组织公平对部队军官工作行为影响机制研究
|
摘要
公平一直是人类追求理想与愿景,中国共产党十八大报告中提出“要逐步建立起权利公平、机会公平、规则公平为主要内容的社会公平保障体系”,这是“以民为本”理念的具体化。随着社会经济的快速发展,军事科技的日新月异,部队军官已成为军事组织的核心力量。创造公平、公正的组织环境,激发军官积极工作的动机,是军事组织变革发展中急需解决的重要问题。
大量的研究发现,组织公平的最大价值在于它对组织效果变量较强的预测力。本研究基于我国团级及以下的部队军官的特征,首先,对组织公平、组织支持感、工作倦怠、任务绩效、组织公民行为(Organizational Citizen Behavior,简称OCB,下同)的相关理论和文献进行了综述,构建了组织公平及其四因素对部队军官工作行为(任务绩效、OCB)影响机制的理论模型,提出研究假设；其次,基于调查数据(预测试380份、正式测试1086份),通过信效度分析、描述性统计、方差分析、多元回归分析、中介作用检验、结构方程建模等数理分析方法,检验了组织公平及其四因素通过组织支持感、工作倦怠的中介作用对部队军官工作行为(任务绩效、OCB)影响的心理机制。本文取得了一系列有意义的研究结论：
(1)经过调查问卷的信效度检验,论文验证了组织公平的四因素结构、组织支持感的二因素结构、工作倦怠的三因素结构、任务绩效的一因素结构以及OCB的五因素结构都适用于我国团级及以下的部队军官,修订并确定了达到心理测量学要求的相关测量工具。
(2)描述性统计分析表明,部队军官组织公平、组织支持感、任务绩效以及OCB的均值水平分别高于中位数4,工作倦怠的均值低于中位数4。从总体上说明,我国团级及以下部队军官的工作状态较好；独立样本T检验和方差分析表明,不同人口统计学因素对本研究各主要变量的影响存在显著的差异。
(3)相关分析和多元回归分析结果表明,组织公平对部队军官组织支持感、工作倦怠、任务绩效、OCB均有显著的预测力；组织支持感对工作倦怠、任务绩效、OCB均有显著的预测力；工作倦怠对任务绩效、OCB均有显著的预测力；组织支持感、工作倦怠在组织公平与任务绩效、OCB分别具有部分中介作用。
(4)论文采用结构方程建模技术,运用AMOS17.0统计软件,以组织支持感、工作倦怠为中介变量,进一步验证组织公平对部队军官工作行为(任务绩效、OCB)的结构方程模型Ⅰ,以及组织公平四因素对部队军官工作行为(任务绩效、OCB)的结构模型Ⅱ,结果发现：①组织公平不仅对部队军官任务绩效、OCB有直接影响,也会通过组织支持感、工作倦怠的部分中介作用对部队军官任务绩效、OCB产生间接影响,组织公平对部队军官OCB的总效应(0.889)要强于对任务绩效的总效应(0.628)。②除分配公平、信息公平分别对部队军官工作倦怠、任务绩效的影响不显著外,其余变量之间均有显著的预测关系。组织公平四因素均分别通过组织支持感、工作倦怠的部分中介作用对部队军官任务绩效、OCB产生间接影响,其中,对部队军官任务绩效的总效应而言,程序公平最强(0.395),领导公平次之(0.23),信息公平较弱(0.114),分配公平最低(0.025)；对部队军官OCB的总效应而言,程序公平最强(0.713),领导公平次之(0.635),信息公平较弱(0.531),分配公平最弱(0.30)。
相对于已有研究来说,本论文的创新点主要体现为：基于“组织实践——心理认知——情绪反应——行为”的逻辑关系,构建了组织公平及其四因素对部队军官工作行为(任务绩效、OCB)的理论模型；验证了部队军官组织公平、组织支持感、工作倦怠、任务绩效和OCB的结构因素,修订并确定了相应的测量条款；统计了部队军官组织公平、组织支持感、工作倦怠、工作行为(任务绩效、OCB)的均值水平,以及人口统计学因素的控制效应；基于相关分析以及多元回归分析,初步验证了组织支持感、工作倦怠在组织公平与工作行为(任务绩效、OCB)之间的中介作用；基于结构方程建模技术,进一步验证了组织公平及其四因素对部队军官工作行为(任务绩效、OCB)影响机制的模型Ⅰ和模型Ⅱ,从组织内社会交换和工作倦怠的视角,揭示了组织公平及其结构对部队军官工作行为(任务绩效、OCB)的影响“黑箱”,包括影响路径、大小和方向；根据部队军官的职业特征,对研究结论进行了讨论分析,并提出相应的军队人力资源管理的对策建议。
我国是世界上军队人数最多的国家,团级及以下部队军官是我军队战斗力的基础。本研究从组织公平的视角,基于国内外已有研究成果,从组织支持感和工作倦怠的角度,分析了组织公平及其四因素对部队军官工作行为(任务绩效、OCB)的影响机制。研究结论既具丰富了组织管理的理论研究,也对部队组织实施科学化、人本化管理有重要的实践指导价值。
Justice is the pursuit of human ideal and vision,The Eighteenth Report of the Communist Party of China put forward:Constuct continually Social Security System concluding authority justice,opportunity justice,rule justice,which is the embodiment of the"people-oriented".With the rapid development of social economy,Military science and technology is changing rapidly,Army talents have become a core element of military organization development.How to create a fair,impartial organization environment,Excite army officer's motivation,Which is an important problem to be solved during military organizational development.
As a lot of researches believed,The maximum value of organizational justice is which had a type of strong predictive power for organizational effectiveness.Focused on army officers at the rank of regimental level and below,The study Summarized correlative theories and literatures of organizational justice,perceived organizational support(POS),job burnout and work behavior(task performance,OCB),The study constrcted theoretical model which concluded organizational justice and it's four factors infuenced on army officier's work behavior,Proposed corresponding research hypothesis;Next in importance,During the process of studying,Based on questionnaire's data(Pretest380,formal test1086),The study through a series of mathematical analysis on large sample data,such as reliability analysis,validity analysis,descriptive statistics analysis,variance analysis,multiple regression analysis,mediation analysis and SEM(structural equation model),The study explored the influence mechanism of army officer's organizational justice and it's four factors influenced on work behavior (task performance, OCB).These main research conclusions of the studuy are as follows:
Firstly,By questionnaire's reliability and validity test,Conclusions showed the four factors structure of organizational justice,the two factors structure of POS,the three factors structure of job burnout,the one factor structure of task performance and the five factors structure of OCB were all applied to army officers at the rank of regimental level and below,Revised and determined the corresponding measuring questionnaire.
Secondly,Conclusions by discriptive statistics analysis showed army officer's mean level of organizational justice,POS,job burnout,task performance and OCB were all higher than median4,Job burnout's mean level was lower than median4,Which indicated army officers in our troops were all in a good working state;Conclusions by independent samples T test and variance analysis showed effects that different demographic factors influenced on main variables in the study were different
Thirdly,Conclusions by correlation and multiple hierarchical regression analysis which showed organizational justice had significant prediction to POS,job burnout,task performance or OCB;POS had significant prediction to job burnout,task performance or OCB;Job burnout had significant prediction to task performance or OCB;job burnout,POS were respectivly part of the intermediary role between organizational justice and task performance or OCB.
Fourthly,From the point of POS and job burnout,The study used SEM to test furtherly the mechanism that organizational justice and it's four factors influenced on army officer's work behavior(task performance,OCB).Conclusions showed organizational justice not only had direct influence but also had indirect influence through POS and job burnout on army officers task performance or OCB,The total effect of organizational justice on OCB(0.889)is stronger than task performance (0.628).On the other side,Conclusions also showed the influence of information justice and distributive justice on job burnout or task performance was not significant,Which had significant predictive power among the remained variables;Army officer's POS and job burnout were mediated between Organizational justice's four factors and task performance or OCB. In terms of total effect of organizational justice's four factors on task performance,Procedural justice is the strongest(0.395),leader justice is the second(0.23),Information justice is relatively weak(0.114),Distributive justice is the lowest(0.025);In terms of total effect on OCB,Procedural justice is the strongest(0.713),leader justice is the second (0.635),Information justice is relatively weak (0.531),Distribution justice is the lowest(0.30).
Compared with the existing research,The study obtained some creative conclusions:Based on the logical relationship of "organizational practice-psychological perception-emotional response-behavior",Builded the theoretical model of military officers' organizational justice to work behavior;The study verified the factor structure of organizational justice,organizational support,job burnout,task performance and OCB,and determinied corresponding revisied measurement terms;Based on a large sample data (1086),The study explored mean level of military officers'organizational justice, POS, job burnout, work behavior (task performance, OCB) and their structural factors, The study also considered eight demographic factors'controlling effects;Based on a large sample data, Through correlation analysis and multiple regression analysis,The study examined preliminarily the intermediary role of POS and job burnout between organizational justice and military officers'working behavior;Used SEM techniques,Further Examined SEMI and II of organization justice and its four factors affected military officers' work behavior,Including the impacting relationship,impacting degree,impacting direction;According to military officers'occupational characteristics,The study concluded a series of discussion and analysis,Proposed military human resource management strategies accordingly.
China is the world's largest number of national army,Army officers at the rank of regimental level and below are basic fightinge effectiveness of the army.Based on the existing conclusions at home and abroad,From perspectiveness of POS and job burnout,The study analyzed the psychological mechanism of organizational justice and it's four factors influenced on army officer's work behavior(task performance,OCB),These conclusions not only enriched organizational management theory,But also had an important practical guiding value for scientific,humanistic management in military organization.
