CAJ | 학술논문

情绪和公正感之间的关系一直以来颇受研究者的关注。本研究通过对250名组织员工的取样调查，探讨了情绪特质对各层面组织公正感的影响。相关分析及多元调节回归分析结果表明：积极情绪特质（TPA）对公正感存在显著的主效应，消极情绪特质（TNA）则与工作环境特征形成交互作用，共同影响对组织（或主管）实体的公正感。文章也讨论了这一研究结论对管理实践的意义。
정서화공정감지간적관계일직이래파수연구자적관주。본연구통과대250명조직원공적취양조사，탐토료정서특질대각층면조직공정감적영향。상관분석급다원조절회귀분석결과표명：적겁정서특질（TPA）대공정감존재현저적주효응，소겁정서특질（TNA）칙여공작배경특정형성교호작용，공동영향대조직（혹주관）실체적공정감。문장야토론료저일연구결론대관리실천적의의。
Research interest in the relationship between affect/affectivity and organizational justice has grown substantially in recently years. The role of affect in perception of organizational justice has received a substantial amount of attention. From a perspective of or- ganizational psychology, affect is conceptualized as two bipolar dimensions （ i. e. , factors） , namely positive and negative affects. The trait affect is expressed by the tendency to see things in positive or negative ways. People with high positive affectivity tend to perceive things through ＂pink lens＂ , while people with high negative affectivity tend to perceive things with ＂black lens＂. As an important per- ception in organizations, would organizational justice be influenced by a person~ affectivity？ This study explored the direct and indirect influences of affectivity on organizational justice and overall justice. According to the Af- fect Infusion Model, affectively loaded information exerted an influence and became incorporated in the judgmental process, entering in- to the judge~ deliberations and eventually coloring the judgmental outcome. Furthermore, as the Affective Events Theory states, one~ e- motion and mood influence job performance and job satisfaction. Three hypotheses were put forward based on the affect infusion model and the affective events theory： H1 ： Trait positive affect will have a significant positive effect on justice judgment. H2 ： Trait negative affect will have a significant negative effect on justice judgment. H3 ： Trait affect and job characteristic will have a significant interactive effect on justice judgment. Among the major measures, four scales were used including the 20-items PANA scale designed by Wason ＆ Teflegen （1988） , the organizational justice scale from Colquitt （2001）, the perceived overall justice scale from Maureen ＆ Marshal] （2009）and the job con- tent questionnaire adopted from Karasek et. al （ 1998 ）. In total, 260 empioyees from nine organizations in a big east China city were sampled. Most of the participants were from the public sectors with a mean tenure of 9.8 years. Correlation analysis and moderated mul- tiple regression were employed to analyze the data. The results indicate that （ 1 ） trait affect showed significant main eft~cts on organiza- tional justice and perceived overall justice with job requirement and job demands being controlled; （2） when we introduced the interac- tion terms of job characteristic and trait positive affect into the regression, the explanation of the equation was not enhanced ; （ 3 ） but the interaction effect of job characteristic and trait negative affect on perceived overall justice was significant. In summary, the study explored the role of trait affect in organizational justice and perceived overall justice. The results obtained from the analyses indicated that positive trait affect and negative trait affect might have different functions in organizational justice and perceived overall justice. Positive trait affect led to organizational justice more directly, but people with negative trait affect tended to consider the work environment more carefully when making justice judgment. This study also had some implications for organizations and society. For instance, managers should not only carry out emotional management, but also make great efforts to set up a transparent and unbiased environment.