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论文编号：	1502
作者编号：	1120060729
上传时间：	2009/6/18 14:55:54
中文题目：	应聘者甄选程序公平感的实证研究
英文题目：	An empirical study of applican
指导老师：	崔勋
中文关键字：	甄选；应聘者；程序公平感；文化
英文关键字：	Selection; Applicants; Procedu
中文摘要：	作为组织和社会互动的第一步，甄选程序公平往往是组织公平建设的起点。通过甄选公平建设，组织能够增进应聘者和未来员工对组织的信任并塑造他们的态度和行为，进而建立组织独一无二的竞争优势。学者们的研究证明应聘者对甄选程序的公平感受的确影响其入职前后的态度和行为意愿，同时指出应聘者公平感取决于个体特征、工作特征和组织特征等因素。基于组织公平理论是在北美文化背景下开发的事实和甄选公平现有研究结论也主要来自北美文化背景的现状，甄选公平的跨文化研究变得非常必要。但是，现有应聘者甄选程序公平感的理论模型并未包括文化差异对应聘者公平感及其结果的影响。本文以中国文化为背景，把文化价值观作为文化差异的指标，从理论和实证两个方面研究文化差异影响应聘者公平感及其结果的作用机制。 本文首先回顾了组织公平理论及甄选中的组织公平特别是程序公平理论的研究进展，然后分析了组织公平及甄选公平跨文化研究的现状。分析结果表明，在公平感前因变量的研究中，现有文献多集中在情境变量而忽略了个体差异（包括文化价值观、人格、测试经历等）对公平感的先决影响。组织公平的跨文化研究虽然取得了一定的进展，但也存在一些不足，尤其是没有研究全面深入考察文化价值观在个体公平感形成过程中的作用机制。甄选公平领域的跨文化研究刚刚起步，现有研究多是关于甄选测试类型影响应聘者公平感的国别研究，甄选公平的研究考察的多半是应聘者公平感和各种行为意向而非实际行为之间的关系。借鉴甄选领域现有的研究成果和组织公平领域跨文化研究带来的启示，将文化普适观与文化特定观结合起来，探讨基于特定文化背景下的文化价值观对员工公平感及行为结果的影响可能是组织公平跨文化领域的有效研究路径。 儒家思想在中国传统文化中最具代表性，至今还深刻影响着人们生活的方方面面。在儒家传统价值观的影响下，用于评价我国应聘者甄选程序公平感的公平原则的具体内容可能会有别于北美。同时，虽然应聘者公平感与其前因和结果变量间的关系是跨文化适用的，但在儒家传统价值观的影响下，应聘者公平感的具体形成机制以及应聘者公平感对其入职前后的态度、行为的作用机理可能也会有别于北美。由此，本研究沿着三个方面展开，其一是确定儒家传统价值观内容和基于儒家传统价值观甄选程序公平原则的内容；其二是探讨包括儒家传统价值观在内的应聘者程序公平感的前因；其三是考察应聘者程序公平感与结果变量间的关系及儒家传统价值观对这种关系的影响。 本研究首先通过对理论和文献的分析总结了儒家思想的核心内容，提炼出和组织公平研究密切相关的维度。随后结合对现有程序公平原则的回顾和概括，以非结构化面试为例，通过访谈和问卷调查确定了我国文化背景下面试程序公平原则的具体内容及应聘者公平感的评价指标。研究表明，中国文化背景下的面试程序公平原则部分与北美相同，部分有别于北美。与系统公平相比，中国的应聘者更加关注人际互动方面的公平原则。同时，“核查面试结果”等公平原则在中国不适用。 随后，在分析甄选程序公平领域现有研究文献的基础上，本文探讨了应聘者公平感的形成机制及应聘者公平感对其入职前后态度和行为的作用机理，重点考察了儒家传统价值观在其中的作用，得出了我国文化背景下应聘者甄选程序公平感研究的理论模型。根据该理论模型，儒家传统价值观、大五人格和测试经历影响应聘者对甄选程序公平的预期，这种预期又在一定程度上决定了应聘者的甄选程序公平感；应聘者的甄选程序公平感影响应聘者对组织的信任，而信任又影响应聘者入职前后的一系列态度和行为，同时儒家传统价值观和结果的工具性又将调节公平感和信任之间的关系。为验证该理论模型，我们以京津两地的组织为调查对象进行了问卷调查。在收集的530份有效样本的基础上，利用结构方程模型对假设模型进行了实证检验。 应聘者公平感前因子模型的实证分析结论包括：首先，儒家传统价值观本质上是一种以关系和谐为核心的儒家关系导向。其次，儒家传统价值观很好地预测了应聘者对甄选程序的公平感受，尊从权威、宽忍利他和面子原则都显著影响应聘者的甄选程序公平感。文化价值观对公平感的先决影响得到验证。第三，大五人格对应聘者公平感的影响获得了部分验证。情绪的稳定性越高和越认真的应聘者公平感也越高。外倾性、经验的开放性以及宜人性和公平感的关系不显著。第四，应聘者以前的测试经历也是预测应聘者公平感的有效指标。测试经历越积极，公平感越高。第五，儒家传统价值观超出了大五人格和测试经历对应聘者甄选程序公平感给出了额外的解释。说明文化价值观在决定应聘者程序公平感的过程中至关重要。第六，公平预期中介个体差异和应聘者程序公平感之间的关系，公平底线的问题借由公平预期得到很好的诠释。 应聘者公平感结果子模型的实证分析结论包括：首先，应聘者的程序公平感影响其入职后的工作态度，包括工作满意度、组织承诺和离职意愿。特别地，应聘者的程序公平感影响应聘者入职前后的实际行为，包括入职前向朋友推荐招聘单位的行为，入职后的工作绩效和组织公民行为。再次，信任中介应聘者程序公平感和各结果变量之间的关系。应聘者公平感对结果变量的影响是经由信任加以传导的。但是，实证分析没能证实儒家传统价值观的调节作用，可能是由于其他调节变量抵消了这种作用。 基于公平感是一种文化现象的前提，本研究系统考查了文化价值观对应聘者程序公平感的作用机制，提出并验证了文化价值观影响应聘者程序公平感的理论框架，弥补了甄选领域研究的不足。就现有已发表的中英文文献而言，本文可能是第一个探讨文化价值观差异作为应聘者程序公平感前因变量的研究，也可能是第一个探讨儒家传统价值观如何调节应聘者公平感与工作结果间关系的研究；其次，本文还首次系统地实证考查了个体差异对应聘者程序公平感的影响，应聘者程序公平感对重要的工作结果变量如组织公民行为、工作满意度以及组织承诺的影响；第三，基于我国学术界对应聘者程序公平感的研究刚刚起步的现状，本文对中国情境下应聘者公平感的研究也做出了相应贡献。总之，本文整合了本位观与非本位观，为组织公平以及其他领域的跨文化研究提供了可借鉴的理论框架，同时也为组织的甄选公平实践指明了方向和路径。
英文摘要：	As the first step to interact with society, selection justice is usually the starting line of organizational justice. By making selection procedures fair, organizations are able to build trust from applicants and potential employees, which in turn help organizations to achieve exclusive competitive advantages. Studies suggest that applicants’ perceived fairness toward selection procedures really influences their pre- and post-hiring attitudes and behavioral intentions, and fairness perceptions are determined by personal characteristics, job and organizational characteristics. Drawing on the fact that the theory of organization justice was developed in North America and the mainstream studies regarding selection justice were also conducted in North America, cross-cultural examination of selection justice beyond North America is necessary. Nonetheless, ‘cultural difference’ is not covered in the current theoretical model of applicants’ fairness reactions. By employing ‘cultural value’ as indicator of ‘cultural difference’, the purpose of the