互动公平开启女性管理者责任心之门：“双承诺”视角

采用问卷调查法，以国内十二家企业520名在职女性管理者为研究对象，运用层级回归分析方法，探讨了互动公平对管理者责任心的影响及其内在作用机制。结果表明：互动公平通过组织支持感的完全中介效应影响管理者责任心；职业承诺和组织承诺在互动公平与管理者责任心的关系中，分别起到了调节作用；当两者进入同一个调节模型时，组织承诺的调节作用掩盖了职业承诺的作用。文章最后讨论了本研究的理论价值和实践启示。

Interactive Justice Opens the Door to Female Managers' Conscientiousness in China:An Analysis from the Perspective of "Dual Commitments"

The sample is composed of 520 female managers col lected from 12 companies in China. Theoretical hy potheses were tested by hierarchical regression mod eling. As the results showed, perceived organizational support was found mediating the relationship of inter active justice to managers ＇ conscientiousness ; career commitment moderated this relationship between in teractive justice and managers conscientiousness such that the effect of interactive justice was stronger for managers with high career commitment;organiza tional commitment moderated this relationship be tween interactive justice and managers＇ conscien tiousness such that the effect of interactive justice was stronger for managers with high organizationalcommitment. Moreover, when both moderators were included in the same model, the organizational com mitment showed a consistent strong moderating effect on the relationship between interactive justice and managers＇ conscientiousness while career commit ment had no significant effect. In other words, when predicting the association between interactive justice and managers ＇ conscientiousness, organizational commitment was more important than career commit ment.