大量的研究发现,组织公平的最大价值在于它对组织效果变量较强的预测力。本研究基于我国团级及以下的部队军官的特征,首先,对组织公平、组织支持感、工作倦怠、任务绩效、组织公民行为(Organizational Citizen Behavior,简称OCB,下同)的相关理论和文献进行了综述,构建了组织公平及其四因素对部队军官工作行为(任务绩效、OCB)影响机制的理论模型,提出研究假设；其次,基于调查数据(预测试380份、正式测试1086份),通过信效度分析、描述性统计、方差分析、多元回归分析、中介作用检验、结构方程建模等数理分析方法,检验了组织公平及其四因素通过组织支持感、工作倦怠的中介作用对部队军官工作行为(任务绩效、OCB)影响的心理机制。本文取得了一系列有意义的研究结论：
(1)经过调查问卷的信效度检验,论文验证了组织公平的四因素结构、组织支持感的二因素结构、工作倦怠的三因素结构、任务绩效的一因素结构以及OCB的五因素结构都适用于我国团级及以下的部队军官,修订并确定了达到心理测量学要求的相关测量工具。
(2)描述性统计分析表明,部队军官组织公平、组织支持感、任务绩效以及OCB的均值水平分别高于中位数4,工作倦怠的均值低于中位数4。从总体上说明,我国团级及以下部队军官的工作状态较好；独立样本T检验和方差分析表明,不同人口统计学因素对本研究各主要变量的影响存在显著的差异。
(3)相关分析和多元回归分析结果表明,组织公平对部队军官组织支持感、工作倦怠、任务绩效、OCB均有显著的预测力；组织支持感对工作倦怠、任务绩效、OCB均有显著的预测力；工作倦怠对任务绩效、OCB均有显著的预测力；组织支持感、工作倦怠在组织公平与任务绩效、OCB分别具有部分中介作用。
(4)论文采用结构方程建模技术,运用AMOS17.0统计软件,以组织支持感、工作倦怠为中介变量,进一步验证组织公平对部队军官工作行为(任务绩效、OCB)的结构方程模型Ⅰ,以及组织公平四因素对部队军官工作行为(任务绩效、OCB)的结构模型Ⅱ,结果发现：①组织公平不仅对部队军官任务绩效、OCB有直接影响,也会通过组织支持感、工作倦怠的部分中介作用对部队军官任务绩效、OCB产生间接影响,组织公平对部队军官OCB的总效应(0.889)要强于对任务绩效的总效应(0.628)。②除分配公平、信息公平分别对部队军官工作倦怠、任务绩效的影响不显著外,其余变量之间均有显著的预测关系。组织公平四因素均分别通过组织支持感、工作倦怠的部分中介作用对部队军官任务绩效、OCB产生间接影响,其中,对部队军官任务绩效的总效应而言,程序公平最强(0.395),领导公平次之(0.23),信息公平较弱(0.114),分配公平最低(0.025)；对部队军官OCB的总效应而言,程序公平最强(0.713),领导公平次之(0.635),信息公平较弱(0.531),分配公平最弱(0.30)。
相对于已有研究来说,本论文的创新点主要体现为：基于“组织实践——心理认知——情绪反应——行为”的逻辑关系,构建了组织公平及其四因素对部队军官工作行为(任务绩效、OCB)的理论模型；验证了部队军官组织公平、组织支持感、工作倦怠、任务绩效和OCB的结构因素,修订并确定了相应的测量条款；统计了部队军官组织公平、组织支持感、工作倦怠、工作行为(任务绩效、OCB)的均值水平,以及人口统计学因素的控制效应；基于相关分析以及多元回归分析,初步验证了组织支持感、工作倦怠在组织公平与工作行为(任务绩效、OCB)之间的中介作用；基于结构方程建模技术,进一步验证了组织公平及其四因素对部队军官工作行为(任务绩效、OCB)影响机制的模型Ⅰ和模型Ⅱ,从组织内社会交换和工作倦怠的视角,揭示了组织公平及其结构对部队军官工作行为(任务绩效、OCB)的影响“黑箱”,包括影响路径、大小和方向；根据部队军官的职业特征,对研究结论进行了讨论分析,并提出相应的军队人力资源管理的对策建议。
我国是世界上军队人数最多的国家,团级及以下部队军官是我军队战斗力的基础。本研究从组织公平的视角,基于国内外已有研究成果,从组织支持感和工作倦怠的角度,分析了组织公平及其四因素对部队军官工作行为(任务绩效、OCB)的影响机制。研究结论既具丰富了组织管理的理论研究,也对部队组织实施科学化、人本化管理有重要的实践指导价值。
Justice is the pursuit of human ideal and vision,The Eighteenth Report of the Communist Party of China put forward:Constuct continually Social Security System concluding authority justice,opportunity justice,rule justice,which is the embodiment of the"people-oriented".With the rapid development of social economy,Military science and technology is changing rapidly,Army talents have become a core element of military organization development.How to create a fair,impartial organization environment,Excite army officer's motivation,Which is an important problem to be solved during military organizational development.
As a lot of researches believed,The maximum value of organizational justice is which had a type of strong predictive power for organizational effectiveness.Focused on army officers at the rank of regimental level and below,The study Summarized correlative theories and literatures of organizational justice,perceived organizational support(POS),job burnout and work behavior(task performance,OCB),The study constrcted theoretical model which concluded organizational justice and it's four factors infuenced on army officier's work behavior,Proposed corresponding research hypothesis;Next in importance,During the process of studying,Based on questionnaire's data(Pretest380,formal test1086),The study through a series of mathematical analysis on large sample data,such as reliability analysis,validity analysis,descriptive statistics analysis,variance analysis,multiple regression analysis,mediation analysis and SEM(structural equation model),The study explored the influence mechanism of army officer's organizational justice and it's four factors influenced on work behavior (task performance, OCB).These main research conclusions of the studuy are as follows:
Firstly,By questionnaire's reliability and validity test,Conclusions showed the four factors structure of organizational justice,the two factors structure of POS,the three factors structure of job burnout,the one factor structure of task performance and the five factors structure of OCB were all applied to army officers at the rank of regimental level and below,Revised and determined the corresponding measuring questionnaire.
Secondly,Conclusions by discriptive statistics analysis showed army officer's mean level of organizational justice,POS,job burnout,task performance and OCB were all higher than median4,Job burnout's mean level was lower than median4,Which indicated army officers in our troops were all in a good working state;Conclusions by independent samples T test and variance analysis showed effects that different demographic factors influenced on main variables in the study were different
Thirdly,Conclusions by correlation and multiple hierarchical regression analysis which showed organizational justice had significant prediction to POS,job burnout,task performance or OCB;POS had significant prediction to job burnout,task performance or OCB;Job burnout had significant prediction to task performance or OCB;job burnout,POS were respectivly part of the intermediary role between organizational justice and task performance or OCB.
Fourthly,From the point of POS and job burnout,The study used SEM to test furtherly the mechanism that organizational justice and it's four factors influenced on army officer's work behavior(task performance,OCB).Conclusions showed organizational justice not only had direct influence but also had indirect influence through POS and job burnout on army officers task performance or OCB,The total effect of organizational justice on OCB(0.889)is stronger than task performance (0.628).On the other side,Conclusions also showed the influence of information justice and distributive justice on job burnout or task performance was not significant,Which had significant predictive power among the remained variables;Army officer's POS and job burnout were mediated between Organizational justice's four factors and task performance or OCB. In terms of total effect of organizational justice's four factors on task performance,Procedural justice is the strongest(0.395),leader justice is the second(0.23),Information justice is relatively weak(0.114),Distributive justice is the lowest(0.025);In terms of total effect on OCB,Procedural justice is the strongest(0.713),leader justice is the second (0.635),Information justice is relatively weak (0.531),Distribution justice is the lowest(0.30).
Compared with the existing research,The study obtained some creative conclusions:Based on the logical relationship of "organizational practice-psychological perception-emotional response-behavior",Builded the theoretical model of military officers' organizational justice to work behavior;The study verified the factor structure of organizational justice,organizational support,job burnout,task performance and OCB,and determinied corresponding revisied measurement terms;Based on a large sample data (1086),The study explored mean level of military officers'organizational justice, POS, job burnout, work behavior (task performance, OCB) and their structural factors, The study also considered eight demographic factors'controlling effects;Based on a large sample data, Through correlation analysis and multiple regression analysis,The study examined preliminarily the intermediary role of POS and job burnout between organizational justice and military officers'working behavior;Used SEM techniques,Further Examined SEMI and II of organization justice and its four factors affected military officers' work behavior,Including the impacting relationship,impacting degree,impacting direction;According to military officers'occupational characteristics,The study concluded a series of discussion and analysis,Proposed military human resource management strategies accordingly.
China is the world's largest number of national army,Army officers at the rank of regimental level and below are basic fightinge effectiveness of the army.Based on the existing conclusions at home and abroad,From perspectiveness of POS and job burnout,The study analyzed the psychological mechanism of organizational justice and it's four factors influenced on army officer's work behavior(task performance,OCB),These conclusions not only enriched organizational management theory,But also had an important practical guiding value for scientific,humanistic management in military organization.
引文
[1]中国共产党十八大报告.让发展成果更多更公平地反惠及人民.http://news.sina. com.cn/shownews.asp?content=1058,2012-11-09
[2]Russell E Johnson,Christopher Selenta,Robert G Lord.When Organizational justice and the self-concept meet:consequences for the organization and Its members.Organizational Behavior and Human Decision Processes,2006,99(2): 175-201
[3]杨付,王飞,曹兴敏.薪酬公平感对企业员工责任心的影响——基于国有大中型企业的实证研究.科学学与科学技术管理,2010,(3)：173-178
[4]吴忠民.中国社会公平的现状与趋势.江海学刊,2005,(2)：82-88
[5]李培.组织支持感理论研究述评.上海商学院学报,2008,9(4)：19-22
[6]Maslach C,Leiter M P.The Truth About Burnout:How Organizations Cause Personal Stress and What to Do About It?San Francisco:Jossey-Bass Inc,1997, 44-56
[7]陈学军,王重鸣.绩效模型的最新研究进展.心理科学,2001,24(6)：737-738
[8]Borman W, Motowidlo S J.Expanding the Criterion Domain to Include Elements of Contextual Performance.San Francisco:Jossey-Bass,1993,71-98
[9]Smith C A,Organ J P Near. Organizational citizenship behavior:Its nature and antecedents.Personnel Psych,1983,45(1):653-663
[10]Podsakoff P M,S B MacKenzie,J B Paine,D G Bachrach.Organizational citizenship behaviors:A critical review of the theoretical and empirical literature and suggestions for future research.Management,2000,36(3):513-563
[11]李川云,魏存等.基层军官职业压力、社会支持与职业倦怠的典型相关分析.解放军医学杂志,2011,(12)：158-161
[12]朱仁崎,孙多勇,彭黎明.组织公平对工作绩效的影响中组织支持感的中介作用.系统工程,2013,(6)：59-67
[13]候杰泰,成子娟.结构方程模型的应用及分析策略.心理学探新,1999,(1)：54-59
[14]周兆透.大学学术组织的领导行为与教师组织公民行为的关系分析：[浙江大学博士论文].浙江：浙江大学管理学院,2007,60-67
[15]Ji Hoon Song,In Gu Kang,Yeon Ho Shin.The Impact of an organization's Procedural Justice and Transformational Leadership on Employee' Citizenship Behaviors in the Korean Business Contexe.Journal of Leadership & Organizational Studies,2012,(7):1-13
[16]龙立荣,刘亚.组织不公正及其效果研究述评.心理科学进展,2004,12(4)：584-593
[17]Luo Y.The Independent and Interactive Roles of Procedural,Distributive and Interactional Justice in Strategic Alliance. Academy of Management Journal, 2007,50(3):644-664
[18]Mcfarlin D B,Sweenery P D.Distributive and Procedural Justice as Predictors of Satisfaction with Personal and Organizational Outcomes.Academy of Manage-ment Journal,1993,35(3):626-637
