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从组织公平和组织信任出发,分析员工沉默行为的内在关系,为中小民营企业改进管理提供理论支持。通过对浙江省20家中小民营企业的问卷数据进行实证分析,发现职位、工龄等因素对员工的沉默行为有显著影响;组织公平感与员工沉默行为存在负相关;分配公平、领导公平、信息公平对员工沉默行为起部分预测作用,组织信任起部分中介作用。管理者可通过提升员工的公平感知和信任,进一步减少员工的沉默行为。
Starting from organizational justice and organizational trust, this paper analyzes the inner relationship of employees’ silent behavior and provides theoretical support for improving the management of small and medium-sized private enterprises. Through the empirical analysis of questionnaire data of 20 small and medium-sized private enterprises in Zhejiang Province, it is found that the positions, seniority and other factors have a significant impact on the employee’s silence behavior; the sense of organizational justice is negatively correlated with the employee’s silence behavior; the fair distribution, the leadership is fair and the information fair Silence behavior of employees from the part of the predictive role in organizational trust as part of the intermediary role. Managers can further reduce the employee’s silent behavior by improving the employee’s fair awareness and trust.