中国文化背景下的组织人际和谐

采用问卷调查法,以中国3家企业340名员工为研究对象,以公平理论和社会交换理论为研究框架,提出领导公平、信息公平与组织人际和谐关系的研究模型。构建结构方程和层次回归模型,利用PASW STATISTICS 18.0和LISREL 8.80分析软件,采用探索性因子分析和验证性因子分析对组织人际和谐的三维结构观点进行检验,应用层级回归分析方法探讨领导公平、信息公平及其交互项对组织人际和谐的影响。研究结果表明,领导公平和信息公平对工具和谐具有显著的正向影响,但其交互项不显著;领导公平对价值和谐具有显著的负向影响,而信息公平对价值和谐具有显著的正向影响,交互效应显著;领导公平和信息公平对和谐阻碍的影响不显著,但其交互效应显著。

Organizational Interpersonal Harmony in Chinese Context

The sample is constituted of 340 employees from 3 companies in China.Based on justice theory and social exchange theory,we build the research model of relation among leader justice,information justice and organizational interpersonal harmony.This empirical study uses structural equation model and hierarchy regression in the PASW STATISTICS 18.0 and LISREL 8.80.Firstly,this study confirmed the validity of three-dimensional model of organizational interpersonal harmony using EFA and CFA analyses.Then,this study analyzed the effects of leader justice,information justice and its interaction on organizational interpersonal harmony using hierarchical regression analyses.The result showed that leader justice and information justice had positive effect on instrument harmony,but the interactive effect was not significant.Leader justice had negative influence on value harmony while information justice had positive effect on value harmony,and the interactive effect was also significant.Leader justice and information justice had no effect on harmony obstruction,but the interaction was significant.