组织公正感对员工偏离行为的作用与机制
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摘要
公平和正义是人类追求的理想,组织公正领域研究自开创以来已近四十多年,然而随着研究成果不断积累,也释放出更多发人深思的问题。中国正处于社会转型期,各类不公平现象在组织中大量存在。本研究在中国文化背景下,对整体公正感概念问题进行探讨,并从多对象社会交换关系和情感的视角,对组织公正感对员工偏离行为的作用机制进行更加细致的探讨。
本论文分为文献回顾、实证研究和总结三个部分。在文献回顾部分主要对实证部分的相关理论、概念和研究进行了回顾总结,包括西方整体公正感研究的发展脉络,测量及相关研究结论；对组织公正感与员工偏离行为间作用机制的相关研究成果的归纳和总结；多对象社会交换理论及相关研究的总结；另外对组织中的情绪研究以及中国人传统性相关研究进行了梳理和归纳。
在文献综述的基础上,展开了三个实证研究。在研究一中,首先对整体公正感概念独立性进行了验证,通过验证性因素分析以及平均变异抽取量分析,所得结果支持整体公正感具有较好的结构效度和收敛效度。然后,通过优势分析方法比较了多维度公正感对整体公正感的预测效果,并识别出互动公正感是最强的预测因素；通过方差分析还发现,整体公正感在企业类型和企业发展阶段存在显著的组间差异；而分配公正和程序公正、分配公正和互动公正感的交互作用,对整体公正感有显著预测效果；最后,使用结构方程验证了整体公正感在多维公正感对结果变量影响作用中的中介作用。
在研究二中将整体公正感的概念进行了对象(foci)上的扩展,将其细分为整体组织和整体主管公正感。然后在多对象社会交换理论框架下,探讨了多维公正感、整体公正感、情感承诺以及员工偏离行为这一影响路径上,不同对象的因素间是如何影响的。本研究设计了两个子研究,数据结果证实：(1)通过验证性因素分析,本研究发现员工对于企业中的不同主体能够形成不同的感知,人们能够清晰分辨出组织整体公正感和主管整体公正感,组织承诺和主管承诺,以及组织偏离行为和主管偏离行为。(2)通过结构方程模型,结果支持整体公正感是多维公正感对情感承诺的中介变量,具体而言：组织整体公正感是分配、程序和互动公正对组织情感承诺的中介变量；主管整体公正感是分配、互动公正感对组织情感承诺的中介变量。(3)情感承诺是员工公正感对员工偏离行为作用的中介变量,具体而言：组织情感承诺是组织和主管整体公正感对组织偏离行为的中介变量,主管情感承诺是主管整体公正感对主管偏离行为的中介变量。最终结果显现出“目标相似性”和“代理人主导模型”混合的结论：在事件公正感到实体公正感及实体公正感对情感承诺影响路径上,主要体现为“代理人主导效应”；在情感承诺对员工行为的影响上,则是“目标相似性效应”。
实证研究的第三部分则是从情绪的观点来看待和解释组织公正感对员工偏离行为的影响。本部分在工作情感事件理论的基础上进行了假设构建,通过对341对员工一同事配对数据的分析,发现程序和互动公正感是员工偏离行为的影响因素,并通过消极情绪的中介效应影响员工偏离行为；员工的传统性对程序和互动公正感对员工偏离行为影响的总效应上具有调节效应；员工传统性对程序和互动公正感对消极情绪的作用的调节效应不显著,而对消极情绪对员工偏离行为的影响具有显著调节效果；而自尊仅调节程序和互动公正感对消极情绪的作用。
最后,对本研究的主要研究结论进行了总结,并指出本研究的理论及实践意义,以及局限性和未来的研究方向。
Justice and rightness is the ultimate pursue of mankind. Thought the knowledge have been accumulated abundantly since the originality of organizational justice, more inspiring questions worth to be discussed. During the period of transformation, China people are now suffered from various unfair issues. This dissertation settles to discuss the concept of organization justice as well as the mechanism of the influence of organization justice on workplace deviance, based on Chinese culture and the perceptive of employee affection.
