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根据社会交换理论,员工敬业是其对组织公平的回报,组织公平与员工敬业是一种交换关系。而中国传统重视人伦、亲情和特殊主义的文化特点使得二者之间的关系存在不确定性。本文假设,组织公平会通过激发员工的忠诚感来调动其敬业行为。通过对232个有效样本进行实证研究的结果发现,员工忠诚对组织公平与员工敬业有中介作用,维护人际和谐维度会削弱员工敬业的程度,而在其余四个维度的正向中介作用中,认同企业文化的中介效果最强,甘于尽责奉献最弱。这一结果显示,通过激发员工忠诚感来提升中国员工的敬业度是一条可循之路。
According to the social exchange theory, employee dedication is a fair return to the organization, and organizational justice is an exchange relationship with employee dedication. However, the cultural traits of Chinese tradition that emphasize human relations, affection and specialism make the relationship between the two uncertainties. This article assumes that organizational fairness can mobilize their professional dedication by stimulating employee loyalty. Through the empirical study of 232 valid samples, it is found that employee loyalty has an intermediary role in organizational justice and employee dedication. The maintenance of interpersonal harmony will weaken the employee’s professionalism. In the other four dimensions, The most effective intermediary corporate culture, willing to give their weakest contribution. This result shows that it is a way to improve the engagement of Chinese employees by stimulating employee loyalty.