current paper is to explore, theoretically and empirically, how cultural differences affect applicants’ fairness perceptions and outcome variables. This paper first reviews literature of organizational justice, selection justice and especially procedural justice in selection, then analyzes cross-cultural studies in the area of organizational justice and selection justice. Regarding antecedents of organizational justice, previous researches mainly focus on situational factors while individual differences (e.g., cultural value, personality, and test experience) are neglected. Cross-cultural studies of organizational justice have made some progress, but no research depicts clearly the working mechanism of cultural values during the developing process of fairness perceptions. Cross-cultural study of selection is inchoate, available researches in this domain are chiefly cross-country studies which explain how test type impacts applicants’ perceived fairness toward selection tests, and most studies in selection justice analyzes the relationship between perceived fairness and various behavioral intentions other than actual behaviors. Drawing on extant research conclusions in the area of selection and hints from cross-cultural studies of organizational justice, it may be feasible for cross-cultural study of organizational justice to explore how cultural values under specific cultural background shape individuals’ fairness perceptions and consequent behavioral outcomes by combining emic and etic perspectives. Confucianism represents the kernel of Chinese traditional culture and has profound influences on every aspect of Chinese life. Under Confucianism, western procedural justice rules (e.g., indicators of procedural fairness perceptions) may vary, and the developing mechanism of applicants’ perceived fairness and its influence on attitudinal and behavioral outcomes may also be discrepant from those of North America. Therefore, the present study unfolds along there lines. Firstly, to extract kernel values of Confucianism and the content of procedural justice under Confucian traditional values; Secondly, to explore antecedents of applicants’ perceived fairness toward selection procedures; Finally, to examine relationships between procedural fairness perceptions and outcome variables and how Confucian traditional values moderate these relationships. Based on literature analysis, the current paper draws four Confucian traditional values most relevant with the area of organizational justice: respect and compliance toward authority, tolerance and altruism, relation orientation, and face rule. Then by interviews and a survey, it determines procedural justice rules and accordingly indicators of procedural fairness perceptions regarding interviews under Chinese culture. The study finds that procedural justice of interviews in China are partially different from those of North America. Chinese applicants concern more about interactional justice rules than systematic ones and rules like “reconsideration opportunity” do not work in China. Next, the paper develops a theoretical model for research of applicants’ fairness perceptions in Chinese culture. In light of the model, Confucian traditional values, big-five personality, and test experiences affect applicants’ fairness expectations toward selection procedures, which in turn mold applicants’ procedural fairness perceptions; Applicants’ procedural fairness perceptions influence their trust toward the organization, which in turn leads to various pre- and post-hiring attitudes and behaviors; Finally, Confucian traditional values and outcome instrumentality moderates the relationship between trust and these outcomes. Hypotheses are tested by structural equation modeling based on 530 questionnaires from a survey