组织公正感与工作绩效关系研究综述——兼及中介变量心理资本的提出

An Overview of the Relationship between Perceived Organizational Justice and Job Performance——A Case Study of Psychological Capital as an Intermediary Variable

组织公正感是体现组织竞争力的有效指标,激励员工工作绩效的提升。众多学者聚焦于组织公正感对工作绩效的主效应研究,对缓冲效应研究较少,较少的缓冲效应研究多从社会交换视角展开。在对已有研究成果归纳、分析基础上,提出的以心理资本为中介研究组织公正感对工作绩效的作用机制是从内在心理状态这一新视角提出的新思路。在中国文化背景下,研究心理资本的中介作用,应以传统性为调节变量,其研究结果对管理实践更有价值。

The sense of organizational justice is an effective indicator to reflect competitiveness, which can stimulate the improvement of employees＇ job performance. Many scholars focus on the main effect of organizational justice on job performance, and there are few studies on buffering effect. These studies are carried out from the perspective of social exchange. On the basis of summarizing and analyzing the existing research results, this paper puts forward psychological capital as the intermediary to study the effect of organizational justice sense on work performance. This is a new way of thinking from a new perspective of inner mental state. In the future, in the context of Chinese culture, the research on the intermediary role of psychological capital should take Chinese tradition as the adjustment variable, and the research results are more valuable to management practice.