The dissertation can be divided into three parts, namely are literature review, empirical study and conclusion. In the literature review section, the relative theory, conception and previous studies have been concluded, including:the theory development, assessment of overall justice; The mechanisms of the effect of organizational justice on employee deviance behavior; the conception and relationship of organization and supervisor commitment; the multi-foci social exchange theory and related studies; as well as literatures and studies on workplace emotion and Chinese Traditionality.
Based on literature review, three empirical studies have been introduced. In the study1, with the confirmatory factor analysis and average variance extracted analysis, the good convergent validity and discriminant validity of overall justice have been supported firstly. And then, with the dominance analysis, interpersonal justice have been identified to be the largest influencing factor on overall justice; with the variance analysis, difference of overall justice level between company type and development stage have been proved to be significant. In the last, the result of structured equation model showed that overall justice is the mediation between specific justice and outcomes.
In the Study2, the concept of overall justice has been specified to overall organizational justice and overall supervisor justice. Based on multi-foci social exchange framework, this study discussed the relationship between specific justice, overall justice, affective commitment and deviance behavior, and two competing model of "target similarity effects" and "agent dominance models" have been examined in to sub studies. The result showed a mixed model.
Study3aims to discuss and interpret the influence of the justice perception on employee deviance behavior from the affective perspective. The hypotheses were proposed based on the affective event theory framework, and that negative emotion is the mediation variable and self-esteem and traditionality may moderate the relationship. Data have been collected from341dyads of employees and their close coworkers. Results of Hierarchical Regression Modeling revealed that negative mediated the negative relation between both procedural and interpersonal justice and workplace deviance, In addition, results of total effect moderation model analysis suggested that traditionality significantly moderated the relationship between organizational injustice and workplace deviance. Specifically, the negative effect of organization justice was stronger when employees were less traditional people. With an integrative analysis of moderation and mediation indicated that, in line with the expectation, the traditionality significantly moderated the positive relation between negative emotion and deviance behavior, however non-significant moderation effect was found in the1st stage of mediation process. And self-esteem moderated the1st stage route.
The final chapter concluded the major study findings, the theoretical and managerial implications of the findings, limitations, and future research directions were discussed as well.
本论文分为文献回顾、实证研究和总结三个部分。在文献回顾部分主要对实证部分的相关理论、概念和研究进行了回顾总结,包括西方整体公正感研究的发展脉络,测量及相关研究结论；对组织公正感与员工偏离行为间作用机制的相关研究成果的归纳和总结；多对象社会交换理论及相关研究的总结；另外对组织中的情绪研究以及中国人传统性相关研究进行了梳理和归纳。
在文献综述的基础上,展开了三个实证研究。在研究一中,首先对整体公正感概念独立性进行了验证,通过验证性因素分析以及平均变异抽取量分析,所得结果支持整体公正感具有较好的结构效度和收敛效度。然后,通过优势分析方法比较了多维度公正感对整体公正感的预测效果,并识别出互动公正感是最强的预测因素；通过方差分析还发现,整体公正感在企业类型和企业发展阶段存在显著的组间差异；而分配公正和程序公正、分配公正和互动公正感的交互作用,对整体公正感有显著预测效果；最后,使用结构方程验证了整体公正感在多维公正感对结果变量影响作用中的中介作用。
在研究二中将整体公正感的概念进行了对象(foci)上的扩展,将其细分为整体组织和整体主管公正感。然后在多对象社会交换理论框架下,探讨了多维公正感、整体公正感、情感承诺以及员工偏离行为这一影响路径上,不同对象的因素间是如何影响的。本研究设计了两个子研究,数据结果证实：(1)通过验证性因素分析,本研究发现员工对于企业中的不同主体能够形成不同的感知,人们能够清晰分辨出组织整体公正感和主管整体公正感,组织承诺和主管承诺,以及组织偏离行为和主管偏离行为。(2)通过结构方程模型,结果支持整体公正感是多维公正感对情感承诺的中介变量,具体而言：组织整体公正感是分配、程序和互动公正对组织情感承诺的中介变量；主管整体公正感是分配、互动公正感对组织情感承诺的中介变量。(3)情感承诺是员工公正感对员工偏离行为作用的中介变量,具体而言：组织情感承诺是组织和主管整体公正感对组织偏离行为的中介变量,主管情感承诺是主管整体公正感对主管偏离行为的中介变量。最终结果显现出“目标相似性”和“代理人主导模型”混合的结论：在事件公正感到实体公正感及实体公正感对情感承诺影响路径上,主要体现为“代理人主导效应”；在情感承诺对员工行为的影响上,则是“目标相似性效应”。