conducted among organizations in Beijing and Tianjin. Empirical findings from the study regarding antecedents of applicants’ fairness perceptions are as follows. Firstly, Confucian traditional values are a relation-orientation whose essence is relation harmony. Secondly, Confucian traditional values predict applicants’ fairness perceptions toward selection procedures, three dimensions of Confucian traditional values—respect and compliance toward authority, tolerance and altruism, and face rule—influence applicants’ procedural fairness perceptions significantly. The pre-determining effect of cultural values on fairness perceptions is validated. Moreover, the hypothesis regarding the impact of big-five personality traits on fairness perceptions is partially validated. The higher emotional stability and conscientiousness, the higher fairness perceptions. Extroversion, openness to experiences, and agreeableness do not affect fairness perceptions significantly. Furthermore, test experience is a valid predictor of applicants’ fairness perceptions as well. The more positive the test experience, the higher applicants’ fairness perceptions. Additionally, beyond big-five personality traits and test experience, Confucian traditional values provide extra explanations to variation of fairness perceptions, indicating the paramount role of cultural values in determining procedural fairness perceptions. Finally, fairness expectation mediates the relationship between individual differences and fairness perceptions. Accordingly, the fairness threshold is explained by fairness expectation soundly. Empirical findings from the study pertaining to outcomes of applicants’ fairness perceptions covers: As hypothesized, procedural fairness perceptions of applicants influence their post-hiring work attitudes—job satisfaction, organizational commitment and turnover intention. Especially, procedural fairness perceptions shape applicants’ pre- and post-hiring work behaviors, including recommendation behavior work performance and organizational citizenship behavior (OCB). Furthermore, trust mediates the relationship between procedural fairness perceptions and various outcome variables. However, the moderating effect of Confucian traditional values is not supported by the current study, which may result from trade-off effects of other moderators. Drawing on the premise that fairness perceptions are culture-bound, the current study examines thoroughly how cultural values affect applicants’ fairness perceptions toward selection procedures, presents and tests a theoretical model regarding the influence of cultural values on fairness perceptions. In light of literature in Chinese and English, it contributes to the theory development in selection domain in several ways. It maybe the first study to explore cultural values as an antecedent of procedural fairness perceptions under selection context, and perhaps the first study to examine the moderating effect of cultural values on the relationship between applicants’ fairness perceptions and work outcomes. Moreover, the current paper also demonstrates fully and empirically for the first time how individual differences shape applicants’ fairness perceptions toward selection procedures, which in turn influence important work outcomes. Furthermore, considering that the study of applicants’ fairness perceptions is quite limited in China, this paper also contributes to research of applicants’ fairness reactions in China. In conclusion, by combining emic and etic perspectives, the current study develops and tests a valuable theoretical framework for cross-cultural research in organizational justice and other areas, and indicates the practical direction and path to reach selection justice.
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