组织公正感研究进展

章先介绍了公正及公正感的概念,进而分析了组织公正感的概念。国外组织公正感的研究可分成3个阶段,首先由Adams提出分配公平,之后Thibaut、Leventhal等提出程序公正,最后Bies等提出相互作用公正。尽管国外对组织公正感研究比较广泛,但对公正感的结构及测量方法还存在分歧,有单因素理论、双因素理论、三因素理论和四因素理论。     

归因特性对组织公正感的影响

以上海市部分企业员工为研究对象,运用问卷调查法探讨归因特性(稳定性、可控性和有意性)对不公正感产生的影响。结果表明:归因的稳定性、可控性、有意性均对责任性有显著的正向影响;归因的稳定性、可控性、有意性均对不公平感有显著的正向影响;归因的稳定性、可控性、有意性均通过责任性部分中介作用于不公正感。     

组织公正感理论及其在企业人力资源管理中的运用

组织公正感的研究近些年在美国受到了众多学者的关注,其研究成果也越来越多地被运用于公司管理的实践。而在中国,组织公正感理论还鲜为人知。本文试图对组织公正感理论的内容及其研究成果作一系统的分析,并在此基础上,阐述其对中国人力资源管理实践的意义,以及如何运用组织公正感理论。     

组织不公正及其效果研究述评

从组织公正感的研究出发,比较全面地介绍了国外关于3种组织不公正,即分配不公、程序不公正和互动不公正研究及其效果,特别分析了组织不公正对组织的具体危害,这种危害包括隐蔽的攻击、退缩行为和公开的攻击。文章还介绍了我国学者关于分配不公平方面的研究。最后,作者指出组织不公正研究可能存在的问题,即组织不公正可能本质上不同于组织公正,组织不公正研究存在操作定义狭隘和跨文化障碍,以此为基础描述了未来的研究方向     

公正的启发理论述评

组织公正感包括分配公正、程序公正、互动公正等重要的组成要素。尽管这些公正感的构成要素有不同的内涵和影响因素,然而在许多情况下,这些要素之间有较高的一致性。与过去注重这些要素的差异性相反,Lind看到了这些公正感要素之间的一致性,提出了试图整合这些一致性的公正理论：公正的启发理论。该文比较全面地介绍了公正的启发理论的含义,如何启发等核心概念,并对启发理论存在的问题进行了分析,指出了启发理论研究的方向。     

家长式领导与组织公正感的关系

以428名企事业单位员工为调查对象,采用问卷法,探讨了家长式领导与组织公正感的关系,结果表明：（1）仁慈领导对组织公正感各维度有显著的积极影响;德行领导对组织公正感各维度有显著的积极影响;权威领导对领导公正有显著的消极影响;（2）在分配公正、程序公正上,德行与权威领导有显著负交互效应;在领导公正、领导解释上,仁慈与权威领导有显著负交互效应。最后,对研究的理论和实践意义作了探讨,并提出了未来的研究方向     

组织公正管理——基于心理帐户的视角

组织公正管理对组织意义重大,心理契约的提出给我们动态的管理组织公正提供了指导,心理帐户的提出使我们对组织公正的评判过程有了进一步的了解.其中经济帐户主要与交易型心理契约关联,而情感帐户主要与关系型心理契约关联.并最终影响公平感.     

消极情绪在程序和互动不公正感与员工偏离行为间的中介作用:传统性的调节机制

采用问卷调查法对341名员工及其同事进行调查,从情绪和文化传统性视角,探讨了程序和互动不公正对员工偏离行为的影响及其内在作用机制.结果表明:(1)消极情绪是组织不公正感对员工偏离行为作用的中介变量;(2)传统性对组织不公正感对员工偏离行为的影响作用具有调节效果;(3)使用总效应调节模型对消极情绪在组织不公正感对员工偏离行为的中介效应及传统性的调节作用进行综合性分析,发现传统性主要在第二阶段,即消极情绪对员工偏离行为的影响作用上调节效果显著.     

不确定性、情绪对公正判断的影响

本研究以不确定管理模型为理论来源,采用实验法探讨了公正判断中的情绪效应。实验1采用2（两种情绪状态：愉快/愤怒）×4（四种结果：比自己多/一样多/比自己少/不知道）被试间设计。实验2采用2（两种情绪状态：愉快/愤怒）×3（三种程序：有发言权/外显无发言权/无发言权信息）被试间设计。分别考察了分配公正与程序公正判断中的情绪影响。结果发现：不确定性调节了情绪与公平判断之间的关系。当用于公平判断的外部信息不明确时,情绪充当了公平判断的线索。     

