程序公平和分配公平影响联盟绩效的机理研究

对程序公平和分配公平影响联盟绩效的路径进行了分析,通过理论分析和实证研究发现,承诺是程序公平和分配公平影响联盟绩效的一个显著路径.同时,研究结论也表明:程序公平和分配公平能够提高组织在联盟中的承诺;承诺是提高联盟绩效的一个关键因素.这些结论有助于认识程序公平和分配公平影响联盟绩效的机理,使公平理论能够更好地指导联盟的实践.     

组织公平与员工主动离职行为:工作嵌入与公平敏感性的作用

本文旨在研究组织公平对员工离职行为的影响,并以个体-组织依附理论和动机归类理论为基础,研究员工工作嵌入和公平敏感性在以上关系中所起的中介和调节作用。研究以六家服务企业中的351名员工为研究对象,对问卷调查获得的数据进行层次回归,结果表明:分配公平和程序公平对员工工作嵌入有显著的正向影响;工作嵌入能有效的预测员工离职行为;分配公平对员工离职具有显著的负向影响,并且工作嵌入在其间起到了完全中介效应;公平敏感性在程序公平与嵌入的关系中存在显著的调节效应,利他倾向越高(大公无私型)的员工,程序公平对其嵌入程度的影响作用就越强烈。     

组织公平组合与员工沉默行为关系的实证研究

基于"分配公平-互动公平"二维度组合,对组织公平组合与员工沉默行为的关系进行了研究。首先以员工沉默行为为结果变量,验证了在中国情境下,程序公平对员工沉默行为影响并不显著,继而通过对"分配公平-互动公平"为基础构成的4种公平感组合进行均值比较。研究结果表明,在"低分配-低互动"公平氛围中,最容易导致员工沉默行为的发生;工具性取向的分配公平和非工具性取向的互动公平对减少组织中的员工沉默行为而言同样重要。企业管理者应同时缔造动态统一的组织公平氛围,才能提高员工对组织的承诺感和认同感,减少沉默行为的发生。     

基于组织支持的组织公平与组织承诺关系的实证研究

本文编制了结构化的企业员工组织承诺、组织公平和组织支持的问卷,对几家企业的4000多名员工进行了实地调查。用情感承诺、持续承诺来衡量组织承诺;用分配公平、互动公平来衡量组织公平感。分析结果显示,组织公平与组织承诺积极关系。分析结果证实了组织支持对组织公平与组织承诺关系的中介作用。构建了组织公平影响组织承诺的理论框架。最后指出了本次研究的一些局限以及就将来研究的一些方向给出一些建议。     

组织公平感对组织效果变量的影响

在组织公平感的研究领域 ,关于组织公平感的构成维度以及组织公平感各个维度与主要的组织效果变量的关系等一些重要的问题 ,依然存在着极大的分歧。Colquitt通过对25年来183个关于公平感的研究的元分析 ,比较完整地分析了分配公平、程序公平、人际公平和信息公平之间的关系以及各维度与不同的组织效果变量之间的关系。目前国内的研究在对组织公平感进行概念操作时 ,大都将组织公平感看成是由分配公平和程序公平所组成的二因素结构 ,而很少涉及人际和信息公平这两个维度 ,或者将它们归入程序公平。本研究运用在中国文化背景下开发的组织公平感的4因素问卷 ,考察了组织公平感与组织效果变量之间的关系。通过相关和回归分析 ,结果表明:组织公平感对一些主要的组织效果变量有很好的预测作用 ,其中领导公平对除薪酬满意度以外的所有组织效果变量都有显著的预测     

创业团队关系治理对提升决策承诺的影响研究

从创业者人力资本激励和组织公平理论视角,基于313个创业团队问卷调研的数据,探讨创业团队关系治理对决策承诺的影响,以及分配公平感和程序公平感在二者间的中介效应。研究显示:创业团队关系治理对团队决策承诺有显著的正向作用,分配公平感和程序公平感分别部分中介了创业团队关系治理与决策承诺间的关系;而在同时考虑分配公平感和程序公平感的双中介模型中,分配公平感的中介效应不再显著。     

