This study develops and tests a full mediation model that examines the mediating role of job satisfaction in the Chinese context, based on a survey of 424 employees in three small and medium sized enterprises. Data an...This study develops and tests a full mediation model that examines the mediating role of job satisfaction in the Chinese context, based on a survey of 424 employees in three small and medium sized enterprises. Data analysis shows a good fit with the full mediation and all four classes of antecedents （i.e., perceived organizational support, procedural, distributive, and interactional justice）. Particularly, procedural justice contributes to the prediction of satisfaction. Job satisfaction is also shown to mediate most antecedent- consequence relationships, except the two between perceived organizational support （POS）--turnover and procedural justice--consequences. Furthermore, there are only four direct links, including POS to citizenship behaviors directed at individuals, distributive justice to turnover intention, interactional justice to citizenship behaviors directed at organizations and turnover. These direct links suggest that job satisfaction does not fully mediate the relationships.展开更多
Since managers and employees play unequal roles in organizations, they have different perceptions regarding managerial practices. Understanding such differences and investigating the underlying causes help improve bus...Since managers and employees play unequal roles in organizations, they have different perceptions regarding managerial practices. Understanding such differences and investigating the underlying causes help improve business administration and motivate organizational members. Employing data obtained from a sample of large SOEs （state owned enterprises）, this study evaluates disagreement between managers and employees in terms of their perception of organizational justice. Plausible causes of the disagreement and managerial implications are offered.展开更多
With the gradual deepening of China＇s economic reform, ＂differential mode of status,＂ which is created by the dual-track employment system in state-owned enterprises, has become a major hindrance for employees＇ en...With the gradual deepening of China＇s economic reform, ＂differential mode of status,＂ which is created by the dual-track employment system in state-owned enterprises, has become a major hindrance for employees＇ enthusiasm and initiative in workplaces. Drawing upon the ＂differential mode of status＂ theory, this paper firstly explores the internal relationships among ＂differential mode of status,＂ employees＇ perception of fairness and sense of belonging, and employee engagement. Then the mechanism of ＂differential mode of status＂ influencing employee engagement is discussed. Lastly, coping strategies are brought forward based on the actual situation of low work devotion especially in China＇s state-owned enterprises.展开更多
文摘This study develops and tests a full mediation model that examines the mediating role of job satisfaction in the Chinese context, based on a survey of 424 employees in three small and medium sized enterprises. Data analysis shows a good fit with the full mediation and all four classes of antecedents （i.e., perceived organizational support, procedural, distributive, and interactional justice）. Particularly, procedural justice contributes to the prediction of satisfaction. Job satisfaction is also shown to mediate most antecedent- consequence relationships, except the two between perceived organizational support （POS）--turnover and procedural justice--consequences. Furthermore, there are only four direct links, including POS to citizenship behaviors directed at individuals, distributive justice to turnover intention, interactional justice to citizenship behaviors directed at organizations and turnover. These direct links suggest that job satisfaction does not fully mediate the relationships.
文摘Since managers and employees play unequal roles in organizations, they have different perceptions regarding managerial practices. Understanding such differences and investigating the underlying causes help improve business administration and motivate organizational members. Employing data obtained from a sample of large SOEs （state owned enterprises）, this study evaluates disagreement between managers and employees in terms of their perception of organizational justice. Plausible causes of the disagreement and managerial implications are offered.
文摘With the gradual deepening of China＇s economic reform, ＂differential mode of status,＂ which is created by the dual-track employment system in state-owned enterprises, has become a major hindrance for employees＇ enthusiasm and initiative in workplaces. Drawing upon the ＂differential mode of status＂ theory, this paper firstly explores the internal relationships among ＂differential mode of status,＂ employees＇ perception of fairness and sense of belonging, and employee engagement. Then the mechanism of ＂differential mode of status＂ influencing employee engagement is discussed. Lastly, coping strategies are brought forward based on the actual situation of low work devotion especially in China＇s state-owned enterprises.
