CAJ | 학술논문

通过问卷调查以及分析234名员工及其直接领导的配对样本，从组织公正视角探讨了员工创造力的形成机制，研究了程序公正和人际公正对员工创造力的影响以及心理授权在其中的中介作用。研究结果表明，程序公正及人际公正对员工创造力有显著正向影响；心理授权在程序公正与员工创造力的关系中起部分中介作用，在人际公正与员工创造力关系中起完全中介作用。
통과문권조사이급분석234명원공급기직접령도적배대양본，종조직공정시각탐토료원공창조력적형성궤제，연구료정서공정화인제공정대원공창조력적영향이급심리수권재기중적중개작용。연구결과표명，정서공정급인제공정대원공창조력유현저정향영향；심리수권재정서공정여원공창조력적관계중기부분중개작용，재인제공정여원공창조력관계중기완전중개작용。
From the perspective of organizational justice, this study uses a sample of 234 supervi- sor-subordinate dyads to discuss the formatting mechanism of employee creativity, particularly how procedural justice and interpersonal justice affect employee creativity and the mediation process of psy- chological empowerment. The results made by the structural equation model shows that both proce- dural justice and interpersonal justice have significantly positive impact on employee creativity, and psychological empowerment partially mediates procedural justice＇s influence on employee creativity and fully mediates interpersonal justice＇s influence on employee creativity.