实证研究的第三部分则是从情绪的观点来看待和解释组织公正感对员工偏离行为的影响。本部分在工作情感事件理论的基础上进行了假设构建,通过对341对员工一同事配对数据的分析,发现程序和互动公正感是员工偏离行为的影响因素,并通过消极情绪的中介效应影响员工偏离行为；员工的传统性对程序和互动公正感对员工偏离行为影响的总效应上具有调节效应；员工传统性对程序和互动公正感对消极情绪的作用的调节效应不显著,而对消极情绪对员工偏离行为的影响具有显著调节效果；而自尊仅调节程序和互动公正感对消极情绪的作用。
最后,对本研究的主要研究结论进行了总结,并指出本研究的理论及实践意义,以及局限性和未来的研究方向。
Justice and rightness is the ultimate pursue of mankind. Thought the knowledge have been accumulated abundantly since the originality of organizational justice, more inspiring questions worth to be discussed. During the period of transformation, China people are now suffered from various unfair issues. This dissertation settles to discuss the concept of organization justice as well as the mechanism of the influence of organization justice on workplace deviance, based on Chinese culture and the perceptive of employee affection.
The dissertation can be divided into three parts, namely are literature review, empirical study and conclusion. In the literature review section, the relative theory, conception and previous studies have been concluded, including:the theory development, assessment of overall justice; The mechanisms of the effect of organizational justice on employee deviance behavior; the conception and relationship of organization and supervisor commitment; the multi-foci social exchange theory and related studies; as well as literatures and studies on workplace emotion and Chinese Traditionality.
Based on literature review, three empirical studies have been introduced. In the study1, with the confirmatory factor analysis and average variance extracted analysis, the good convergent validity and discriminant validity of overall justice have been supported firstly. And then, with the dominance analysis, interpersonal justice have been identified to be the largest influencing factor on overall justice; with the variance analysis, difference of overall justice level between company type and development stage have been proved to be significant. In the last, the result of structured equation model showed that overall justice is the mediation between specific justice and outcomes.
In the Study2, the concept of overall justice has been specified to overall organizational justice and overall supervisor justice. Based on multi-foci social exchange framework, this study discussed the relationship between specific justice, overall justice, affective commitment and deviance behavior, and two competing model of "target similarity effects" and "agent dominance models" have been examined in to sub studies. The result showed a mixed model.
Study3aims to discuss and interpret the influence of the justice perception on employee deviance behavior from the affective perspective. The hypotheses were proposed based on the affective event theory framework, and that negative emotion is the mediation variable and self-esteem and traditionality may moderate the relationship. Data have been collected from341dyads of employees and their close coworkers. Results of Hierarchical Regression Modeling revealed that negative mediated the negative relation between both procedural and interpersonal justice and workplace deviance, In addition, results of total effect moderation model analysis suggested that traditionality significantly moderated the relationship between organizational injustice and workplace deviance. Specifically, the negative effect of organization justice was stronger when employees were less traditional people. With an integrative analysis of moderation and mediation indicated that, in line with the expectation, the traditionality significantly moderated the positive relation between negative emotion and deviance behavior, however non-significant moderation effect was found in the1st stage of mediation process. And self-esteem moderated the1st stage route.
The final chapter concluded the major study findings, the theoretical and managerial implications of the findings, limitations, and future research directions were discussed as well.
引文
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