[19]Bies R J, Moag J F.Interactional justice:Communication criteria of fairness. Research on negotiations in organizations, Greenwhc,1986,17(1):43-55
[20]Greenberg J.Organizational justice,Yesterday,today,and tomorrow.Journal of Management,1990,(6):399-432
[21]Greenberg J.The social side of fairness:Interpersonal and informational classes of organizational justice.Approaching fairness in human resource management, Hillsdale,NJ:Erlbaum,1993,(7):79-103
[22]Bies R J.Advances in Organizational justice.Stanford University Press,2001,77-79
[23]Colquitt J A,Greenberg J,Zapata-Phelan C P.What is Organizational Justice? A Historical Overview Handbook of Organizational Justice, Mahwah, NJ:Erlbaum, 2005,66-79
[24]Cropanzano R,Ambrse M L.Procedural and distributive justice are more similar than you think:A monistic perspective and a research agenda. Greenberg,R Cropanzanoed.Advances in organizational justice.Lexington,MA:New Lexington Press,2001,119-151
[25]Colquitt J A.On the Dimensionality of Organizational Justice:A Construct Validation of a Measure.Journal of Applied Psychology,2001,86 (8):386-400
[26]Sweeney P D.McFarLin D B. Workers'evaluations of the ends and the menans:an examination of four models of distributive and procedural justice,Organiza-tional Behavior and Humand Decision Processes,1993,55 (7):23-40
[27]Erdogan R. Antecedents and consequences of justice perceptions in performance appraisals.Human Resource Management Review,2002,17(12):555-578
[28]李超平,时勘.分配公平和程序公平对工作倦怠的影响.心理学报,2003,35(5)：677-684
[29]刘亚,龙立荣,李晔.组织公平感对组织效果变量的影响.管理世界,2003,(3)：126-132
[30]周浩,龙立荣.家长式领导与组织公平感的关系.心理学报,2007,39(5)：909-917
[31]汪新艳.中国员工组织公平感结构和现状的实证解析.管理评论,2009,(9)：39-47
[32]程德华.不同卷入度人群的组织公平结构.心理科学,2012,32(4)：1000-1002
[33]金杨华,赵文阁.组织公正的理论模型与效应研究.商业经济与管理,2008,(7)：37-41
[34]张松,戴春林,李茂平.组织公正研究：回顾与展望.心理科学进展,2010,(9)：1189-1192
[35]吕艾芹,施俊琦.团队冲突、团队信任与组织公民行为：组织公正感的中介作用.北京大学学报(自然科学版),2012,(4)：1-7
[36]周浩,龙立荣.公平感社会比较的参照对象选择研究述评.心理科学进展,2010,(6)：948-954
[37]Folger R.Rethinking equity theory:A Referent cognitions model,Justice in social relations,New York:Plenum Press,1986,145-162
[38]DeCremer D.Exploring the instrumental versus nn-instrumental aspects of procedural fairness:the usefulness of a person X situation approach.In:F. Ccolumbus(Eds).Advances in Psychology Research. Huntington,N.Y:Nova Science,2002,77-89
[39]Thibaut H,Waoker L.Procedural justice:A psychological analysis.Hillsdale, NJ:Erlbaum,1975,134-156
[40]Walker.L.Lind,Ea Thibaut J.The relaitoship between procedural justice and distributive justice. Virginia Law Review,1979,1401-1420
[41]Lind E A,Tyler T R,The Social Psychology of Procedural Justice.New York:Plenum,1988,77-89
[42]Tyler T R,Degoey P,Smith H.Understanding why the justice of group procedures maters:A test of the psychological dynamics of the group-vulue model Journal of Personality and Social Psychology,1996,70 (5):913-930
[43]方学梅,刘永芳.从归因视角探讨组织公平感产生机制.心理科学,2008,31(1)：200-204
[44]Dittrich J E,Carroll M R.Organizational Equity Perceptions,Employee Job Satisfaction, and Departmental Absence and Turn-overRates. Organization of behavior and Human Performance,1979,(12):29-40
[45]Scholl R W,Cooper E Am,Mckenna J F. Referent selection in determining equity perceptions:Differential effects on behavioral and attitudinal outcomes. Personnel Psychology,1987,(4):113-124
[46]Zhen jiao Chne,Xi Zhang,Kwok Leung.Exploring the interactive Effect of Time Control and Justice Perception on Job Attitudes.The Journal of Social Psychology, 2012,(2):181-197
[47]刘朝,夏妮,马超群,王赛君.变革型领导风格对员工工作满意度影响的实证研究：以组织公平为中介变量.湖南大学学报(社会科学版),2013,27(2)：42-47
[48]邓益民,沈虹.组织公平与员工绩效：基于商业银行的实证分析.江海学刊,2012,(5)：103-108
[49]Kwak A.The relationship of ourganizational injustice with employee burnout and counterproductive behaviors:equity sensitivity as a moderator:[Central Michigan University PH.D thesis].Michigan,2006,156-187
[50]DeConinck J B,Stilwell C D.Incorporating organizational justice, role states, pay satisfaction and supervisor satisfaction in a model of turnover intentions.Journal of Business Research,2004,57(3):225-231
[51]Erdogan B. Antecedents and consequences of just ice perceptions in performance appraisals.Human Resource Management Review,2002,(12):555-578
[52]Huseman R C,Hatfield J D,Miles D W.A new perspective on equity theoryrthe equity sensitivity construce. Academy of Management Review,1987,(12):222-234
[53]Eisenberger R,Hungtington R,Hutchison S,Sowa D.Perceived Organizational SupportJournal of Applied Psychology,1986,71(3):500-507
[54]陈志霞,陈剑峰.组织支持感影响工作绩效的直接效应和间接效应.工业工程与管理,2008,(1)：99-104
[55]凌文辁,杨海军,方俐洛.企业员工的组织支持感.心理学报,2006,38(2)：281-287
[56]宝贡献,刘枭.感知组织支持的多维度构思模型研究.科研管理,2011,(2)：160-168
[57]Kottke J L,Sharafinski C E. Measuring perceiveds upervisory and organizational support. Educational and Psychological Measurement,1988,48 (8):1075-1079
[58]Settoon R P,Bennett N,Liden R C.Social exchange in organizations:Perceived Organizational Support,leader-member exchange, and employee reciprocity. Journal of Applied Psychology,1996,(11):219-227
[59]Miceli M P,Mulvey P W.Consequences of Satisfaction with Pay Systems:Two Field Studies.Industrial Relations,2000,39(1):62-87
[60]Rhoades L,Eisenberger R,Armeli S.Affective Commitment to the Organization: The Contribution of Perceived Organizational SupportJournal of Applied Psychology,2001,(5):825-836
[61]Wayne S J,Shore L M,Liden R C.Perceived organizational support and leader-member exchange:A social exchange perspective.Academy of Management Journal,1997,(4):82-111
[62]Hutchison S.Perceived organizational support:Further evidence of construct validity.Educational and Psychology Measurement,1997,(7):1025-1034
[63]侯莉颖,陈彪云.个体差异、组织支持感与工作绩效.深圳大学学报,2011,(2)：74-76
[64]陈志霞,陈传红.组织支持感及支持性人力资源管理对员工工作绩效的影响.数理统计与管理,2010,(7)：719-727
[65]谭小宏.个人与组织价值观匹配对员工工作投入、组织支持感的影响.心理科学,2013,35(4)：973-977
[66]孙卫敏,吕翠.组织支持感与员工敬业度的关系分析.北京理工大学学报,2012,(8)：67-73
[67]Shore L M,Wayne S J.Commitment and employee behaviour:Comparison of affective commitment and continuance commitment with perceived organizational support.Journal of Applied Psychology,1993,(8):774-780
[68]Organ D W.The Motivational Basis of Organizational Citizenship Behavior. Research in Organizational Behavior,1997,(3):23-32
[69]O'Driscoll, Randall D M.Perceived Organizational Support,Satisfaction with Rewards,and Employee Job Involvement and Organizational Commitment. Applied Psychology,1999,48(2):197-209
[70]Roades L,Eisenberger R.Perceived Organizationalsupport:A review of the literature. Journal of Applied Psychology,2002,(7):698-714
[71]王光玲.民营企业组织支持与组织公民行为关系的实证研究.统计与决策,2009,(7)：187-188
[72]刘颖,郑瑜.科研人员组织支持感与工作行为的关系研究.中国科技论坛,2011,(8)：113-119
[73]谭小宏,秦启文,潘孝富.企业员工组织支持感与工作满意度、离职意向的关系研究.心理科学,2007,30(2)：441-443
[74]宋春蒿,王辉,张一弛.组织公平对员工工作结果的影响：领导-部属交换及知觉到的组织支持的中介作用.管理学家,2012,(2)：42-50
[75]]Materson S S,Lewis K,Goldman B M,Taylor M S.Integrating justice and social exchange:the differing effects of fair procedures and treatment on work relationshop.Academy of Management Journal,2000,(4):739-748
[76]王开庆,王毅杰.组织公平、社会支持与农民工心理授权的研究.西北人口,2012,33(6)：28-33
[77]Freudenberger H J.Staff burn-out.Journal of Social Issues,1974(3):159-165
[78]Maslach C,Jackson S E.MBI:Maslach Burnout Inventory.Manual Research Edition.University of California,Consulting Psychologists Press,Palo Alto,CA,1986,147-186
[79]Shirom A.Job-related burnout.Handbook of occupational health Psychology. Washington,D C:American Psychological Association,2003,245-264
[80]Kalliath T J,O Driscoll M P,Gillespie D F,et al.A test of the Maslach Burnout Inventory in three samples of healthcare professionals. Work&Stress,2000,14(1): 35-50
[81]Cherniss C.Professional burnout in human service organizations.New York: Praeger,1980,97-102
[82]Etzion D.Annual.Vacation:Duration of Relief from Job Stressors and Burnout. Psychology Policy,2007,(3):643-649
[83]Maslach C,Schaufeli W B,Leiter M P. Job Burnout. Annual Reviews of Psychology, 2001,(2):397-422
[84]Hellesoy O,Gronhaug K, Kvitastein O.Burnout:conceptual is sures and empirical findings from a new research setting. Scandinavian ournal of Management, 2000,(6):233-247
[85]Schaufeli W,Leiter M P,Maslach Cet,al.MBI-General Survey.Palo Alto,CA： Consulting Psychologists Press,1996,245-276
[86]Astrid M R,Martinussen M.The Maslach Burnout Inventory:Factorial Validity and Consistency Across Occupational Groups In Norway. Journal Of Occupational and Organizational Psychology,2004,(7):377-384
[87]Maslach C,Jackson S E.Maslach Burnout Inventory,PaloAlto:Consulting Psychologists Press,1981,256-278
[88]Pines A.Burnout:From tedium to personal growth.New York Free Press,1981, 127-135
[89]Pines A,Aronson E. Career Burnout:Causes and Cures.Free press,1988,156-178
[90]Weiberg J,Sagie A.Teacher's physical,mental,and emotional burnout:Impact on intention to quit.The Journal of Psychology,1999,(3):333-339
[91]李超平,时堪.医护人员工作倦怠的调查.中国临床心理学杂志,2003,11(3)：170-172
[92]李永鑫,吴明证.工作倦怠结构研究.心理学报,2005,28(2)：454-457
[93]许渭生,韩海燕.高校教师职业倦怠量表的构建.中国特殊教育,2010,(5)：92-96
[94]吴维库,余天亮,宋继文.情绪智力对工作倦怠影响的实证研究.清华大学学报(哲学社会科学版),2008,(2)：122-133
[95]Mills L B,Huebner E S.A Prospective Study of Personality Characteris-tics,Occupational Stressors,and Burnout among School Psychology Practitioners. Journal of School Psychology,1998,36(1):103-120
[96]David W.Chart.Hardiness and its Role in the stress-burnout relationship among prospective chinese teachers in Hong Kong.Teaching and Teacher Education, 2003,(9):381-395
[97]王晓春,甘怡群.国外关于工作倦怠研究的现状述评.心理科学进展,2003,11(5)：567-572
[98]Bolat T,Bolat O I,Yuksel M.Relationship between role ambiguity and burnout:The mediating effect of organizational culture. Interdisciplinary Journal of Contem-porary Research in Business,2011,22(10):373-398
[99]Norman S M,Avey J B,Nimnicht J L,Pigeon N G.The interactive effects of psychological capital and organizational identity on employee organizational citizenshipand deviance behaviors.Journal of Leadership&Organizational Studies,2010,17(4):380-391
[100]Attafar A,Asl N S,Shahin.A Effects of demographic and personal factors on job burnout:An empirical study in Iran.International Journal of Management, 2011,28(4):275-286