渠道成员退出和呼吁：感知公平与长期导向的作用

在关系营销范式下,营销渠道关系研究较少关注关系的结束。将渠道公平和长期导向纳入对渠道关系问题反应行为的研究框架中,考察感知公平(分配公平和程序公平)对渠道成员关系退出和呼吁行为的影响以及长期导向在这一影响过程中的中介作用。以供应商及其与经销商的关系为研究对象,获得144个经销商样本的调查数据,应用SPSS 17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,长期导向在感知分配公平与退出之间起部分中介作用,在感知分配公平和程序公平对呼吁的影响中起完全中介作用。渠道成员感知的分配公平对其退出倾向有显著的负向影响,但感知程序公平对退出则没有显著的影响;分配公平和程序公平对呼吁都有显著的正向影响。最后给出相应的管理建议。     

民营企业薪酬公平感问题研究与对策分析

民营企业在当今中国市场经济下发挥着越来越重要的作用，然而民营企业的管理模式还不够完善，人员的流失率较高。本文从“薪酬公平”的角度分析了民营企业中存在的问题，并根据民营企业的特殊性从程序公平、分配公平、人际公平和信息公平四个方面给出相应的建议，即从制度上保障民营企业发展的同时，采取一定的管理手段提高员工的组织承诺，减少离职率。     

上司领导风格对员工分配公平感与组织公民行为的调节作用研究

本文采用多元线性回归的方法,在控制工作满意度的基础上,分析了上司领导风格对分配公平感与组织公民行为不同维度之间关系的调节作用.研究表明:上司的创制维度对组织公民行为的不同维度产生独立于分配公平感的显著影响,对分配公平感与组织公民行为各维度之间关系没有显著的调节作用;而上司关心维度的这种独立解释能力要弱一些,对分配公平感和忠诚维护之间的关系没有调节作用,对分配公平感与OCB整体以及另外三个维度(人际帮助、个人主动性、个人勤奋性)之间的关系有显著的调节作用.     

公民公平观及其对社会公平评价和生活满意度影响分析

在我国经济社会体制转轨过程中,社会发展的不公平问题出现,包括地域发展、经济分配、机会获取等方面的不公平问题。这种不公平影响到了公民对于社会公平的评价以及自身生活满意度的感知,进而影响到了公民的社会心理,公民心理失衡与否是社会稳定与否的来源。本文从公平观角度进行了公民对社会公平程度评价和公民生活满意度感知的实证研究,分析了经济分配公平、程序公平、社会比较、自身感受几个方面及其与公民的社会公平程度感知及自我生活满意度评价之间的关系,同时得出不同地区之间公民评价与感知的差异。     

Gender and Employee Attitudes: The Role of Organizational Justice Perceptions

In this study, using path analysis, we tested whether procedural justice perceptions mediated the relationship between gender and distributive justice perceptions. Furthermore, we also tested whether the two forms of commitment (affective and normative) mediated the relationships between justice perceptions (distributive and procedural) and tenure intent. One hundred and eighty-three employees from Irish manufacturing organizations participated in the study. As hypothesized, we found support for the mediating role of procedural justice perception on the relationship between gender and distributive justice perception. Results also indicated that affective commitment mediated the relationships between justice perceptions and tenure intent and affective commitment. Finally, normative commitment did not mediate the relationships between justice perceptions and tenure intent. Further analysis using moderated regression analysis showed that gender moderated the relationships between distributive justice perceptions and affective commitment only. Gender did not have any moderating effect on normative commitment or tenure intent. Implications for research and practice are discussed.     

营销渠道中的合同治理、公平与角色外利他行为

本文以交易成本理论等为理论基础，应用AMOS 24.0软件对660份问卷数据进行结构方程建模分析，探讨了营销渠道中的合同治理（合同详尽性、合同监督）、渠道公平（分配公平、程序公平）与依赖对经销商角色外利他行为的影响。研究表明：第一，合同的详尽性、经销商的合同监督对其感知的分配公平、程序公平均有显著的正向影响；第二，经销商感知的分配公平、程序公平对其角色外利他行为均有显著的正向影响；第三，经销商依赖会增强分配公平对角色外利他行为的正向影响，减弱程序公平对角色外利他行为的正向影响。第四，合同详尽性和合同监督通过分配公平、程序公平促进经销商的角色外利他行为。     

Offshoring and Cross‐Border Interorganizational Relationships: A Justice Model*

In this article, we develop an interorganizational justice model to explain cross‐border interorganizational relationships. The model contends that cultural distance (construed as the cultural differences between offshoring partners) would influence behavioral uncertainty and the boundary spanners' perceptions of justice. Specifically, the model predicts that high levels of behavioral uncertainty are likely to reduce relational commitment, whereas low levels of behavioral uncertainty are likely to enhance relational commitment. However, boundary spanners' perceptions of distributive, procedural, and interactional justice would mitigate the negative impact of behavioral uncertainty on relational commitment. The model also predicts that culturally similar boundary spanners would be more likely to share similar perceptions of distributive, procedural, and interactional justice than culturally dissimilar boundary spanners. This model has implications for further theoretical discussion and empirical research as well as management practice. Managers could use the interorganizational justice model to assess shared perceptions of justice among boundary spanners and develop transcultural justice competencies.     

