CAJ | 학술논문

雇佣关系和组织公正研究已成为学术研究的热点。通过对35家企业的892名员工进行问卷调查,基于雇员感知的角度,分析人际公正对基于雇员义务的雇佣关系是否会产生影响。结果显示：人际公正对雇佣关系具有显著的正向影响;心理契约违背在人际公正与雇佣关系间具有中介作用;组织信任会减低人际不公正对雇佣关系造成的负面影响。研究表明,中国企业需要通过创建人际公正的环境氛围,提高员工对组织信任的感知水平,以发展企业内部和谐的雇佣关系。
고용관계화조직공정연구이성위학술연구적열점。통과대35가기업적892명원공진행문권조사,기우고원감지적각도,분석인제공정대기우고원의무적고용관계시부회산생영향。결과현시：인제공정대고용관계구유현저적정향영향;심리계약위배재인제공정여고용관계간구유중개작용;조직신임회감저인제불공정대고용관계조성적부면영향。연구표명,중국기업수요통과창건인제공정적배경분위,제고원공대조직신임적감지수평,이발전기업내부화해적고용관계。
The research on employment relationship and organization justice has been a hotspot in academic field. Based on the investigation of 892 employees from 35 enterprises, the thesis examines the model and discusses how interpersonal justice affects employment relationship from the employees＇ point of view.The results could be listed as follow： interpersonal justice has a significant positive effect on employment relationship; psychological contract violation has an intermediary effect on the process that interpersonal justice positively promotes the employment relationship based on employee＇s obligations; organizational trust reduces interpersonal injustice negative impact on employment relationship. Studies have shown that, in order to develop the internal harmonious employment relations, Chinese enterprises need to create a fair ambience and enhance employees＇ perception of organizational trust.