[101]Zaidi N R, Abdul W R,Zaidi F B.Relationship between demographic characteristics and burnout among public sector university teachers of Lahore. Interdisciplinary Journal of Contemporary Research in Business,2011,13(4): 829-843
[102]Javad Khalatbaria, Shohreh Ghorbanshiroudia, Mehdi Firouzbakhsha. Correlation of Job Stress,Job Satisfaction,Job Motivation andBurnout and Feeling Stress, Procedia -Social and Behavioral Sciences,2013,(4):860-863
[103]Maslach C, Goldberg J. Prevention of burnout:New perspectives.Applied and Preventive Psychology,1998,7 (1):63-67
[104]Schaufeli W B,Enzmann D.The Burnout Companion to Study Practice:A Critical Analysis.Philadelphia:Taylor Francis,1998,235-256
[105]Zhong J,You J Gan Y,er al.Job stress,burnout,depression symptoms,and physical health among Chinese university teachers.Psychological Reports,2012,105(3): 1248-1254
[106]Alarcon G,Eschleman K J,Bowling N A.Relation-ships between personality variables and burnout:Ameta-analysis.Work & Stress,2011,23(3):244-263
[107]Hillhouse J J,Adler C M, Walters D N.A simplemodel of stress,burnout and symptomatology in medical residents:a longitudinal study.Psychology,Health & Medicine,2000,5(1):53-63
[108]许燕,王芳,蒋奖.职业枯竭：研究现状与展望.西南师范大学学报,2006,(9)：7-11
[109]孟慧,田京,李永鑫,江漪敏.外向性和绩效：工作压力与工作倦怠的中介作用.人类工效学,2009,(12)：38-41
[110]李晓艳,周二华.心理资本与情绪劳动策略、工作倦怠的关系研究.管理科学,2013,(2)：39-47
[111]詹文慧,高金金,陈毅文.组织气氛对工作倦怠的影响：工作压力的中介作用.浙江大学学报(理学版),2013,(1)：112-117
[112]李永鑫,高冬东,田际亮.教师倦怠与自尊、心理健康和离职意向的关系.心理发展与教育,2007,(4)：83-87
[113]史玥,孙林岩,王敏.工作特征、职业倦怠与工作绩效的关系研究.人类工效学,2011,3(17)：36-40
[114]焦永纪,于茜,赵文芳.基于工作满意度的人力资源人员工作倦怠干预研究.企业经济,2012,(4)：87-92
[115]王桢,李旭培,罗正学,林琳.情绪劳动工作人员心理授权与离职意向的关系：工作倦怠的中介作用.心理科学,2012,35(1)：186-190
[116]Maslach C,Schaufeli W B,Leiter M P.Job Burnout.Annual Review of Psychology,2001,52 (4):397-422
[117]Schaufeli W B,Salanova M,Bakker A B.The measurement of engagement and burnout:a two sample confirmatory factor analytic approach. Journal of Happiness Studies,2002,(3):71-92
[118]Westman M,Etzion D.The impact of vacation and job stress on burnout and absenteeism.Psychology and Health,2001,(11):595-606
[119]Etzion D. Annual vacation:duration of relief from job stressors and burnout Anxiety, Stress and Coping,2003,16 (2):213-226
[120]潘伟颖,工作倦怠与心理健康的关系以及干预研究.心理科学,2009,(6)：1488-1490
[121]胡利利,于瑞波.工作倦怠理论研究述评.科技管理研究,2011,(3)3：235-239
[122]贾海薇,我国党政干部工作倦怠心理干预机制的构建.国家行政学院学报,2012,(6)：30-35
[123]李燕萍,侯烜方.新生代员工工作价值观结构及其对工作行为的影响机理.经济管理,2012,(5)：77-85
[124]温志毅,金冬梅,郭德俊.个体工作绩效研究进展.技术经济与管理研究,2010,(3)：61-64
[125]Borman WlC,Motowidlo S J.Expanding the Criterion Domain to Include Elements of Contextual Performance.In N.Schmitt & W.C.Borman (Eds), Personnel Selection in Organizations.San Francisco:Jossey-Bass,1993,71-98
[126]Coleman V I,Borman W C.Investigating the underlying structure of the citizenship performance domain.Human Resource Management Review,2000,(10): 25-44
[127]Cote S,Miners C T H.Emotional Intelligence,CognitiveIntelligence,and Job Performance.Administrative Science Quarterly,2006,(11):1-28
[128]Rotundo M,Sackett P R.The relative importance oftask,citizenship,and counter-productive performance to global ratings of job performance.Journal of Applied Psychology,2002,87(7):66-80
[129]唐春勇,陈维政.任务绩效、关联绩效与结构体系研究.统计与决策,2005,(9)：122-123
[130]张辉华,李爱梅,凌文辁,徐波.管理者情绪智力与绩效的关系：直接和中介效应研究.南开管理评论,2009,3(12)：104-116
[131]王弘钰.劳务派遣工的组织公平、组织认同与工作绩效关系的研究：[吉林大学博士学位论文].吉林：吉林大学管理学院,2010,55-59
[132]Farh J L,Dobbins O,Cheng B S.Culture relativity in action:A comparison of self-ratings made by Chinese and U.S.workers.Personnel Psychology,1991,(4): 129-147
[133]Tsui A S,Pearce J L,Porter L W, Tripoli A M. Alternat ive approaches to the em ployee-organization relation ship:doesinvestment in employees payoff?Academy of Management Journal,1997,(4):108-121
[134]Muammer O.A moderated mediation model of the relationship between organizational citizenship behaviors andjob performance.Journal of Applied Psychology,2011,96(6):1328-1336
[135]Organ D W.Organizational Citizenship Behavior.the Good Soldier Syndrome. Lexing ton, MA:Lexington Books,1988,156-178
[136]Organ D W,Ryan K A.Mcta-analytic review of attitudinal and dispositional predictors of organizational citizenship behavior.Personnel Psychology,1995,48 (4):775-802
[137]Podsakoff P M et al.Organizational citizenship behaviors:A critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management,2000,26(3):513-563
[138]Jing Lin Farth,P Christopher Early,Shu-Chi Lin.Impetus for action:A cultural analysis of justice and Organizational Citizenship Behavor in Chinese Society. Administrative Science Quarterly,1997,421-423
[139]Farh.Organizational citizenship behavior in the People's Republic of China, Organization Science:A Journal of the Institute of Management Sciences,2004, 15(2):241-253
[140]龙静.组织公民行为理论及其应用.外国经济与管理,2000,22(3)：18-21
[141]周红云.中国公务员组织公民行为的结构模型研究.统计与决策,2009,(24)：53-55
[142]Organ D W, Ryan K A. A Meta-analytic Review of Attitudinal and Dispositional Predictors of Organizational Citizenship Behavior.Personnel Psychology,1995,48 (5):775-802
[143]Carmeli A,Josman Z E.The relationship among emotional intelligence,task performance,and organizational citzenshipbehaviors.Human Performance,2011, 19(4):403-419
[144]Jung H S,Yoon H.The effects of emotional intelligence on counterproductive work behaviors and organizational citizenship behaviors among food and beverage employees in a deluxe hotel.International Journal of Hospitality Management,2012,31(2):369-378
[145]Wong C S,Law K S.The effects of leader and follower emotional intelligence on performance and attitude:an exploratory study.The Leadership Quarterly,2011, 13(3):243-274
[146]Wang L, Chu X P, Ni J. Leader-member exchange and organizational citizenship behavior:A new perspective fromperceived insider status and Chinese traditionality. Frontiers of Business Research in China,2010,4(1):148-169
[147]Felfe J,Franke F.Invited reaction:Examining the role of perceived leader behavior on temporary employees'rganizational commitment and citizenship behavior.Human Resource Development Quarterly,2010,21(4):343-351
[148]Ouyang Y,Kun S U.Understanding employees'organizational citizenship behaviors through the mediating role of corporate social responsibility. International Research Journal of Applied Finance,2011,2(1):29-49
[149]Moorman R H,NiehoffI B P,Organ D W.Treating employeesfairly and organizational citizenship behavior:sorting the effects of ob satisfaction, organizational commitment and procedural justice.Employee Responsibilities and Rights Journal,1993,6 (3):209-225
[150]Rioux S M, Penner L A.The Causes of Organizational Citizenship Behavior:A Motivational Analysis. Journal of Applied Psychology,2001,86(6):1306-1314
[151]Bolino M C,Turnley W H,Niehoff B P.The other Side ofthe Story:Reexamining Prevailing Assumptions about Organizational Citizenship Behavior.Human Resource Management Review,2004,14(2):229-246
[152]Kiffin-Petersen S A,Jordan C L,Soutar G N.The big five,emotional exhaustion and citizenship behaviors in service settings:the mediating role of emotional labor.Personality and Individual Difference,2011,50(5):43-48
[153]Crick A P,Spector A.Hospitality quality:new directions and new challenges. International Journal of Contemporary Hospitality Management,2011,23(4): 463-478
[154]Organ D W,Podsakoff P M, Mackenzie S B.Organizationalcitizenship behavior: its nature,antecedents and consequences.Indiana:SAGE Publication,2006,45-89
[155]汪丽.员工当责感、工作满意度与组织公民行.商业经济与管理,2010,(12)：32-37
[156]曹慧,梁慧平.员工公平感对组织公民行为的影响：组织支持的中介作用.科技管理研究,2010,(14)：66-69
[157]陈浩.心理所有权、组织认同与组织公民行为.工业工程,2012,(4)：121-127
[158]尹晶,郑兴山.上级反馈对员工创造力和组织公民行为的影响.科学学与科学技术管理,2011,(12)：153-158
[159]Podsakoff P M,MacKenzie S B,Paine J B, et al. Organizationalcitizenship behaviors:A critical review of the theoreticaland empirical literature and suggestions for future research. Journal of Management,2000,26(3):513-563
[160]刘芳,王浩.组织心理所有权与工作态度、行为和结果的关系研究.软科学,2010,(24)9：124-128
[161]Organ D W,Podsakoff P M,Mackenzie S B.Organizational Citizenship Behavior: Its Nature,Antecedents and Consequences.Thousand Oaks:SAGE Publications, 2006,310-354
[162]王燕,龙立荣.分配不公正下退缩行为：程序公正和活动公正的影响.心理学报,2007,39(2)：335-342
[163]侯莉颖、陈彪云.个体差异、组织支持感与工作绩效.深圳大学学报(人文社会科学版),2011,(3)：99-105
[164]Felfe J,Franke F.Invited reaction:Examining the role of perceived leader behavior on temporary employees'organizational commitment and citizenship behavior.Human Resource Development Quarterly,2010,21(4):343-351
[165]Ouyang Y,Kun S U.Understanding employees'organizational citizenship behaviors through the mediating role of corporate social responsibility. International Research Journal of Applied Finance,2011,2(1):29-49
[166]Lavelle J,Brockner J,Konovsky M A,et al. Commitment, procedural fairness, and organizational citizenship behavior:A multifoci analysis.Journal of Organiza-tional Behavior,2009,30(2):337-357
[167]Messer B,White F.Employees'mood, perceptions of fairness, and organizational citizenship behavior.Journal of Business&Psychology,2006,21(11):65-82
[168]Parivash Jafaria, Shabnam Bidarian,The relationship between organizational justice and organizational citizenship behavior,Procedia-Social and Behavioral Sciences,2012,27 (11):1815-1820
[169]Alexander S,Ruderman M.The Role of Procedural and Distributive Justice in Organizational Behavior.Social Justice Research,1987,17(11):177-198
[170]Moorman R H.Relationship between organizational justice and organizational citizenship behaviors:Do fairness perceptions influence employee citizenship? Journal of Applied Psychology,1991,76 (1):845-855
[171]Allen N M,Eyer J P.Affective, continuance,normative commitment the organization. Journal of Vocational Behavior,1996,49(3):252-276
[172]Michael P Leiter,Christina Maslach.The impack of interpersonal environment on burnout and organizational commitment.Journal of Organizational Behavio,1988, 9(4):297-308
[173]Williams M L,McDaniel M A,Nguyen N T.A meta-analysis of the antecedents and consequences.Journal of Applied Psychology,2006,91(2):392-413
[174]Colquitt J A,Conlon D E,Wesson M Jet, al.,Justice at the millennium:A met a-analytic review of 25 years of organizational justice research.Journal of Applied Psychology,2001,86 (6):425-445
[175]陈曦,宋合义,薛贤.价值认同对程序公平与组织公民行为之间关系的作用研究.科学学与科学技术管理,2012,33(9)：135-139
[176]沈伊默.从社会交换的角度看组织认同的来源及效果.心理学报,2007,39(5)：918-925.
