CAJ | 학술논문

采用方便抽样的方式对企业340名员工就大五人格特质、组织公平、员工创新行为等变量进行调研,通过交互作用分析得出,人格特质中的外倾性、尽责性、宜人性、开放性均正向预测创新行为,而神经质负向预测创新行为。研究结果表明,组织公平4个维度均对创新行为有显著正向影响。组织公平正向调节外倾性、开放性、尽责性与创新行为之间的关系,反向调节宜人性与创新行为之间的关系,但对神经质与创新行为之间的关系没有调节作用。
채용방편추양적방식대기업340명원공취대오인격특질、조직공평、원공창신행위등변량진행조연,통과교호작용분석득출,인격특질중적외경성、진책성、의인성、개방성균정향예측창신행위,이신경질부향예측창신행위。연구결과표명,조직공평4개유도균대창신행위유현저정향영향。조직공평정향조절외경성、개방성、진책성여창신행위지간적관계,반향조절의인성여창신행위지간적관계,단대신경질여창신행위지간적관계몰유조절작용。
This paper investigates 340 employees in terms of personality traits,organizational justice and employee innovative behavior by the convenient sampling approach.According to the interaction analysis,we can conclude that i） extraversion,conscientiousness,agreeableness,openness all predict innovative behavior positively,while neuroticism predicts innovative behavior negatively;ii）organizational justice consists of distributive justice,procedural justice,interpersonal justice and information justice,and each of them has a significant impact on innovative behavior;iii） organizational justice moderates the relationship between extraversion,openness,conscientiousness and the innovative behavior positively,while moderates the agreeableness negatively and has no effect on the relationship between Neuroticism and the innovative behavior.