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论文编号：	2616
作者编号：	2120082232
上传时间：	2010/6/15 19:48:00
中文题目：	组织公平感对群体凝聚力的影响作用及组织信任的中介作用研究
英文题目：	The Reseach on the Relationship between Organizational Justice Perceive and Group Cohesion as well as the Intermediary Function of Organizational Trust
指导老师：	崔勋
中文关键字：	组织公平感 群体凝聚力 组织信任
英文关键字：	Organizational Justice Perception Group Cohesion Organizational Trust
中文摘要：	新型的劳动关系使企业面临着巨大的挑战，如何获取更优势的人力资源，使人才更加认同组织目标在有限的服务期内为企业贡献更大的价值是企业的战略课题之一。对群体凝聚力问题的研究为这类管理实践提供了重要的启示。本研究从群体凝聚力的前因变量出发，认为公平作为群体中的一个关键性要素是在群体互动的过程中形成的个体内心感受，将对群体凝聚力产生重要的影响。个体的组织公平感不仅对群体凝聚力存在直接的影响作用，而且还可以通过组织信任间接的影响群体凝聚力。 本研究选取了程序公平、互动公平和分配公平作为组织公平感的三个维度，任务凝聚力和人际凝聚力作为群体凝聚力的两个维度，系统信任、对上级信任、对同事和下属信任作为信任的三个维度。通过对351份调查问卷的数据分析，本研究得出以下结论：个体特征变量、工作特征变量和组织特征变量对组织公平感、群体凝聚力和组织信任存在显著影响。程序公平、互动公平和分配公平对任务凝聚力均具有显著的影响作用。仅互动公平、分配公平对人际凝聚力具有显著的影响作用。程序公平、互动公平和分配公平对系统信任和上级信任均具有显著的影响效果，但仅分配公平对同事和下属信任具有显著的影响效果。系统信任和对上级的信任在程序公平、互动公平和分配公平对任务凝聚力的影响关系中起到部分中介的作用。分配公平部分通过对同事和下属的信任对任务凝聚力产生影响作用。系统信任和上级信任在互动公平和分配公平对人际凝聚力的影响关系中不存在显著的中介效果。分配公平部分通过对同事和下属的信任对人际凝聚力产生影响作用。 这些研究结果表明，对程序公平仅体现了个体的工具性需求，互动公平和分配公平却同时体现了个体的工具性需求和社会情感需求。工具性的需求更多的影响了个体工具性的信任，如系统信任和上级信任，从而产生了工具性的凝聚力；社会情感性需求则更多的与群体成员之间的相互信任有关，最终产生与情感相联系的人际凝聚力。
英文摘要：	Because of new type of labor relations, enterprises are facing enormous challenges, it is a strategic issue to any enterprises that how to get more exellent human resources, to make them agree organizational goal, to them performing better during a limited period of contribution. The examination of group cohesion will provide an important revelation to this matter. Organizational justice perception as a key element of a group is an important individual feelings coming from the the process of group interaction, and will have a major impact on group cohesion. Perception of organizational justice is not only a direct influence factor, but also have an indirect impact on group cohesion through the trust. This study selected the procedural justice, interactional justice and distributive justice as the three dimensions of organizational justice perception; task cohesion and interpersonal cohesion as the two dimensions of group cohesion; group trust, leader trust, colleagues and subordinates trust as the three dimensions of trust. Through the data of questionnaires from 351 respondents, we can have the following conclusions: individual characteristic, job characteristic and organizational characteristics can effect on organizational justice perception, group cohesion and trust significantly. Task cohesion is significantly affected by procedural justice, interactional justice and distributive justice. Only interaction fairness, distributive justice has significant influence on interpersonal cohesion. The effect of procedural justice, interactional justice and distributive justice on the group trust and leader trust are significant, but only the effect of distributive justice on colleagues and subordinates trust is significant. The group trust and leader trust have intermediary function in part on the relationship between task cohesion and procedural justice, interactional justice and distributive justice. Colleagues and subordinates trust have a part intermediary impact on the relationship between distributive justice and task cohesion. There is no significant mediating effect of group trust and leader trust on the relationship between interactional justice, distributive justice and interpersonal cohesiveness. Distributive justice also effect on interpersonal cohesion part through the colleagues and subordinates trust. These results show that procedural justice, interactional justice and distributive justice all reflect the individual’s instrumental needs, interactional justice and distributive justice also reflects the individual's social emotional needs. Instrumental needs have more impact on the instrumental trust, such as group trust and leader trust, resulting in progression of task cohesion. Social emotional needs which are greater related with the mutual trust between group members, are associated with the emotional interpersonal cohesion.
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