CAJ | 학술논문

目前，组织认同已经被越来越多的学者和企业家所关注。然而，对于其形成机制的研究还有待进一步的扩展。文章选取组织公平这一角度来研究组织认同形成的机理。检验了在中国情境下组织支持感在组织公平与组织认同关系中的中介作用，尤其重点探讨了公平感与组织认同关系链中领导一成员交换的调节效应和直接效应。文章以北京市6家企业的294名员工作为样本收集数据，进行统计检验。研究结果发现：组织公平促进员工组织支持感的形成，进而培育起员工的组织认同；领导～成员交换质量高时，组织公平更容易形成组织认同；领导一成员交换质量的改善会直接促进组织认同的形成。最后，讨论了文章研究的理论意义和对当前管理实践的启示和建议。
목전，조직인동이경피월래월다적학자화기업가소관주。연이，대우기형성궤제적연구환유대진일보적확전。문장선취조직공평저일각도래연구조직인동형성적궤리。검험료재중국정경하조직지지감재조직공평여조직인동관계중적중개작용，우기중점탐토료공평감여조직인동관계련중령도일성원교환적조절효응화직접효응。문장이북경시6가기업적294명원공작위양본수집수거，진행통계검험。연구결과발현：조직공평촉진원공조직지지감적형성，진이배육기원공적조직인동；령도～성원교환질량고시，조직공평경용역형성조직인동；령도일성원교환질량적개선회직접촉진조직인동적형성。최후，토론료문장연구적이론의의화대당전관리실천적계시화건의。
This study extends prior research on the relationship between organizational justice and employee attitude. Many scholars and entrepreneurs have paid much attention to organizational identification today. However, it is needed to study the mechanism. Organizational justice has been selected to explain how organizational identification is formed in this paper. This paper analyzes the mediation of leader-member exchange between organizational justice and organizational identification, and examines the adjustment effect and direct effects of the mediation on the organizational identification. Based on a sample of 294 employees from 6 enterprises in Beijing, an empirical test is conducted. Results show that organizational justice is positively related to organizational identity through perceived organizational support. The leader-member exchange takes the moderating effects in the relationship between organizational justice and organizational identification. In the case of good organizational justice, the employees who have high quality of leader-member exchange will easily form their organizational identification.