责任归因对公平感与情感承诺关系的调节作用研究

The Moderate Effect of Responsibility Attribution on the Relationship between Justice and Affective Commitment

以上海市部分企业员工为研究对象,运用问卷调查法和层次回归分析技术探讨了责任归因对公平感与情感承诺之间关系的调节作用。结果表明,组织责任分别调节组织人际公平、组织信息公平与组织情感承诺之间的关系;主管责任分别调节主管程序公平、主管人际公平、主管信息公平与主管情感承诺之间的关系。结论:公平感与责任归因共同影响员工的情感承诺反应。

In recent years, exploring justice in the workplace a from multi - source perspective has become a hot topic in the fields of managerial psychology. Scholars found that justice in the workplace included organization/supervisor distributive justice, organization/ supervisor procedural justice, organization/supervisor interpersonal justice and organization/supervisor informational justice （ Byrne ＆ Cropanzano, 2000）. However, little research has been done to explore one of the reactions ： affective commitment, particularly affective commitment to organization and supervisors. Furthermore, researchers know even less about the factors that strengthen or reduce these relationships. It is unknown whether individuals always react to the perceived fairness of each source or if there are factors that will strengthen the fairness perception -reaction relationship. In order to answer the above questions, this paper used two methods ： one was open questions, which used key-event techniques to ask employees to recall unfair events that had happened to themselves and to describe them in their own words. The other method was response scales, which asked employees to rate the items frankly based on the said unfair events. Response scales included Justice Scale, Responsibility Attribution Scale and Affective Commitment Scale. Specifically, Justice was measured by a twenty --four-item survey, which consisted of organization procedural justice, and interpersonal justice, informational justice and supervisor procedural jus- tice, interpersonal justice, and informational justice~ Analysis of reliability indicated that the internal consistency ct coefficient was. 86, ~ 89, . 87, . 87, . 88, and . 89 respectively, indicating good reliability. For validity, confirmatory factor analysis showed that the six - - factor-model fit the data better, indicating good construct validity. Responsibility attribution was measured by a Three --items survey, which consisted of organization/supervisor responsibility attribution~ Analysis of reliability indicated that the internal consistency et coef- ficient was. 88 and. 89, respectively, suggesting good reliability. Affective commitment is measured by a twelve - e-item survey, which consisted of organizational/supervisor affective commitment. Analysis of reliability indicated that the internal consistency ct coefficient was . 86, and . 92 respectively, suggesting good reliability. All the data were analyzed with the software SPSS 11.5 and AMOS 7. O, and the main statistical methods were correlation analyses and hierarchical regression analyses. The results indicated that ： （ 1 ） organization responsibility attribution was a moderator of relation- ships between organization interpersonal justice, organization informational justice and organization affective commitment; and （2） su- pervisor responsibility attribution was a moderator of relationships between supervisor procedural justice, supervisor interpersonal jus- tice, supervisor informational justice and supervisor affective commitment.