Shen Yan
School of Health, Shandong University of Traditional Chinese Medicine, Jinan, China.
Front Psychol. 2022 Dec 1;13:1054940. doi: 10.3389/fpsyg.2022.1054940. eCollection 2022.
In the process of social exchange between employees and organizations, psychological contract, organizational identification, and cognition on distributive justice are closely related and have a common psychological basis, that is, the reciprocity of exchange. The question of how a sense of fairness can affect employees' psychology and behavior has attracted the attention of scholars and managers.
The predictive role of psychological contract on organizational identification and the moderating role of supervisors' and subordinates' cognition on distributive justice in it were investigated. A paired sample of 133 supervisors and 437 direct reports collected from private service-based SMEs was analyzed through structural equation modeling.
(1) relational psychological contract had a positive predictive effect on organizational identification and transactional psychological contract had a negative predictive effect on organizational identification; (2) subordinates' cognition on distributive justice played a moderating role in the prediction of psychological contract to organizational identification, and supervisor's cognition on distributive justice on subordinate's psychological contract and organizational identification did not reach a significant level.
This indicates that there was a significant difference between supervisors' and subordinates' cognition on distributive justice.
在员工与组织的社会交换过程中，心理契约、组织认同和对分配公平的认知密切相关且具有共同的心理基础，即交换的互惠性。公平感如何影响员工心理和行为的问题已引起学者和管理者的关注。
研究心理契约对组织认同的预测作用以及上级和下级对分配公平的认知在其中的调节作用。通过结构方程模型对从以服务为基础的私营中小企业收集的133名上级和437名直接下属的配对样本进行分析。
（1）关系型心理契约对组织认同有正向预测作用，交易型心理契约对组织认同有负向预测作用；（2）下级对分配公平的认知在心理契约对组织认同的预测中起调节作用，上级对下级心理契约和组织认同的分配公平认知未达到显著水平。
这表明上级和下级对分配公平的认知存在显著差异。
