.Previous studies have shown that organizational fairness is a strong predictor of employee behavior and attitudes,but few studies have explored how fairness affects employee turnover intention through a dual path.This paper explores the dual path mode of“emotional response”and“cognitive drive”based on emotional events theory and social exchange theory,and based on compensatory control theory,discusses how employees with different structural needs demonstrate differ-ent perceptions of organizational fairness.Using analysis methods such as hierarchical regression and Bootstrap,the following conclusions are drawn:Organizational fairness has a significant negative/positive impact on job burnout/manager trust;organizational fairness has an impact on employee turnover intention through the mediating effect of job burnout and manager trust.At the same time,structural requirements weaken the negative relationship between organizational fairness and job burnout,and enhance the positive relationship between organizational fairness and manager trust.Finally,based on the research findings,relevant management measures and suggestions were pro-posed.
作者
周燕华
李子龙
ZHOU Yanhua;LI Zilong(School of Business Administration,Xinjiang University of Finance and Economics,Urumqi 830012,China)
出处
《经济论坛》
2024年第3期142-152,共11页
Economic Forum
基金
国家社会科学基金项目“嵌入式对新疆少数民族流动人口城市适应性的作用机制研究”(17XMZ093)。
关键词
组织公平感
结构需求
工作倦怠
管理者信任
离职倾向
Organizational fairness
Structural requirements
Job burnout
Manager trust
Turnover intention
