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101.
102.
分配公平与程序公平对工作倦怠的影响 总被引:216,自引:6,他引:216
根据3家企业294份调查问卷的结果对工作倦怠量表MBI-GS进行了修订。然后,利用修订的MBI-GS和组织公平量表在6家企业进行了调查,524份有效问卷的调查进一步验证了MBI-GS的构想效度和信度;t检验和方差分析结果表明,人口统计学变量会影响组织公平和工作倦怠;分层回归的结果发现,在控制了人口统计学变量后,组织公平对工作倦怠具有较强的预测作用;进一步的优势分析表明,预测情绪衰竭时,分配公平相对来说更重要,贡献了已解释方差的65.91%;预测玩世不恭时,程序公平相对来说更重要,贡献了已解释方差的56.07% 相似文献
103.
以公平启发理论为基础,结合不确定管理理论,采用情境实验法(实验1)和行为实验法(实验2),探讨了不确定感这一工具性动机在他人的程序公正与自我的合作行为之间的中介作用。研究结果发现:(1)他人的程序公正会促进自我的合作行为的出现;(2)不确定感降低了自我的合作行为的出现;(3)不确定感中介了他人的程序公正对自我的合作行为的影响。 相似文献
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105.
Justice orientation is a justice-relevant personality trait, which is referred to as the tendency to attend to fairness issues and to internalize justice as a moral virtue. This study examined the moderating role of justice orientation in the relationship between justice perception and response to a decision problem. The authors manipulated procedural justice and the outcome valence of the decision frame within a vignette, and measured justice orientation of 174 Japanese participants. As hypothesized, the results indicated an interaction between procedural justice and framing manipulation, which was moderated by individual differences in justice orientation. In negative framing, justice effects were larger for individuals with high rather than low justice orientation. The results are explained from a social justice perspective, and the contributions and limitations of this study are also discussed with respect to our sample and framing manipulation. 相似文献
106.
A vast literature in social and organizational psychology suggests that support for authorities is driven both by the outcomes they deliver to people and by the extent to which they employ fair decision making processes. Furthermore, some of that literature describes a process‐outcome interaction, through which the effect of outcome favorability is reduced as process fairness increases. However, very few studies have been conducted to determine whether such interaction is also present in the explanation of support for political authorities. Here, we start by analyzing whether individual perceptions of the political system’s procedural fairness moderate the well‐known individual‐level relationship between perceived economic performance and government approval. Then, we explore the implications of such process‐outcome interaction to the phenomenon of “economic voting,” testing whether impartiality in governance moderates the effect of objective economic performance on aggregate incumbent parties’ support. In both cases, we show that the interaction between processes and outcomes seems to extend beyond the organizational contexts where it has been previously observed, with important implications for the study of political support. 相似文献
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108.
The effects of self-monitoring on the procedural integrity of token economy implementation by 3 staff in a special education classroom were evaluated. The subsequent changes in academic readiness behaviors of 2 students with low-incidence disabilities were measured. Multiple baselines across staff and students showed that procedural integrity increased when staff used monitoring checklists, and students' academic readiness behavior also increased. Results are discussed with respect to the use of self-monitoring and the importance of procedural integrity in public school settings. 相似文献
109.
Abstract: The purpose of this study was to examine short‐term and long‐term effects of perceived fairness, and to examine relational factors’ effects of procedural fairness in organizational conflicts between employees and supervisors among the Japanese. We asked 154 Japanese employees working in companies to rate their perception of conflicts as well as attitudes towards their own companies. We found that both perception of procedural and distributive fairness produced short‐term effects (satisfaction with outcome of conflicts) and long‐term effects (positive organizational attitudes). Perceived procedural fairness was increased by appropriate treatment of the supervisors, but our prediction that this effect would be moderated by the employees’ identification with organizations was not supported. 相似文献
110.
The model of effort–reward imbalance (ERI) received considerable research attention in the job stress literature. However, very scarce research investigated individual differences as moderators between ERI and stress. The present study is aimed at examining the combined effects of ERI, overcommitment (OVC), and the interaction between ERI and overcommitment on burnout (i.e., emotional exhaustion, cynicism, and inefficacy) and the moderating role of equity sensitivity. A questionnaire measuring ERI, burnout, and equity sensitivity was administered to 159 employees. Regression analyses were conducted to test the proposed relations and moderating hypotheses. ERI was negatively related to inefficacy and overcommitment was positively related to emotional exhaustion and cynicism. In addition, equity sensitivity was found to moderate the effect of overcommitment on emotional exhaustion and inefficacy. The findings emphasize the detrimental effect overcommitment may have on employee's mental health and suggest that the ERI model components may be closely related to perceptions of organizational justice. 相似文献