摘要
随着组织中越来越多独立工作团队的出现,团队领导者的领导风格作为一种先验的情境因素,会对组织管理的行为效果产生一定的影响。然而过去的研究中很少将团队层次的领导行为作为情景变量来考察。本研究运用676名员工样本对组织公正和交易型领导对组织承诺的影响方式进行研究,发现三种形式的组织公正对员工承诺都有正向影响,互动公正的影响作用最强,分配公正的影响不显著;团队交易型领导方式对组织互动公正与员工承诺之间的关系产生调节作用,即交易型领导越明显的团队中,组织互动公正对员工承诺的影响越大。
With more and more teams emerging, team leader becomes a preoccupied factor. Despite an abundance of research conducted on individual-level transactional leadership as predictor and outcome variables, relatively little is known about unit-level transactional leadership as situational moderator. To investigate the moderating effect of transactional leadership on the relationship between organizational justice and subordinates＇ organizational justice commitment, data were collected from 676 employees in Chinese organizations. The authors suggest that interactional justice, procedural justice and distributive justice have positive influence on employees＇ organizational commitment, with the effect of interactional justice being the strongest and the effect of distributive justice being the weakest. In particular, the authors hypothesize that transactional leadership will moderate the relationship between organizational justice and organizational commitment. The results support these hypotheses. Implications for both organizational justice and transactional leadership in transition of Chinese economy are discussed. Theoretically, this study creatively considers team leadership as a pre-existing phenomenon, verifies the moderating effects of transactional leadership on organizational justice and organizational commitment, extending current research and enrich- ing leadership theories. Practically, two points are revealed by the research： first, during the transitional period of Chinese organizations from traditional management to modern management, it is necessary to construct organizational justice, especially interactional justice. Second, it is also important to establish transactional leadership, because only in a team with transactional leadership can the effect of interactional justice be better represented.
出处
《南开管理评论》
CSSCI
2007年第5期82-88,共7页
Nankai Business Review
关键词
组织公正
互动公正
交易型领导
组织
承诺
Organizational Justice
Transactional Leadership
Organizational Commitment
