联系我们

论文查询结果	返回搜索

论文编号：	2156
作者编号：	2120051909
上传时间：	2010/4/28 16:54:01
中文题目：	我国企业晋升公平管理研究
英文题目：	Promotion, Organizational Justice, Promotion Justice
指导老师：	崔勋
中文关键字：	晋升 组织公平 晋升公平
英文关键字：	Promotion, Organizational Justice, Promotion Justice
中文摘要：	晋升作为填补企业内部空缺最主要的方式，对企业有着重要的意义。一方面，企业需要通过晋升来使企业内部人力资源获得有效的利用和配置；另一方面，员工把晋升作为企业对自己能力的肯定，而且把晋升作为自我职业生涯发展的重要步骤，因此能否获得晋升影响了员工的心理及行为，从而影响了企业的绩效。 目前我国大部分企业中的由于晋升体制不规范、晋升程序不合理等原因，造成了晋升中的不公平现象。公平理论认为：能否获得晋升并不是直接影响了员工的心理以及行为，而是通过中间变量——员工对公平的感知来影响了员工的心理和行为。本研究采用了Greenberg(1990b)对公平维度的划分，他认为公平分为程序公平和结果公平，而程序公平又可分为三个部分：程序的本身、程序实施过程中的人际交往、程序实施过程中的信息。 本研究首先通过对已有模型的整合构建了一个符合本研究的晋升模型。然后通过对晋升机制的分析研究了组织内哪些因素影响了晋升程序和晋升结果，晋升程序和结果又如何影响了员工对公平的感知和员工对公平的感知如何影响了员工的心理和行为。 然后本论文对我国企业内如何实现晋升公平展开论述，其中包括晋升的程序公平和晋升结果公平。本研究首先对晋升程序的本身进行研究，分解了晋升程序的各个要素，并且分析了各个要素如何体现程序的公平，然后本研究对晋升程序中的人际交往和信息公平方面进行了分析，研究了哪些要素影响了程序中的人际交往和信息公平并提出了建议。本研究在对晋升结果公平方面进行分析时，首先重点研究了结果公平评价中的三种分配原则，然后分析了三种分配原则在晋升结果中如何体现，研究了三种分配原则对公平的影响，探讨了三种分配原则在运用中的相互关系。最后本研究探讨了晋升公平的保障措施。 本研究的创新在于首先通过合理整合构建了符合本研究的晋升模型，然后通过对已有的实证的相关结果的分析，对如何在我国企业内实现晋升程序公平和结果公平进行了详尽阐述。
英文摘要：	As the most main way to fill enterprise interior vacancy, promotion has the vital significance to the enterprise. On the one hand, the enterprise needs to cause the enterprise interior human resources to obtain the effective use and the disposition through the promotion; On the other hand, the staffs take the promotion as the enterprise’s affirmation to their ability, and they take the promotion as an important step in their career. So, whether obtained the promotion will affect staff’s psychology and the behavior, thus it will affect the enterprise’s performance. At present, in our country, many enterprises’ promotion system is not standard, and their promotion procedure is unreasonable, so there are some phenomenons of unfair promotion. The fair theory thought that, whether obtained the promotion has not directly affected staff's psychology as well as the behavior, but has affected staff's psychology and the behavior through the middle variable – the perceived organizational justice. This research has used the justice dimension division by Greenberg(1990b), he divided the organizational justice into the procedural justice and the distributive justice, and the procedural justice can divide into three parts: procedure itself, the interaction in the procedure, the information in the procedural. Firstly, this research constructs a proper promotion model for this thesis from other models. And then, this thesis analyses these factors which affect the procedure of promotion and the result of the promotion in the organization, and analyses how the procedure or the result of promotion affect the perceived organizational justice, and how the perceived organizational justice affect the behavior and psychology of the staffs. Then this thesis launches the elaboration on the organization justice, including distributive justice of the promotion and procedural justice of the promotion. This thesis first to promote the procedure itself to conduct the research, and decompose the procedure each essential factor, and analyses how these factors affect procedural justice. And then, this thesis analyses the interaction and information of the promotion procedure, analyses which factors affect them and put forward the proposal. When this thesis carries the distributive justice on the analysis, firstly it studies the three distribution rules, then analyses how these rules used in the promotion result, and studies what affection they take to the justice, and studies their relations when they are used in the promotion, finally put forward this research proposal. The innovation of this thesis lay in that: firstly it constructs a model conformed to this thesis, and then elaborates the distributive justice and procedural justice of the promotion by analyzed the relative result by other scholars.
查看全文：	预览  下载(下载需要进行登录)