组织公平与人格特质对员工创新行为的交互影响研究被引量：49

A Study on Relationship between Effects of the Organizational Justice and Personality Traits on Employees' Innovative Behavior

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摘要采用方便抽样的方式对企业340名员工就大五人格特质、组织公平、员工创新行为等变量进行调研,通过交互作用分析得出,人格特质中的外倾性、尽责性、宜人性、开放性均正向预测创新行为,而神经质负向预测创新行为。研究结果表明,组织公平4个维度均对创新行为有显著正向影响。组织公平正向调节外倾性、开放性、尽责性与创新行为之间的关系,反向调节宜人性与创新行为之间的关系,但对神经质与创新行为之间的关系没有调节作用。 This paper investigates 340 employees in terms of personality traits,organizational justice and employee innovative behavior by the convenient sampling approach.According to the interaction analysis,we can conclude that i） extraversion,conscientiousness,agreeableness,openness all predict innovative behavior positively,while neuroticism predicts innovative behavior negatively;ii）organizational justice consists of distributive justice,procedural justice,interpersonal justice and information justice,and each of them has a significant impact on innovative behavior;iii） organizational justice moderates the relationship between extraversion,openness,conscientiousness and the innovative behavior positively,while moderates the agreeableness negatively and has no effect on the relationship between Neuroticism and the innovative behavior.

作者姚艳虹韩树强

机构地区湖南大学工商管理学院

出处《管理学报》 CSSCI 北大核心 2013年第5期700-707,共8页 Chinese Journal of Management

基金湖南省科研条件创新专项基金资助重点项目(2011TT1011)

关键词组织公平人格特质员工创新行为 organizational justice personality traits employees＇ innovative behavior

分类号 C93 [经济管理—管理学]

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