服务失误归因与顾客感知的公平性关系研究

通过对广州市内几家餐馆的顾客进行问卷调查,探讨顾客归因、服务公平性及顾客信任感之间的关系。数据分析结果表明,服务失误归因包括内控性、外控性和普遍性3个组成成分,这3个组成成分对顾客感知的服务公平性有不同程度的影响。内控性对顾客感知的服务公平性影响最大,其次为普遍性和外控性。顾客感知的服务公平性包括程序、交往、结果和信息公平性4个组成成分,该4个组成成分均显著影响顾客的信任感。     

Pre-recovery emotions and satisfaction: A moderated mediation model of service recovery and reputation in the banking sector

This study examines the mediating role of service recovery judgments between pre-recovery emotions and post-recovery satisfaction, and investigates the role of firm reputation in this mediation context. Using a moderated mediation framework, the authors test the model with data from 366 customers who experienced a banking service failure and complained to a third party. The results show that distributive, procedural, and interactional justice dimensions mediate the relationship between pre-recovery emotions and satisfaction. Firm reputation moderates the relationship between emotions and satisfaction via distributive and interactional justice, but not via procedural justice. This study provides evidence for the notion that pre-recovery emotion is an antecedent of service recovery process and firm reputation plays an essential role in this process.     

Relational stability and alliance performance in supply chain

Drawing on the theories of social exchange and goal interdependence, this paper examines the antecedents of relational stability in supply chain alliances and if the stability affects alliance performance in supply chain in the context of manufacturing firms. The results show that both relational commitment and trust of supplier have positive effects on relational stability in supply chain alliance, which in turn positively affects the alliance performance. These results have important implications for researchers investigating the effectiveness of supply chain alliances as well as practitioners seeking to improve alliance performance in supply chain.     

Survivors and Victims,a Meta‐analytical Review of Fairness and Organizational Commitment after Downsizing

There is a lack of consistent evidence that downsizing leads to improved financial performance. Lowered commitment after painful downsizing periods is identified as an important reason why downsizing does not show the intended long‐term effects. This paper provides a meta‐analytical overview of the impact of fairness on organizational commitment for survivors and victims after a downsizing operation. Among 37 samples (11,256 persons), a positive relationship was found between fairness and affective organizational commitment (ρ=0.40) for both survivors and victims. Three moderators of the fairness–commitment relationship were identified: (1) for survivors, procedural justice matters more than distributive justice; (2) the impact of fairness is stronger in countries with an individualistic (versus collectivistic) culture; (3) fairness matters more when mass layoff is initiated for profit maximization (versus economic necessity).     

International alliance commitment and performance of small and medium-size enterprises: The mediating role of process control

Improving alliance performance is a critical issue that both managers and researchers have attempted to resolve. Recently scholars have suggested that firms can use alliance commitment and process controls to improve alliance performance. Yet research has only found weak support for these direct effects. In this paper we examine the mediating role of process controls on the relationship between alliance commitment and alliance performance. When tested on samples of SMEs we find support for our theoretical predictions. We then discuss the managerial implications of using commitment and process controls in SME international alliances.     

Differentiated leader–member exchange,justice climate,and performance: Main and interactive effects

Leaders form different quality leader–member exchange (LMX) relationships with their subordinates. This variable treatment termed LMX differentiation can have negative effects on individuals' behavior and attitudes. In this study, we examined the cross-level main effect of justice climate on task performance and the moderating role of justice climate on the relationship between LMX differentiation and task performance. We tested these two hypotheses using a field study of 90 subordinates nested under 27 supervisors. Procedural justice climate, not distributive justice climate, was found to positively influence subordinate task performance. Further, distributive justice climate, not procedural justice climate, was found to moderate the LMX differentiation–task performance relationship; such that the relationship was positive when distributive justice climate was high and negative when distributive justice climate was low. Findings and future directions are discussed.