[177]Kuvaas B.An exploration of how the employee-organizationrelationship affects the linkage between perception of developmentalhuman resource practices and employee outcomes.Journal of Management Studies,2008,(9):11-26
[178]Eisenberger R,Huntin Gton R,Hutchison,et al.Perceived Organizational Support.Journal of Applied Psychology,1986,71 (3):500-507
[179]Wayne S J,Shore L M,Liden R C.Perceived Organizational Support and Leader Member Exchange:A Social Exchange Perspective.Academyof Management Journal,1997,40(1):82-111
[180]Shalhoop J H.Social exchange as a mediator of the relationship between organizational justice and workplace outcomes.Univ. of Akron,2003,123-145
[181]李永鑫,工作倦怠及其测量.心理科学,2003,26(3)：556-557
[182]白玉苓,工作压力、组织支持感和工作倦怠的关系：[首都经济贸易大学博士论文].北京：首都经济贸易大学管理学院,2010,60-78
[183]Cohen S,Wills T A.Stress,social support,and the buffering hypothesis.Psycholo-gical Bulletin,1985,98(5):310-345
[184]Brown N C, Prashantham B J, A bbott M. Personality, social support and burnout among human service professionals inlndia.Journal of Community and Applied Social Psychology,2003,(3):320-324
[185]Duke A B,Goodman J M,Treadway D C,et al.Perceived organizational support as a moderator of emotional labor outcomes relationships. Journal of Applied Social Psychology,2009,39(5):1013-1034
[186]李金波,许百华,左伍衡.影响工作倦怠形成的组织情境因素分析.中国临床心理学杂志,2006,14(2)：146-149
[187]李永鑫,三种职业人群工作倦怠的比较研究：基于整合的视角：[华东师范大学博士学位论文].上海：华东师范大学心理学院,2005：88-117
[188]Rhoades L,Eisenberger R,Armeli S.Affective commitment to the organization: the contribution of perceived organizational support. Journal of Applied Psychol-ogy,2001,86(5):825-836
[189]James B,De Coninck.The effect of organizational justice,perceived organiza-tional support, and perceived supervisor support on marketing employees'level of trust.Journal of Business Research,2010,13(6):1349-1355
[190]陈胜军,殷建峰.组织支持感与工作绩效的关系研究.生产力研究,2010,(5)：236-238
[191]凌文辁,杨海军,方俐洛.企业员工的组织支持感.心理学报,2006,38(2)：281-287
[192]李骏峰.组织公平、工作倦怠与情感承诺的关系研究：[厦门大学硕士论文].厦门：厦门大学管理学院,2008,69-113
[193]Borman W C,Motowildo S J.Expanding the Criterion Domain to Include Elements of Contextual Performance.San Francisco Jossey-Bass,1993,71-98
[194]Tusi A S,Perace L W,Porter L Wet,al.Alternative Approaches to the Employee-Organization Relatonship:Does Investment in Employees Pay off?Academy of Management Journal,1997,40(7):1089-1121
[195]武小悦,刘绮.应用统计学.长沙：国防科学技术大学出版社,2009,392-396
[196]何晓群.多元统计分析.北京：中国人民大学出版社,2012,143-144
[197]贾俊平,统计学(第二版).北京：清华大学出版社,2006,93-97
[198]金瑜.心理测量.上海：华东师范大学出版社,2005,174-175
[199]邱皓政,林碧芳.结构方程模型的原理与应用.北京：中国轻工业出版社,2012,107-108
[200]胡培,王建琼.管理经济学.北京：高等教育出版社,2009,64-66
[201]高祥宝,董寒青.数据分析与SPSS应用.北京：清华大学出版社,2007,88-112
[202]卢怠纹.SPSS for windows统计分析.北京：电子工业出版社,2008,77-112
[203]贾俊平,统计学(第二版).北京：清华大学出版社,2006,312-315
[204]马庆国.应用统计学：数理统计方法、数据获取与SPSS应用(精要版).北京：科学出版社,2005,215-216
[205]卢纹岱,朱红兵,何丽娟,石国书.统计软件应用的常见误区与解决途径.首都体育学院学报,2005,1(1)：121-124
[206]Anne M Smith. Some problems when adopting Churchill'S Paradigm for thedevelopment of service quality measurement scales.Journal of Business Research,1999,46 (5):109-120
[207]马庆国.管理统计.北京：科学出版社,2002,99-110
[208]武小悦.应用统计学.长沙：国防科学技术大学出版社,2009,246-247
[209]Baron R M,Kenny D A.The moderator & mediator variable distinction in social psychological research:Conceptual,strategic,andstatistical considerations.Journal of Personality and Social Psychology,1986,51 (6):1173-1182
[210]温忠麟,张雷,候杰泰.中介效应检验程序及其应用.心理学报,2004,36(5)：614-620
[211]Preacher K J,Hayes A F. Asymptotic and resampling strat egies forassessing and comparing indirect effects in multiple mediator models.Behavior Research Methods,2008,40(3):879-891
[212]Taylor A B,MacKinnon D P,Tein J Y.Tests of the three-pathmediated effect. Organizational Research Methods,2008,11 (2):241-269
[213]柳士顺,凌文铨.多重中介模型及其应用.心理科学,2009,32(1)：433-435.
[214]Cohen A,Vigoda E,Samorly A.Analysis of the mediating effect of personal-psychological variables on the relationship between socioeconomic status and political participation:A structural equations framework.Political Psychology, 2001,22 (4):727-757
[215]Litchfield R C,Fan J Y.Sequential and simultaneous multiple explanation: Implications for alternative consideration when responseoptions are not provided. Judgment and Decision Making,2007,2(1):54-69
[216]吴明隆.结构方程模型-AMOS的操作与应用.重庆：重庆大学出版社,2009,87-88
[217]Maslach C M,Jackson S E,leiter M P.Maslach Burnout Inventory:Manula. 3rded.PaolAlto:Consulting Psychology Press,1996,235-278
[218]王弘钰.劳务派遣工组织公平、组织认同与工作绩效关系的研究：[吉林大学博士学位论文].吉林：吉林大学管理学院,2010,137-154
[219]胡建,社会主义市场经济与改造国民性——马克思主义当代中国化断想之义.浙江工商大学学报,2008,(5)：13-19
[220]葛建华,雪梅.员工社会化、组织认同与组织公民行为.南开管理评论,2010,13(1)：42-49
[221]Organ D W,Moorman R H.Fairness in performance monitoring:The role of justice in mediating the relationship between monitoring and organizational citizenship behavior. Academy of Management Journal,1993,36(4):527-556
[222]张术霞,范琳洁,王冰.我国企业知识型员工激励因素的实证研究.科学学与科学技术管理,2011,32(5)：144-149
[223]田宝,李旭培,滕秀杰,时勘.压力情境认知评价与工作倦怠的关系.心理科学,2012,35(1)：165-170
[224]Organ D W.Organizational citizenship behavior:the good soldier syndrome. Lexington:Lexington Books,1988,151-178
[225]Ryan K.A Meta-analytic Review of Attitudianl and Dispositional Predictors of Organizational CitizenshipBehavior.Personnel Psychology,1995,48(4):775-802
[2]Russell E Johnson,Christopher Selenta,Robert G Lord.When Organizational justice and the self-concept meet:consequences for the organization and Its members.Organizational Behavior and Human Decision Processes,2006,99(2): 175-201
[3]杨付,王飞,曹兴敏.薪酬公平感对企业员工责任心的影响——基于国有大中型企业的实证研究.科学学与科学技术管理,2010,(3)：173-178
[4]吴忠民.中国社会公平的现状与趋势.江海学刊,2005,(2)：82-88
[5]李培.组织支持感理论研究述评.上海商学院学报,2008,9(4)：19-22
[6]Maslach C,Leiter M P.The Truth About Burnout:How Organizations Cause Personal Stress and What to Do About It?San Francisco:Jossey-Bass Inc,1997, 44-56
[7]陈学军,王重鸣.绩效模型的最新研究进展.心理科学,2001,24(6)：737-738
[8]Borman W, Motowidlo S J.Expanding the Criterion Domain to Include Elements of Contextual Performance.San Francisco:Jossey-Bass,1993,71-98
[9]Smith C A,Organ J P Near. Organizational citizenship behavior:Its nature and antecedents.Personnel Psych,1983,45(1):653-663
[10]Podsakoff P M,S B MacKenzie,J B Paine,D G Bachrach.Organizational citizenship behaviors:A critical review of the theoretical and empirical literature and suggestions for future research.Management,2000,36(3):513-563
[11]李川云,魏存等.基层军官职业压力、社会支持与职业倦怠的典型相关分析.解放军医学杂志,2011,(12)：158-161
[12]朱仁崎,孙多勇,彭黎明.组织公平对工作绩效的影响中组织支持感的中介作用.系统工程,2013,(6)：59-67
[13]候杰泰,成子娟.结构方程模型的应用及分析策略.心理学探新,1999,(1)：54-59
[14]周兆透.大学学术组织的领导行为与教师组织公民行为的关系分析：[浙江大学博士论文].浙江：浙江大学管理学院,2007,60-67
[15]Ji Hoon Song,In Gu Kang,Yeon Ho Shin.The Impact of an organization's Procedural Justice and Transformational Leadership on Employee' Citizenship Behaviors in the Korean Business Contexe.Journal of Leadership & Organizational Studies,2012,(7):1-13
[16]龙立荣,刘亚.组织不公正及其效果研究述评.心理科学进展,2004,12(4)：584-593
[17]Luo Y.The Independent and Interactive Roles of Procedural,Distributive and Interactional Justice in Strategic Alliance. Academy of Management Journal, 2007,50(3):644-664
[18]Mcfarlin D B,Sweenery P D.Distributive and Procedural Justice as Predictors of Satisfaction with Personal and Organizational Outcomes.Academy of Manage-ment Journal,1993,35(3):626-637
[19]Bies R J, Moag J F.Interactional justice:Communication criteria of fairness. Research on negotiations in organizations, Greenwhc,1986,17(1):43-55
[20]Greenberg J.Organizational justice,Yesterday,today,and tomorrow.Journal of Management,1990,(6):399-432
[21]Greenberg J.The social side of fairness:Interpersonal and informational classes of organizational justice.Approaching fairness in human resource management, Hillsdale,NJ:Erlbaum,1993,(7):79-103
[22]Bies R J.Advances in Organizational justice.Stanford University Press,2001,77-79
[23]Colquitt J A,Greenberg J,Zapata-Phelan C P.What is Organizational Justice? A Historical Overview Handbook of Organizational Justice, Mahwah, NJ:Erlbaum, 2005,66-79
[24]Cropanzano R,Ambrse M L.Procedural and distributive justice are more similar than you think:A monistic perspective and a research agenda. Greenberg,R Cropanzanoed.Advances in organizational justice.Lexington,MA:New Lexington Press,2001,119-151
