组织不公正及其效果研究述评

Review and Comment on Organizational Injustice

从组织公正感的研究出发,比较全面地介绍了国外关于3种组织不公正,即分配不公、程序不公正和互动不公正研究及其效果,特别分析了组织不公正对组织的具体危害,这种危害包括隐蔽的攻击、退缩行为和公开的攻击。文章还介绍了我国学者关于分配不公平方面的研究。最后,作者指出组织不公正研究可能存在的问题,即组织不公正可能本质上不同于组织公正,组织不公正研究存在操作定义狭隘和跨文化障碍,以此为基础描述了未来的研究方向。

Although organizational justice has universal effects on employees feeling and behaviors, the research on organizational injustice was very limited. Some negative effects of organizational injustice ,i.e., expression of hostility, withdrawal behaviors, and overt aggression, were found on abroad .On the basis of the studies reviewed, three kinds of possible problems on organizational injustice research which included the difference between organizational justice and organizational injustice, the operationalization of organizational injustice, the generalization of organizational injustice across culture, were proposed. Finally, the research orientation in Chinese context is suggested.