Choi Jaepil
Department of Management of Organizations, Hong Kong University of Science and Technology, Kowloon, Hong Kong.
J Appl Psychol. 2008 May;93(3):513-28. doi: 10.1037/0021-9010.93.3.513.
Building on 2 paradigms in organizational justice research and on fairness heuristic theory, the author argues that employees' perceptions about the fairness of social entities (their supervisor and their organization) moderate the relationship between their perceptions about the fairness of specific events and their reactions. A survey of 265 supervisor-employee pairs in 4 companies was conducted to test this argument. Hierarchical linear modeling analyses showed that when employees perceived their organization to be generally fair, this perception moderated the relationship between the perceived justice of a particular event and their reactions to the organization (organizational commitment and organization-directed citizenship behavior). In addition, employees' perceptions of the fairness of their supervisor were found to moderate the relationship between the perceived justice of a particular event and their supervisor-directed responses (trust in managers and supervisor-directed citizenship behavior) and their organization-directed responses. The results suggest that employee attitudes and behavior can be better understood when both event justice perceptions and social entity justice perceptions are considered together.
基于组织公正研究中的两种范式以及公平启发式理论，作者认为员工对社会实体（其上级和组织）公平性的认知会调节他们对特定事件公平性的认知与反应之间的关系。对4家公司的265对上级-员工进行了一项调查以检验这一观点。分层线性模型分析表明，当员工认为其组织总体公平时，这种认知会调节他们对特定事件的感知正义与其对组织的反应（组织承诺和组织导向的公民行为）之间的关系。此外，还发现员工对上级公平性的认知会调节特定事件的感知正义与其对上级的反应（对管理者的信任和上级导向的公民行为）以及对组织的反应之间的关系。结果表明，当同时考虑事件正义认知和社会实体正义认知时，能更好地理解员工的态度和行为。