[25]Colquitt J A.On the Dimensionality of Organizational Justice:A Construct Validation of a Measure.Journal of Applied Psychology,2001,86 (8):386-400
[26]Sweeney P D.McFarLin D B. Workers'evaluations of the ends and the menans:an examination of four models of distributive and procedural justice,Organiza-tional Behavior and Humand Decision Processes,1993,55 (7):23-40
[27]Erdogan R. Antecedents and consequences of justice perceptions in performance appraisals.Human Resource Management Review,2002,17(12):555-578
[28]李超平,时勘.分配公平和程序公平对工作倦怠的影响.心理学报,2003,35(5)：677-684
[29]刘亚,龙立荣,李晔.组织公平感对组织效果变量的影响.管理世界,2003,(3)：126-132
[30]周浩,龙立荣.家长式领导与组织公平感的关系.心理学报,2007,39(5)：909-917
[31]汪新艳.中国员工组织公平感结构和现状的实证解析.管理评论,2009,(9)：39-47
[32]程德华.不同卷入度人群的组织公平结构.心理科学,2012,32(4)：1000-1002
[33]金杨华,赵文阁.组织公正的理论模型与效应研究.商业经济与管理,2008,(7)：37-41
[34]张松,戴春林,李茂平.组织公正研究：回顾与展望.心理科学进展,2010,(9)：1189-1192
[35]吕艾芹,施俊琦.团队冲突、团队信任与组织公民行为：组织公正感的中介作用.北京大学学报(自然科学版),2012,(4)：1-7
[36]周浩,龙立荣.公平感社会比较的参照对象选择研究述评.心理科学进展,2010,(6)：948-954
[37]Folger R.Rethinking equity theory:A Referent cognitions model,Justice in social relations,New York:Plenum Press,1986,145-162
[38]DeCremer D.Exploring the instrumental versus nn-instrumental aspects of procedural fairness:the usefulness of a person X situation approach.In:F. Ccolumbus(Eds).Advances in Psychology Research. Huntington,N.Y:Nova Science,2002,77-89
[39]Thibaut H,Waoker L.Procedural justice:A psychological analysis.Hillsdale, NJ:Erlbaum,1975,134-156
[40]Walker.L.Lind,Ea Thibaut J.The relaitoship between procedural justice and distributive justice. Virginia Law Review,1979,1401-1420
[41]Lind E A,Tyler T R,The Social Psychology of Procedural Justice.New York:Plenum,1988,77-89
[42]Tyler T R,Degoey P,Smith H.Understanding why the justice of group procedures maters:A test of the psychological dynamics of the group-vulue model Journal of Personality and Social Psychology,1996,70 (5):913-930
[43]方学梅,刘永芳.从归因视角探讨组织公平感产生机制.心理科学,2008,31(1)：200-204
[44]Dittrich J E,Carroll M R.Organizational Equity Perceptions,Employee Job Satisfaction, and Departmental Absence and Turn-overRates. Organization of behavior and Human Performance,1979,(12):29-40
[45]Scholl R W,Cooper E Am,Mckenna J F. Referent selection in determining equity perceptions:Differential effects on behavioral and attitudinal outcomes. Personnel Psychology,1987,(4):113-124
[46]Zhen jiao Chne,Xi Zhang,Kwok Leung.Exploring the interactive Effect of Time Control and Justice Perception on Job Attitudes.The Journal of Social Psychology, 2012,(2):181-197
[47]刘朝,夏妮,马超群,王赛君.变革型领导风格对员工工作满意度影响的实证研究：以组织公平为中介变量.湖南大学学报(社会科学版),2013,27(2)：42-47
[48]邓益民,沈虹.组织公平与员工绩效：基于商业银行的实证分析.江海学刊,2012,(5)：103-108
[49]Kwak A.The relationship of ourganizational injustice with employee burnout and counterproductive behaviors:equity sensitivity as a moderator:[Central Michigan University PH.D thesis].Michigan,2006,156-187
[50]DeConinck J B,Stilwell C D.Incorporating organizational justice, role states, pay satisfaction and supervisor satisfaction in a model of turnover intentions.Journal of Business Research,2004,57(3):225-231
[51]Erdogan B. Antecedents and consequences of just ice perceptions in performance appraisals.Human Resource Management Review,2002,(12):555-578
[52]Huseman R C,Hatfield J D,Miles D W.A new perspective on equity theoryrthe equity sensitivity construce. Academy of Management Review,1987,(12):222-234
[53]Eisenberger R,Hungtington R,Hutchison S,Sowa D.Perceived Organizational SupportJournal of Applied Psychology,1986,71(3):500-507
[54]陈志霞,陈剑峰.组织支持感影响工作绩效的直接效应和间接效应.工业工程与管理,2008,(1)：99-104
[55]凌文辁,杨海军,方俐洛.企业员工的组织支持感.心理学报,2006,38(2)：281-287
[56]宝贡献,刘枭.感知组织支持的多维度构思模型研究.科研管理,2011,(2)：160-168
[57]Kottke J L,Sharafinski C E. Measuring perceiveds upervisory and organizational support. Educational and Psychological Measurement,1988,48 (8):1075-1079
[58]Settoon R P,Bennett N,Liden R C.Social exchange in organizations:Perceived Organizational Support,leader-member exchange, and employee reciprocity. Journal of Applied Psychology,1996,(11):219-227
[59]Miceli M P,Mulvey P W.Consequences of Satisfaction with Pay Systems:Two Field Studies.Industrial Relations,2000,39(1):62-87
[60]Rhoades L,Eisenberger R,Armeli S.Affective Commitment to the Organization: The Contribution of Perceived Organizational SupportJournal of Applied Psychology,2001,(5):825-836
[61]Wayne S J,Shore L M,Liden R C.Perceived organizational support and leader-member exchange:A social exchange perspective.Academy of Management Journal,1997,(4):82-111
[62]Hutchison S.Perceived organizational support:Further evidence of construct validity.Educational and Psychology Measurement,1997,(7):1025-1034
[63]侯莉颖,陈彪云.个体差异、组织支持感与工作绩效.深圳大学学报,2011,(2)：74-76
[64]陈志霞,陈传红.组织支持感及支持性人力资源管理对员工工作绩效的影响.数理统计与管理,2010,(7)：719-727
[65]谭小宏.个人与组织价值观匹配对员工工作投入、组织支持感的影响.心理科学,2013,35(4)：973-977
[66]孙卫敏,吕翠.组织支持感与员工敬业度的关系分析.北京理工大学学报,2012,(8)：67-73
[67]Shore L M,Wayne S J.Commitment and employee behaviour:Comparison of affective commitment and continuance commitment with perceived organizational support.Journal of Applied Psychology,1993,(8):774-780
[68]Organ D W.The Motivational Basis of Organizational Citizenship Behavior. Research in Organizational Behavior,1997,(3):23-32
[69]O'Driscoll, Randall D M.Perceived Organizational Support,Satisfaction with Rewards,and Employee Job Involvement and Organizational Commitment. Applied Psychology,1999,48(2):197-209
[70]Roades L,Eisenberger R.Perceived Organizationalsupport:A review of the literature. Journal of Applied Psychology,2002,(7):698-714
[71]王光玲.民营企业组织支持与组织公民行为关系的实证研究.统计与决策,2009,(7)：187-188
[72]刘颖,郑瑜.科研人员组织支持感与工作行为的关系研究.中国科技论坛,2011,(8)：113-119
[73]谭小宏,秦启文,潘孝富.企业员工组织支持感与工作满意度、离职意向的关系研究.心理科学,2007,30(2)：441-443
[74]宋春蒿,王辉,张一弛.组织公平对员工工作结果的影响：领导-部属交换及知觉到的组织支持的中介作用.管理学家,2012,(2)：42-50
[75]]Materson S S,Lewis K,Goldman B M,Taylor M S.Integrating justice and social exchange:the differing effects of fair procedures and treatment on work relationshop.Academy of Management Journal,2000,(4):739-748
[76]王开庆,王毅杰.组织公平、社会支持与农民工心理授权的研究.西北人口,2012,33(6)：28-33
[77]Freudenberger H J.Staff burn-out.Journal of Social Issues,1974(3):159-165
[78]Maslach C,Jackson S E.MBI:Maslach Burnout Inventory.Manual Research Edition.University of California,Consulting Psychologists Press,Palo Alto,CA,1986,147-186
[79]Shirom A.Job-related burnout.Handbook of occupational health Psychology. Washington,D C:American Psychological Association,2003,245-264
[80]Kalliath T J,O Driscoll M P,Gillespie D F,et al.A test of the Maslach Burnout Inventory in three samples of healthcare professionals. Work&Stress,2000,14(1): 35-50
[81]Cherniss C.Professional burnout in human service organizations.New York: Praeger,1980,97-102
[82]Etzion D.Annual.Vacation:Duration of Relief from Job Stressors and Burnout. Psychology Policy,2007,(3):643-649
[83]Maslach C,Schaufeli W B,Leiter M P. Job Burnout. Annual Reviews of Psychology, 2001,(2):397-422
[84]Hellesoy O,Gronhaug K, Kvitastein O.Burnout:conceptual is sures and empirical findings from a new research setting. Scandinavian ournal of Management, 2000,(6):233-247
[85]Schaufeli W,Leiter M P,Maslach Cet,al.MBI-General Survey.Palo Alto,CA： Consulting Psychologists Press,1996,245-276
[86]Astrid M R,Martinussen M.The Maslach Burnout Inventory:Factorial Validity and Consistency Across Occupational Groups In Norway. Journal Of Occupational and Organizational Psychology,2004,(7):377-384
[87]Maslach C,Jackson S E.Maslach Burnout Inventory,PaloAlto:Consulting Psychologists Press,1981,256-278
[88]Pines A.Burnout:From tedium to personal growth.New York Free Press,1981, 127-135
[89]Pines A,Aronson E. Career Burnout:Causes and Cures.Free press,1988,156-178
[90]Weiberg J,Sagie A.Teacher's physical,mental,and emotional burnout:Impact on intention to quit.The Journal of Psychology,1999,(3):333-339
[91]李超平,时堪.医护人员工作倦怠的调查.中国临床心理学杂志,2003,11(3)：170-172
[92]李永鑫,吴明证.工作倦怠结构研究.心理学报,2005,28(2)：454-457
[93]许渭生,韩海燕.高校教师职业倦怠量表的构建.中国特殊教育,2010,(5)：92-96
[94]吴维库,余天亮,宋继文.情绪智力对工作倦怠影响的实证研究.清华大学学报(哲学社会科学版),2008,(2)：122-133
[95]Mills L B,Huebner E S.A Prospective Study of Personality Characteris-tics,Occupational Stressors,and Burnout among School Psychology Practitioners. Journal of School Psychology,1998,36(1):103-120
