CAJ | 학술논문

借助层级团队形式制定决策，决策者能激发员工的决策承诺，确保决策的有效执行。以委员会作为决策者的层级团队为例，本文探讨了以下问题：当存在个体对自身胜任力的自信、专用性人力资本投资这两个因素的影响时，互动公平与委员会决策程序公平效应及它们之间的交互效应会发生什么变化？引入公平启发理论与不确定管理理论，本文假设并检验了上述四个因素如何交互作用于员工决策承诺。以两家大型商业银行信贷业务人员为研究对象，实证研究表明：（1）自信和专用性人力资本投资对委员会决策程序公平效应有着显著调节作用，但它们对互动公平效应的调节作用不显著；（2）当存在自信和专用性人力资本投资的影响时，较强的互动公平与委员会决策程序公平之间的交互效应更稳定一些。而较低的互动公平感知与程序公平之间的交互效应在方向上发生变化。本文有助于管理者理解“公平何时能引致员工合作”这一问题，帮助其更好地把握决策过程以获得员工对其决策的支持。本研究的假设完全基于公平启发理论（FHT）和不确定管理理论（UMT）的理论逻辑做出，实证结果与FHT和UMT的理论预测以及已有实证研究结果相一致，这意味着本研究具有较高可信性和可靠性，能为进一步理论探索提供了比较坚实的基础。
차조층급단대형식제정결책，결책자능격발원공적결책승낙，학보결책적유효집행。이위원회작위결책자적층급단대위례，본문탐토료이하문제：당존재개체대자신성임력적자신、전용성인력자본투자저량개인소적영향시，호동공평여위원회결책정서공평효응급타문지간적교호효응회발생십요변화？인입공평계발이론여불학정관리이론，본문가설병검험료상술사개인소여하교호작용우원공결책승낙。이량가대형상업은행신대업무인원위연구대상，실증연구표명：（1）자신화전용성인력자본투자대위원회결책정서공평효응유착현저조절작용，단타문대호동공평효응적조절작용불현저；（2）당존재자신화전용성인력자본투자적영향시，교강적호동공평여위원회결책정서공평지간적교호효응경은정일사。이교저적호동공평감지여정서공평지간적교호효응재방향상발생변화。본문유조우관리자리해“공평하시능인치원공합작”저일문제，방조기경호지파악결책과정이획득원공대기결책적지지。본연구적가설완전기우공평계발이론（FHT）화불학정관리이론（UMT）적이론라집주출，실증결과여FHT화UMT적이론예측이급이유실증연구결과상일치，저의미착본연구구유교고가신성화가고성，능위진일보이론탐색제공료비교견실적기출。
The decision-makers have realized that the efficient implementations of decisions are equally important with the quality of decisions. They can inspire the employees＇ commitments to decisions to ensure the implementations by making the decisions in the way of hierarchical groups. Focusing on the hierarchical groups which take committees as decision-makers, this article explores the following two questions： while the influences of confidence on the competence and specific human capital investment existed, how the individual effect of interactional justice and procedural justice in committee de- cision making on employee＇s decision commitments would change？ Furthermore, how the combined effects of those two justices on employee＇s decision commitments would change？ By introducing fairness heuristic theory （FHT） and uncertainty management theory （UMT） which were widely accepted among fairness researchers, this paper analyzes how those four factors interactively affect the employ- ees＇ decision commitments. By survey research among the employees from the loan departments of two large commercial banks in Jiangsu Province, this empirical research suggests that： firstly, confidence and specific human capital investment had significant moderating effects on procedural justice in committee decisions. On the contrast, their effects on interactional justice were not significantly supported. Sec- ondly, while the influences of confidence and specific human capital investment existed, the combined effects between higher interactional justice and procedural justice were stable. However, the combined effects between lower interactional justice and procedural justice changed negatively. This paper may help the managers understand that how and when fairness could prompt the employees to coopera- tive positions, which then helps to improve their ability on organizing the decision processes. This paper put forward its hypothesis following the ideas of FHT ＆ UMT, and the empirical results are consisted with the theoretical predictions of FHT ＆ UMT and their empirical proofs. It is suggested that this research is confidential and reliable, which then provides strong supports for future approaches.