组织公平人力资源管理关系实践的交互作用机制研究.pdfVIP

预　 　 测 Vol.33,No.1 FORECASTING 2014 年第1期 组织公平与人力资源管理关系实践的交互作用机制研究 樊 耘,　 颜 静,　 张 旭 (西安交通大学 管理学院,过程控制与效率工程教育部重点实验室,陕西 西安 710049) 摘　 要:研究以西方管理理论与中国传统文化现象的冲突与融合为背景,以组织公平和HRM关系实践对情感承 诺和员工创新行为的交互作用为研究问题,通过对372位员工的问卷调查,运用回归分析方法,发现:(1)组织公 平包含两种内涵,西方管理强调的一致性对待和传统文化的权变式公平;HRM关系实践会使个体对组织公平持 传统观点,并将组织理解为私人关系实现交换的社交场域;(2)HRM 关系实践在态度层面会降低员工对组织的 信任,程序公平感和情感依附水平,对组织公平与情感承诺之间关系起负向调节作用;在行为层面表面上对员工 创新行为有显著且正向的影响,但无益于员工内在工作动机和对组织忠诚感的培养。 关键词:组织公平;人力资源管理的关系实践;情感承诺;员工创新行为 中图分类号:F272.92 文献标识码:A 文章编号:1003-5192(2014)01-0015-06 doi:10.11847/ fj.33.1.15 An Study on the Interaction Mechanism of Organizational Justice and Guanxi Practice of HRM FAN Yun,YANJing,ZHANG Xu (The Key Lab of the Ministry of Educationfor Process Control Efficiency Engineering,School of Management,Xi’an Jiaotong University,Xi’an710049,China) Abstract:Setting in the conflict and acculturation of the western management theory and Chinese traditionary cultural phenomenon,this study investigated the interaction effect of organizationaljustice andguanxipracticeof HRMon affec- tive commitment and employee innovative behavior. Through the survey of 372 employees,regression analysis revealed that organizationaljustice could be interpreted as absolutefairness brought by western management theory and rooted in traditional culture that acted as maintaining harmonious circumstances. Guanxi practice of HRM can induce the latter connotation and make individuals perceive the organization as social intercourse circumstance. It not only decreased trust,perceived proceduraljustice,and affective attachment of employees,but also moderated the relationship between organizationaljusticeandaffectivecommitment. Itinfluencedemployeeinnovativebehaviorpositivelyonthesurfac