Yuan Guo, Jia Libin, Zhao Jian
Faculty of Education, Southwest University, Chongqing, China.
School of Social Work, Chongqing City Management College, Chongqing, China.
Work. 2016 Mar 9;54(1):189-95. doi: 10.3233/WOR-162271.
Few studies concern the moderator effect of organizational identification between organizational justice and job satisfaction.
This study aimed to examine the trilateral relationship among organizational identification, organizational justice and job satisfaction, especially focus on the moderator effect of organizational identification.
354 staffs completed the measures of organizational justice, organizational identification and job satisfaction.
Hierarchical regression analysis showed that organizational identification moderated the association between organizational justice and job satisfaction. When staffs reported a low level of organizational identification, those with high organizational justice reported higher scores in job satisfaction than those with low organizational justice. However, the impact of organizational justice on job satisfaction was not significant in high organizational identification group.
Organizational identification can significantly moderate the impact of organizational justice on job satisfaction. The significance and limitations of the results are discussed.
很少有研究关注组织认同在组织公正与工作满意度之间的调节作用。
本研究旨在考察组织认同、组织公正与工作满意度之间的三边关系，尤其关注组织认同的调节作用。
354名员工完成了组织公正、组织认同和工作满意度的测量。
层次回归分析表明，组织认同调节了组织公正与工作满意度之间的关联。当员工报告的组织认同水平较低时，组织公正高的员工在工作满意度上的得分高于组织公正低的员工。然而，在组织认同高的群体中，组织公正对工作满意度的影响并不显著。
组织认同能够显著调节组织公正对工作满意度的影响。讨论了结果的意义和局限性。
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