财务与金融
財務與金融
재무여금융
2012年
2期
71-78
,共8页
组织公平%组织认同感%组织公民行为
組織公平%組織認同感%組織公民行為
조직공평%조직인동감%조직공민행위
Organizational Justice%Organizational Identification%Organizational Citizenship%Behavior,Organizational Performance
本文以16家企业的181名员工为调查对象，运用统计方法对组织公平、组织认同感与组织公民行为关系进行了实证研究。结果发现：国内员工的组织认同感主要是员工对组织的情感认同，组织公平是影响组织认同感的重要因素，组织认同感对组织公民行为具有显著的影响。这些研究结果为国内企业员工组织认同理论提供了证据支持。
本文以16傢企業的181名員工為調查對象，運用統計方法對組織公平、組織認同感與組織公民行為關繫進行瞭實證研究。結果髮現：國內員工的組織認同感主要是員工對組織的情感認同，組織公平是影響組織認同感的重要因素，組織認同感對組織公民行為具有顯著的影響。這些研究結果為國內企業員工組織認同理論提供瞭證據支持。
본문이16가기업적181명원공위조사대상，운용통계방법대조직공평、조직인동감여조직공민행위관계진행료실증연구。결과발현：국내원공적조직인동감주요시원공대조직적정감인동，조직공평시영향조직인동감적중요인소，조직인동감대조직공민행위구유현저적영향。저사연구결과위국내기업원공조직인동이론제공료증거지지。
This study has empirically researched about the relationships between organizational justice, organization identifica- tion and organizational citizenship behavior by statistics methods. Data were collected among 181 workers at 16 companies through questionnaires. The results showed that the organizational identification of domestic employees is mainly affective orga- nization identification, organizational justice is an important antecedent of perceived organizational identification, and organizational identification has significant influence on organizational citizenship behaviors. The article provides an evidence support for organizational identification theory on domestic employees.
