组织公平与人力资源管理关系实践的交互作用机制研究

An Study on the Interaction Mechanism of Organizational Justice and Guanxi Practice of HRM

研究以西方管理理论与中国传统文化现象的冲突与融合为背景,以组织公平和HRM关系实践对情感承诺和员工创新行为的交互作用为研究问题,通过对372位员工的问卷调查,运用回归分析方法,发现:(1)组织公平包含两种内涵,西方管理强调的一致性对待和传统文化的权变式公平;HRM关系实践会使个体对组织公平持传统观点,并将组织理解为私人关系实现交换的社交场域;(2)HRM关系实践在态度层面会降低员工对组织的信任,程序公平感和情感依附水平,对组织公平与情感承诺之间关系起负向调节作用;在行为层面表面上对员工创新行为有显著且正向的影响,但无益于员工内在工作动机和对组织忠诚感的培养。

Setting in the conflict and acculturation of the western management theory and Chinese traditionary cultural phenomenon, this study investigated the interaction effect of organizational justice and guanxi practice of HRM on affec-tive commitment and employee innovative behavior. Through the survey of 372 employees, regression analysis revealed that organizational justice could be interpreted as absolute fairness brought by western management theory and rooted in traditional culture that acted as maintaining harmonious circumstances. Guanxi practice of HRM can induce the latter connotation and make individuals perceive the organization as social intercourse circumstance. It not only decreased trust, perceived procedural justice, and affective attachment of employees, but also moderated the relationship between organizational justice and affective commitment. It influenced employee innovative behavior positively on the surface, but harmed employees’ intrinsic work motivation and loyalty actually.