[96]David W.Chart.Hardiness and its Role in the stress-burnout relationship among prospective chinese teachers in Hong Kong.Teaching and Teacher Education, 2003,(9):381-395
[97]王晓春,甘怡群.国外关于工作倦怠研究的现状述评.心理科学进展,2003,11(5)：567-572
[98]Bolat T,Bolat O I,Yuksel M.Relationship between role ambiguity and burnout:The mediating effect of organizational culture. Interdisciplinary Journal of Contem-porary Research in Business,2011,22(10):373-398
[99]Norman S M,Avey J B,Nimnicht J L,Pigeon N G.The interactive effects of psychological capital and organizational identity on employee organizational citizenshipand deviance behaviors.Journal of Leadership&Organizational Studies,2010,17(4):380-391
[100]Attafar A,Asl N S,Shahin.A Effects of demographic and personal factors on job burnout:An empirical study in Iran.International Journal of Management, 2011,28(4):275-286
[101]Zaidi N R, Abdul W R,Zaidi F B.Relationship between demographic characteristics and burnout among public sector university teachers of Lahore. Interdisciplinary Journal of Contemporary Research in Business,2011,13(4): 829-843
[102]Javad Khalatbaria, Shohreh Ghorbanshiroudia, Mehdi Firouzbakhsha. Correlation of Job Stress,Job Satisfaction,Job Motivation andBurnout and Feeling Stress, Procedia -Social and Behavioral Sciences,2013,(4):860-863
[103]Maslach C, Goldberg J. Prevention of burnout:New perspectives.Applied and Preventive Psychology,1998,7 (1):63-67
[104]Schaufeli W B,Enzmann D.The Burnout Companion to Study Practice:A Critical Analysis.Philadelphia:Taylor Francis,1998,235-256
[105]Zhong J,You J Gan Y,er al.Job stress,burnout,depression symptoms,and physical health among Chinese university teachers.Psychological Reports,2012,105(3): 1248-1254
[106]Alarcon G,Eschleman K J,Bowling N A.Relation-ships between personality variables and burnout:Ameta-analysis.Work & Stress,2011,23(3):244-263
[107]Hillhouse J J,Adler C M, Walters D N.A simplemodel of stress,burnout and symptomatology in medical residents:a longitudinal study.Psychology,Health & Medicine,2000,5(1):53-63
[108]许燕,王芳,蒋奖.职业枯竭：研究现状与展望.西南师范大学学报,2006,(9)：7-11
[109]孟慧,田京,李永鑫,江漪敏.外向性和绩效：工作压力与工作倦怠的中介作用.人类工效学,2009,(12)：38-41
[110]李晓艳,周二华.心理资本与情绪劳动策略、工作倦怠的关系研究.管理科学,2013,(2)：39-47
[111]詹文慧,高金金,陈毅文.组织气氛对工作倦怠的影响：工作压力的中介作用.浙江大学学报(理学版),2013,(1)：112-117
[112]李永鑫,高冬东,田际亮.教师倦怠与自尊、心理健康和离职意向的关系.心理发展与教育,2007,(4)：83-87
[113]史玥,孙林岩,王敏.工作特征、职业倦怠与工作绩效的关系研究.人类工效学,2011,3(17)：36-40
[114]焦永纪,于茜,赵文芳.基于工作满意度的人力资源人员工作倦怠干预研究.企业经济,2012,(4)：87-92
[115]王桢,李旭培,罗正学,林琳.情绪劳动工作人员心理授权与离职意向的关系：工作倦怠的中介作用.心理科学,2012,35(1)：186-190
[116]Maslach C,Schaufeli W B,Leiter M P.Job Burnout.Annual Review of Psychology,2001,52 (4):397-422
[117]Schaufeli W B,Salanova M,Bakker A B.The measurement of engagement and burnout:a two sample confirmatory factor analytic approach. Journal of Happiness Studies,2002,(3):71-92
[118]Westman M,Etzion D.The impact of vacation and job stress on burnout and absenteeism.Psychology and Health,2001,(11):595-606
[119]Etzion D. Annual vacation:duration of relief from job stressors and burnout Anxiety, Stress and Coping,2003,16 (2):213-226
[120]潘伟颖,工作倦怠与心理健康的关系以及干预研究.心理科学,2009,(6)：1488-1490
[121]胡利利,于瑞波.工作倦怠理论研究述评.科技管理研究,2011,(3)3：235-239
[122]贾海薇,我国党政干部工作倦怠心理干预机制的构建.国家行政学院学报,2012,(6)：30-35
[123]李燕萍,侯烜方.新生代员工工作价值观结构及其对工作行为的影响机理.经济管理,2012,(5)：77-85
[124]温志毅,金冬梅,郭德俊.个体工作绩效研究进展.技术经济与管理研究,2010,(3)：61-64
[125]Borman WlC,Motowidlo S J.Expanding the Criterion Domain to Include Elements of Contextual Performance.In N.Schmitt & W.C.Borman (Eds), Personnel Selection in Organizations.San Francisco:Jossey-Bass,1993,71-98
[126]Coleman V I,Borman W C.Investigating the underlying structure of the citizenship performance domain.Human Resource Management Review,2000,(10): 25-44
[127]Cote S,Miners C T H.Emotional Intelligence,CognitiveIntelligence,and Job Performance.Administrative Science Quarterly,2006,(11):1-28
[128]Rotundo M,Sackett P R.The relative importance oftask,citizenship,and counter-productive performance to global ratings of job performance.Journal of Applied Psychology,2002,87(7):66-80
[129]唐春勇,陈维政.任务绩效、关联绩效与结构体系研究.统计与决策,2005,(9)：122-123
[130]张辉华,李爱梅,凌文辁,徐波.管理者情绪智力与绩效的关系：直接和中介效应研究.南开管理评论,2009,3(12)：104-116
[131]王弘钰.劳务派遣工的组织公平、组织认同与工作绩效关系的研究：[吉林大学博士学位论文].吉林：吉林大学管理学院,2010,55-59
[132]Farh J L,Dobbins O,Cheng B S.Culture relativity in action:A comparison of self-ratings made by Chinese and U.S.workers.Personnel Psychology,1991,(4): 129-147
[133]Tsui A S,Pearce J L,Porter L W, Tripoli A M. Alternat ive approaches to the em ployee-organization relation ship:doesinvestment in employees payoff?Academy of Management Journal,1997,(4):108-121
[134]Muammer O.A moderated mediation model of the relationship between organizational citizenship behaviors andjob performance.Journal of Applied Psychology,2011,96(6):1328-1336
[135]Organ D W.Organizational Citizenship Behavior.the Good Soldier Syndrome. Lexing ton, MA:Lexington Books,1988,156-178
[136]Organ D W,Ryan K A.Mcta-analytic review of attitudinal and dispositional predictors of organizational citizenship behavior.Personnel Psychology,1995,48 (4):775-802
[137]Podsakoff P M et al.Organizational citizenship behaviors:A critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management,2000,26(3):513-563
[138]Jing Lin Farth,P Christopher Early,Shu-Chi Lin.Impetus for action:A cultural analysis of justice and Organizational Citizenship Behavor in Chinese Society. Administrative Science Quarterly,1997,421-423
[139]Farh.Organizational citizenship behavior in the People's Republic of China, Organization Science:A Journal of the Institute of Management Sciences,2004, 15(2):241-253
[140]龙静.组织公民行为理论及其应用.外国经济与管理,2000,22(3)：18-21
[141]周红云.中国公务员组织公民行为的结构模型研究.统计与决策,2009,(24)：53-55
[142]Organ D W, Ryan K A. A Meta-analytic Review of Attitudinal and Dispositional Predictors of Organizational Citizenship Behavior.Personnel Psychology,1995,48 (5):775-802
[143]Carmeli A,Josman Z E.The relationship among emotional intelligence,task performance,and organizational citzenshipbehaviors.Human Performance,2011, 19(4):403-419
[144]Jung H S,Yoon H.The effects of emotional intelligence on counterproductive work behaviors and organizational citizenship behaviors among food and beverage employees in a deluxe hotel.International Journal of Hospitality Management,2012,31(2):369-378
[145]Wong C S,Law K S.The effects of leader and follower emotional intelligence on performance and attitude:an exploratory study.The Leadership Quarterly,2011, 13(3):243-274
[146]Wang L, Chu X P, Ni J. Leader-member exchange and organizational citizenship behavior:A new perspective fromperceived insider status and Chinese traditionality. Frontiers of Business Research in China,2010,4(1):148-169
[147]Felfe J,Franke F.Invited reaction:Examining the role of perceived leader behavior on temporary employees'rganizational commitment and citizenship behavior.Human Resource Development Quarterly,2010,21(4):343-351
[148]Ouyang Y,Kun S U.Understanding employees'organizational citizenship behaviors through the mediating role of corporate social responsibility. International Research Journal of Applied Finance,2011,2(1):29-49
[149]Moorman R H,NiehoffI B P,Organ D W.Treating employeesfairly and organizational citizenship behavior:sorting the effects of ob satisfaction, organizational commitment and procedural justice.Employee Responsibilities and Rights Journal,1993,6 (3):209-225
[150]Rioux S M, Penner L A.The Causes of Organizational Citizenship Behavior:A Motivational Analysis. Journal of Applied Psychology,2001,86(6):1306-1314
[151]Bolino M C,Turnley W H,Niehoff B P.The other Side ofthe Story:Reexamining Prevailing Assumptions about Organizational Citizenship Behavior.Human Resource Management Review,2004,14(2):229-246
[152]Kiffin-Petersen S A,Jordan C L,Soutar G N.The big five,emotional exhaustion and citizenship behaviors in service settings:the mediating role of emotional labor.Personality and Individual Difference,2011,50(5):43-48
[153]Crick A P,Spector A.Hospitality quality:new directions and new challenges. International Journal of Contemporary Hospitality Management,2011,23(4): 463-478
