摘要
在对组织公平和工作态度进行维度划分的基础上,本文以我国"绩效工资"政策实施背景下的高校教师为研究对象,对组织公平、心理契约违背及工作态度间的关系进行了实证分析。结果发现,分配公平和程序公平对心理契约违背的消极影响显著;心理契约违背对工作满意度有着消极影响;工作满意度对组织承诺和工作投入有着积极影响;组织承诺对工作投入的积极影响不显著。最后,对本文的研究结论、启示与不足进行了阐述。
Based on discriminating dimensions of organizational justice and working attitude, this study empirically analyzes the relationships among organizational justice, psychological contract violation and working attitude, with a special reference to the data from faculty members under the ＂Performance Pay＂ policy in our country. Results reveal that, distribuutive justice and procedural justice have significantly negative impacts on psychological contract violation, which in turn has a negative impact on job satisfaction. Job satisfaction has significantly positive impacts on organizational commitment and job engagement, while the positive impact of organizational commitment on job engagement is not statistically significant. The final part of this paper illustrates conclusions, implications and limitations of this study.
出处
《南京理工大学学报（社会科学版）》
2012年第6期78-85,共8页
Journal of Nanjing University of Science and Technology：Social Sciences
关键词
组织公平
心理契约违背
工作态度
绩效工资
高校教师
organizational justice
psychological contract violation
working attitude
performance pay
faculty
