Simons Tony, Roberson Quinetta
School of Hotel Administration, Cornell University, Ithaca, New York 14853-6902, USA.
J Appl Psychol. 2003 Jun;88(3):432-43. doi: 10.1037/0021-9010.88.3.432.
This work examines the aggregation of justice perceptions to the departmental level and the business-unit level, the impact of these aggregate perceptions on business-unit-level outcomes, and the usefulness of the distinction between procedural and interpersonal justice at different levels of analysis. Latent variables analyses of individual-level and department-level data from 4,539 employees in 783 departments at 97 hotel properties showed that the 2 justice types exercise unique paths of impact on employees' organizational commitment and thus on turnover intentions and discretionary service behavior. Business-unit-level analyses further demonstrate paths of association between aggregate justice perceptions, aggregate commitment levels, and the business-unit-level outcomes of employee turnover rates and customer satisfaction ratings.
本研究考察了公平感在部门层面和业务单元层面的聚合情况，这些聚合感知对业务单元层面结果的影响，以及在不同分析层面区分程序公平和人际公平的作用。对97家酒店物业中783个部门的4539名员工的个人层面和部门层面数据进行的潜在变量分析表明，这两种公平类型对员工的组织承诺有着独特的影响路径，进而对离职意图和自主服务行为产生影响。业务单元层面的分析进一步证明了聚合公平感知、聚合承诺水平与员工离职率和客户满意度评分等业务单元层面结果之间的关联路径。