脑神经回路预警系统:研究社会公正的新视角

广义的预警系统不仅包含预警情境下脑神经回路的活动,还包括由其引发的一系列心理和行为反应。在面临威胁或不确定情境时,人们的公正判断经常无法用传统的公平理论来解释。预警系统的观点则认为,在预警情境下人们会检测到现实威胁与理想状态的差距,激活预警系统,并促使人们通过调整态度和行为来管理消极情绪或不确定性,从而影响到人们的公正判断和公正关心。一系列fMRI和ERP的研究表明,预警情境下的心理和行为主要与大脑前扣带回皮层的活动有关。预警系统通过冲突监测、情绪表征和整体调控过程,引发了人们对公正的关心,并导致在后续的公正判断过程中产生置换过程、首因效应和极端判断。     

公正敏感性的研究现状与展望

公正敏感性是一种独立的、稳定的人格特质, 体现为个体知觉不公正的难易程度以及对知觉到的不公正所作出的反应的强烈程度。它包含受害者敏感性、观察者敏感性、得益者敏感性、犯过者敏感性四个成分, 主要使用量表法进行测量。公正敏感性是公正问题中的一个重要视角, 与亲社会行为、反社会行为密切相关, 对认知过程也有一定影响。目前的研究主要集中于公正敏感性对结果变量的影响, 今后的研究应该进一步探讨公正敏感性的影响因素。     

When deserving translates into causing: The effect of cognitive load on immanent justice reasoning

In immanent justice reasoning, negative events are attributed to some prior moral failing, even in the absence of a physically plausible causal link between them. Drawing on just-world theory, we examined immanent justice reasoning as an intuitive, deservingness-guided form of causal judgment. Participants were exposed to a story about a man who either did or did not cheat on his wife and who was subsequently injured in a car accident. Under either high or low cognitive load, participants rated the extent to which they believed the accident was the result of the man's prior moral failings. The results showed that participants causally attributed the man's accident to his prior conduct when he was immoral (vs. not immoral) more strongly under high cognitive load. Further, moderated mediation analyses showed that perceived deservingness of the accident mediated the effect of the man's prior immoral behavior on immanent justice attributions more strongly under high cognitive load. These results offer support for the notion that immanent justice attributions reflect an automatic tendency to assume that people get what they deserve.     

Procedural justice and status: status salience as antecedent of procedural fairness effects

The current article explores status as an antecedent of procedural fairness effects (the findings that perceived procedural fairness affects people's reactions, e.g., their relational judgments). On the basis of the literature, the authors proposed that salience of the general concept of status leads people to be more attentive to procedural fairness information and that, as a consequence, stronger procedural fairness effects should be found. In correspondence with this hypothesis, Experiment 1 showed stronger procedural fairness effects on people's relational treatment evaluations in a status salient condition compared with a control condition. Experiment 2 replicated this effect and, in further correspondence with the hypothesis, showed that status salience led to increased cognitive accessibility of fairness concerns. Implications for the psychology of procedural justice are discussed.     

The role of cognition and affect in the formation of customer satisfaction judgements concerning service recovery encounters

• It is widely accepted that justice perceptions play an important role in shaping customers' evaluations of service recovery experiences. However, this stream of justice research has evolved with little cross‐reference to emotion research. The current paper seeks to address this issue by explicitly considering the role of perceived justice in the elicitation of recovery‐specific consumer emotions. Specifically, we develop and test a model suggesting that perceived justice represents a cognitive appraisal dimension, which helps to explain the elicitation of positive and negative emotions during and/or after service recovery encounters. Furthermore, we argue that customer satisfaction with service recovery (i.e. recovery satisfaction) is based partly on cognitive (i.e. perceived justice based) and partly on affective responses. Support for the proposed model is provided through findings from an empirical study showing that both cognitive and affective influences work to create the recovery satisfaction judgement. This finding has significant implications for the theory and practice of service recovery management.

Copyright © 2008 John Wiley & Sons, Ltd.     

Reactions to the Fairness of Promotion Methods: Procedural justice and job satisfaction

Fairness in promotions is a core issue for organizations as it is directly related to some of the most important organizational outcomes. However, the majority of the existing research about this question has been focused on entry‐level selection, and there is a gap in knowledge in the context of promotions. This paper focuses on how workers’ perceptions of promotion systems affect organizational justice and job satisfaction. In the present study, 213 employees and supervisors from 31 different private sector organizations complete a survey regarding procedural justice (PJ), job satisfaction, transparency, promotion systems, and some demographic variables. The results show that participants who perceived organizational promotion methods as transparent reported a high level of perceived PJ, and that the methods they see as fairer are those based on assessment of performance. In addition, transparency is considered as an important antecedent of PJ. Moreover, the interaction between organizational rank and gender moderates the relationship between transparency and promotion systems with PJ. Finally, organizational justice is strongly related with job satisfaction.     

