Zheng Hui, Tarrence Jacob, Roscigno Vincent, Schieman Scott
Ohio State University, USA.
Ohio State University, USA.
Soc Sci Res. 2021 Mar;95:102525. doi: 10.1016/j.ssresearch.2021.102525. Epub 2021 Jan 16.
Social scientists have long been interested in questions of organizational culpability, workers' rights, and workplace equity. This study focuses on a particularly important aspect of managerial practice-financial transparency-and its implications for job-related distress. Drawing on 2011 British Workplace Employment Relations Survey data, we interrogate the transparency-distress relationship and whether it is mediated or moderated by other organizational dynamics, such as managerial relations. Our hierarchical analyses of nearly 20,000 workers across over 2,000 workplace establishments reveal that managerial communication and trust surrounding organizational financial transparency reduces job distress-an ameliorating effect that is both markedly robust and stronger in firms with limited collective bargaining coverage. Positive supervisory appraisals serve as a major mechanism underlying this relationship, with job security and organizational commitment playing a more moderate role. We conclude by highlighting our core findings in these regards and especially the centrality of social-interactional factors above and beyond monetary considerations.
长期以来，社会科学家一直对组织罪责、工人权利和职场公平等问题感兴趣。本研究聚焦于管理实践中一个特别重要的方面——财务透明度——及其对与工作相关的困扰的影响。利用2011年英国职场雇佣关系调查数据，我们探究透明度与困扰之间的关系，以及它是否由其他组织动态因素（如管理关系）介导或调节。我们对2000多家工作场所机构的近20000名工人进行的分层分析表明，围绕组织财务透明度的管理沟通和信任会减少工作困扰——这种改善效果既显著稳健，在集体谈判覆盖范围有限的公司中更强。积极的上级评价是这种关系的主要潜在机制，工作保障和组织承诺发挥的作用较为适中。我们通过强调这些方面的核心发现来得出结论，特别是社会互动因素超越金钱考量的核心地位。