[154]Organ D W,Podsakoff P M, Mackenzie S B.Organizationalcitizenship behavior: its nature,antecedents and consequences.Indiana:SAGE Publication,2006,45-89
[155]汪丽.员工当责感、工作满意度与组织公民行.商业经济与管理,2010,(12)：32-37
[156]曹慧,梁慧平.员工公平感对组织公民行为的影响：组织支持的中介作用.科技管理研究,2010,(14)：66-69
[157]陈浩.心理所有权、组织认同与组织公民行为.工业工程,2012,(4)：121-127
[158]尹晶,郑兴山.上级反馈对员工创造力和组织公民行为的影响.科学学与科学技术管理,2011,(12)：153-158
[159]Podsakoff P M,MacKenzie S B,Paine J B, et al. Organizationalcitizenship behaviors:A critical review of the theoreticaland empirical literature and suggestions for future research. Journal of Management,2000,26(3):513-563
[160]刘芳,王浩.组织心理所有权与工作态度、行为和结果的关系研究.软科学,2010,(24)9：124-128
[161]Organ D W,Podsakoff P M,Mackenzie S B.Organizational Citizenship Behavior: Its Nature,Antecedents and Consequences.Thousand Oaks:SAGE Publications, 2006,310-354
[162]王燕,龙立荣.分配不公正下退缩行为：程序公正和活动公正的影响.心理学报,2007,39(2)：335-342
[163]侯莉颖、陈彪云.个体差异、组织支持感与工作绩效.深圳大学学报(人文社会科学版),2011,(3)：99-105
[164]Felfe J,Franke F.Invited reaction:Examining the role of perceived leader behavior on temporary employees'organizational commitment and citizenship behavior.Human Resource Development Quarterly,2010,21(4):343-351
[165]Ouyang Y,Kun S U.Understanding employees'organizational citizenship behaviors through the mediating role of corporate social responsibility. International Research Journal of Applied Finance,2011,2(1):29-49
[166]Lavelle J,Brockner J,Konovsky M A,et al. Commitment, procedural fairness, and organizational citizenship behavior:A multifoci analysis.Journal of Organiza-tional Behavior,2009,30(2):337-357
[167]Messer B,White F.Employees'mood, perceptions of fairness, and organizational citizenship behavior.Journal of Business&Psychology,2006,21(11):65-82
[168]Parivash Jafaria, Shabnam Bidarian,The relationship between organizational justice and organizational citizenship behavior,Procedia-Social and Behavioral Sciences,2012,27 (11):1815-1820
[169]Alexander S,Ruderman M.The Role of Procedural and Distributive Justice in Organizational Behavior.Social Justice Research,1987,17(11):177-198
[170]Moorman R H.Relationship between organizational justice and organizational citizenship behaviors:Do fairness perceptions influence employee citizenship? Journal of Applied Psychology,1991,76 (1):845-855
[171]Allen N M,Eyer J P.Affective, continuance,normative commitment the organization. Journal of Vocational Behavior,1996,49(3):252-276
[172]Michael P Leiter,Christina Maslach.The impack of interpersonal environment on burnout and organizational commitment.Journal of Organizational Behavio,1988, 9(4):297-308
[173]Williams M L,McDaniel M A,Nguyen N T.A meta-analysis of the antecedents and consequences.Journal of Applied Psychology,2006,91(2):392-413
[174]Colquitt J A,Conlon D E,Wesson M Jet, al.,Justice at the millennium:A met a-analytic review of 25 years of organizational justice research.Journal of Applied Psychology,2001,86 (6):425-445
[175]陈曦,宋合义,薛贤.价值认同对程序公平与组织公民行为之间关系的作用研究.科学学与科学技术管理,2012,33(9)：135-139
[176]沈伊默.从社会交换的角度看组织认同的来源及效果.心理学报,2007,39(5)：918-925.
[177]Kuvaas B.An exploration of how the employee-organizationrelationship affects the linkage between perception of developmentalhuman resource practices and employee outcomes.Journal of Management Studies,2008,(9):11-26
[178]Eisenberger R,Huntin Gton R,Hutchison,et al.Perceived Organizational Support.Journal of Applied Psychology,1986,71 (3):500-507
[179]Wayne S J,Shore L M,Liden R C.Perceived Organizational Support and Leader Member Exchange:A Social Exchange Perspective.Academyof Management Journal,1997,40(1):82-111
[180]Shalhoop J H.Social exchange as a mediator of the relationship between organizational justice and workplace outcomes.Univ. of Akron,2003,123-145
[181]李永鑫,工作倦怠及其测量.心理科学,2003,26(3)：556-557
[182]白玉苓,工作压力、组织支持感和工作倦怠的关系：[首都经济贸易大学博士论文].北京：首都经济贸易大学管理学院,2010,60-78
[183]Cohen S,Wills T A.Stress,social support,and the buffering hypothesis.Psycholo-gical Bulletin,1985,98(5):310-345
[184]Brown N C, Prashantham B J, A bbott M. Personality, social support and burnout among human service professionals inlndia.Journal of Community and Applied Social Psychology,2003,(3):320-324
[185]Duke A B,Goodman J M,Treadway D C,et al.Perceived organizational support as a moderator of emotional labor outcomes relationships. Journal of Applied Social Psychology,2009,39(5):1013-1034
[186]李金波,许百华,左伍衡.影响工作倦怠形成的组织情境因素分析.中国临床心理学杂志,2006,14(2)：146-149
[187]李永鑫,三种职业人群工作倦怠的比较研究：基于整合的视角：[华东师范大学博士学位论文].上海：华东师范大学心理学院,2005：88-117
[188]Rhoades L,Eisenberger R,Armeli S.Affective commitment to the organization: the contribution of perceived organizational support. Journal of Applied Psychol-ogy,2001,86(5):825-836
[189]James B,De Coninck.The effect of organizational justice,perceived organiza-tional support, and perceived supervisor support on marketing employees'level of trust.Journal of Business Research,2010,13(6):1349-1355
[190]陈胜军,殷建峰.组织支持感与工作绩效的关系研究.生产力研究,2010,(5)：236-238
[191]凌文辁,杨海军,方俐洛.企业员工的组织支持感.心理学报,2006,38(2)：281-287
[192]李骏峰.组织公平、工作倦怠与情感承诺的关系研究：[厦门大学硕士论文].厦门：厦门大学管理学院,2008,69-113
[193]Borman W C,Motowildo S J.Expanding the Criterion Domain to Include Elements of Contextual Performance.San Francisco Jossey-Bass,1993,71-98
[194]Tusi A S,Perace L W,Porter L Wet,al.Alternative Approaches to the Employee-Organization Relatonship:Does Investment in Employees Pay off?Academy of Management Journal,1997,40(7):1089-1121
[195]武小悦,刘绮.应用统计学.长沙：国防科学技术大学出版社,2009,392-396
[196]何晓群.多元统计分析.北京：中国人民大学出版社,2012,143-144
[197]贾俊平,统计学(第二版).北京：清华大学出版社,2006,93-97
[198]金瑜.心理测量.上海：华东师范大学出版社,2005,174-175
[199]邱皓政,林碧芳.结构方程模型的原理与应用.北京：中国轻工业出版社,2012,107-108
[200]胡培,王建琼.管理经济学.北京：高等教育出版社,2009,64-66
[201]高祥宝,董寒青.数据分析与SPSS应用.北京：清华大学出版社,2007,88-112
[202]卢怠纹.SPSS for windows统计分析.北京：电子工业出版社,2008,77-112
[203]贾俊平,统计学(第二版).北京：清华大学出版社,2006,312-315
[204]马庆国.应用统计学：数理统计方法、数据获取与SPSS应用(精要版).北京：科学出版社,2005,215-216
[205]卢纹岱,朱红兵,何丽娟,石国书.统计软件应用的常见误区与解决途径.首都体育学院学报,2005,1(1)：121-124
[206]Anne M Smith. Some problems when adopting Churchill'S Paradigm for thedevelopment of service quality measurement scales.Journal of Business Research,1999,46 (5):109-120
[207]马庆国.管理统计.北京：科学出版社,2002,99-110
[208]武小悦.应用统计学.长沙：国防科学技术大学出版社,2009,246-247
[209]Baron R M,Kenny D A.The moderator & mediator variable distinction in social psychological research:Conceptual,strategic,andstatistical considerations.Journal of Personality and Social Psychology,1986,51 (6):1173-1182
[210]温忠麟,张雷,候杰泰.中介效应检验程序及其应用.心理学报,2004,36(5)：614-620
[211]Preacher K J,Hayes A F. Asymptotic and resampling strat egies forassessing and comparing indirect effects in multiple mediator models.Behavior Research Methods,2008,40(3):879-891
[212]Taylor A B,MacKinnon D P,Tein J Y.Tests of the three-pathmediated effect. Organizational Research Methods,2008,11 (2):241-269
[213]柳士顺,凌文铨.多重中介模型及其应用.心理科学,2009,32(1)：433-435.
[214]Cohen A,Vigoda E,Samorly A.Analysis of the mediating effect of personal-psychological variables on the relationship between socioeconomic status and political participation:A structural equations framework.Political Psychology, 2001,22 (4):727-757
[215]Litchfield R C,Fan J Y.Sequential and simultaneous multiple explanation: Implications for alternative consideration when responseoptions are not provided. Judgment and Decision Making,2007,2(1):54-69
[216]吴明隆.结构方程模型-AMOS的操作与应用.重庆：重庆大学出版社,2009,87-88
[217]Maslach C M,Jackson S E,leiter M P.Maslach Burnout Inventory:Manula. 3rded.PaolAlto:Consulting Psychology Press,1996,235-278
[218]王弘钰.劳务派遣工组织公平、组织认同与工作绩效关系的研究：[吉林大学博士学位论文].吉林：吉林大学管理学院,2010,137-154
[219]胡建,社会主义市场经济与改造国民性——马克思主义当代中国化断想之义.浙江工商大学学报,2008,(5)：13-19
[220]葛建华,雪梅.员工社会化、组织认同与组织公民行为.南开管理评论,2010,13(1)：42-49
[221]Organ D W,Moorman R H.Fairness in performance monitoring:The role of justice in mediating the relationship between monitoring and organizational citizenship behavior. Academy of Management Journal,1993,36(4):527-556
[222]张术霞,范琳洁,王冰.我国企业知识型员工激励因素的实证研究.科学学与科学技术管理,2011,32(5)：144-149
[223]田宝,李旭培,滕秀杰,时勘.压力情境认知评价与工作倦怠的关系.心理科学,2012,35(1)：165-170
[224]Organ D W.Organizational citizenship behavior:the good soldier syndrome. Lexington:Lexington Books,1988,151-178
[225]Ryan K.A Meta-analytic Review of Attitudianl and Dispositional Predictors of Organizational CitizenshipBehavior.Personnel Psychology,1995,48(4):775-802