建议采纳的认知机制

决策者的认知特点, 以及决策过程中建议者,任务特征,环境因素等都会影响决策者的认知加工, 并最终影响建议采纳.目前建议采纳过程中的认知研究主要集中于决策者方面, 本文通过总结以往研究, 从决策者的认知风格,社会认知复杂性,认知策略以及情绪对认知的影响等四个方面, 系统阐述了认知对建议采纳的影响.同时, 结合态度改变理论,解释水平理论,具身认知理论以及认知失调理论等进一步讨论了建议采纳的认知发生机制, 并在此基础上初步构建了建议采纳认知机制模型.未来研究可进一步探讨决策者的认知灵活性,认知闭合需要等对建议采纳的影响, 以及建议提出的认知机制, 以丰富建议采纳领域研究.     

Does Selection Measure Scoring Influence Motivation: One size fits all?

Current theories of applicant motivation do not take the scoring of the selection measure into account. We propose that selection measures scored objectively versus using ratings have different motivational antecedents and consequences than selection measures scored using performance ratings. Results from two studies indicated differences between a cognitive ability test (scored objectively) and both an interview and written role‐play (scored using ratings) regarding the amount of self‐reported motivation, factors related to motivation (i.e., procedural justice, perceived performance, and perceived influence), and the relationship between motivation and performance. Both perceived performance and procedural justice were related to motivation across selection measures but only procedural justice was equally important. Perceived influence was only related to motivation regarding the interview. Motivation predicted performance only on the cognitive ability test. Thus, it appears that how a selection measure will be scored should be taken into account when investigating applicant motivation.     

心理预期与认知方式对负面情绪的交互调节

近年来, 研究发现对负性事件发生之前预先的心理准备, 即心理预期, 能有效降低负性事件发生后的情绪影响, 但预期过程本身却导致情绪相关神经环路的激活与主观焦虑体验。因此, 采用适应性认知调节方式克服预期过程本身的负面情绪效应, 以充分发挥事先预期的情绪调控优势, 成为情绪调节领域亟待解决的问题。另一方面, 过度负性预期--对潜在负性事件不仅作负面心理预期同时以情绪化的认知方式应对该事件, 是焦虑障碍的核心特征。因此, 对焦虑症患者进行适应性认知方式的训练以消除其情绪化应对方式, 最终减弱该人群对未知事件的过度负面预期, 可能是焦虑障碍干预的重要途径。因此, 有必要综合行为学, 多导外周生理记录与神经成像手段以揭示认知方式与心理预期对负面情绪的交互调节效应; 旨在探求发挥心理预期情绪调节优势, 减弱其情绪代价的方法; 并为焦虑症的临床治疗提供新的思路。     

Why Does Interactional Justice Promote Organizational Loyalty,Job Performance,and Prevent Mental Impairment? The Role of Social Support and Social Stressors

Using social exchange theory as a conceptual framework, we investigated the relationship between interactional justice and the outcomes organizational loyalty (affective commitment, turnover intentions), perceived job performance (self-rated performance, personal accomplishment), and mental impairment (cognitive irritation, emotional exhaustion) in an online survey of 218 employees working in the field of computer technology. Specifically, we predicted that interactional justice would heighten the quality of social exchange relationships and therefore expected perceived social support (POS) and bullying to mediate the proposed relationships. We tested our hypotheses applying a latent structural equation model. Our findings revealed that POS mediated the relationship between interactional justice and organizational loyalty, whereas bullying mediated the relationship between interactional justice and mental impairment. Practical implications are discussed concerning how to foster interactional justice and POS and how to weaken bullying behavior.     

Understanding the employee job satisfaction depending on manager's fair treatment: The role of cynicism towards the organization and co-worker support

IntroductionThe present study claims that perceived interactional justice can be a significant antecedent of job satisfaction. In this relationship, cynicism towards the organization has a mediating role on the impact of perceived interactional justice on employees’ job satisfaction. In addition, co-worker support has a moderator role on the impact of employees’ cynic attitudes and behavior on their job satisfaction.ObjectiveThis study discusses the above mentioned theoretical research model and tries to clarify the relationship among present concepts.MethodTo this end, a cross-sectional research study has been performed with the participation of 1606 employees from various banks (public and private) in Istanbul/Turkey during the coronovirus pandemic.ResultsAccording to the findings of the research, perceived interactional justice has significant positive impacts on employees’ job satisfaction. In addition, the results indicated that cynicism towards the organization has significant mediating role between perceived interactional justice and job satisfaction. Subsequently, the findings confirmed that co-worker support has significant moderating role in the relationship between cynicism towards the organization and job satisfaction.ConclusionThis study helps to understand and evaluate the factors influencing attitudes towards work at the organizational and relational levels. All study variables and the possible relationship among these, are discussed in the literature review. Finally, the implications of study for both the individual and the organization are presented in the conclusion and discussion section.