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论文编号：	3351
作者编号：	2120092454
上传时间：	2011/6/9 11:06:10
中文题目：	基于组织公平视角的领导-成员交换与组织氛围关系研究
英文题目：	Research on the Relationship between the Leader-Member Exchange and Organizational Climate based on the perspective of Organizational Justice
指导老师：	崔勋
中文关键字：	组织公平，领导-成员交换，组织氛围
英文关键字：	Organizational Justice, Organizational Climate, Leader-member Exchange
中文摘要：	判断一个组织区别与另一个组织的重要指标就是组织氛围，它是组织内成员对所处组织整体内部环境特性的主观知觉和感受，对成员的心理和行为有着极其重要的影响。良好的组织氛围让成员如沐春风，也自然会给组织带来高工作的满意度、高的工作效率，低的员工流失率。毫无疑问，企业都希望自己能有一个良好的组织氛围。 领导是组织中的重要因素，他们作为组织的代理人，会对员工的认知行为态度产生深刻的影响。据统计，对领导不够满意是员工消极怠工、离职的一个重要因素。从这个角度看，领导和员工之间的关系尤其是主管与员工之间的关系会对员工产生深刻的影响。那么，领导是不是应该和每个员工都建立良好的关系呢？ 领导-成员交换理论指出，由于时间、精力和资源有限，领导不可能和每个员工建立同等质量的关系。其中领导与一部分成员建立了特殊的工作关系，这些下属会得到更多的信任和机会，这些成员被称为是“圈内”成员，另一部分成员则被称为是“圈外”成员，他们占用领导的时间较少，获得奖励的机会也较少。那么，领导对成员的这种区别是如何影响员工对组织公平的感知，从而影响到组织氛围的，就是本研究要探讨的问题。 因此，本研究在吸收前人研究的基础上，以组织公平为中介变量，通过探讨领导-成员交换对于组织氛围的影响机制，来考察领导行为的有效性。本研究得出的主要结论如下： LMX分为四个维度，分别是情感、忠诚、贡献和专业尊敬。组织公平包含三个维度，分别是分配公平、程序公平、互动公平。组织氛围包含四个维度，分别是组织认同、人际关系、工作结构、创新取向。 性别差异在LMX中的贡献上具有显著差异，年龄差异在LMX整体、情感、忠诚、工作结构上具有显著差异，组织规模差异在LMX整体、情感、忠诚、贡献这几个子维度、以及工作结构上具有显著差异。 领导-成员交换对组织氛围整体有显著的正向预测作用，其中，贡献和专业尊敬因子对组织氛围有显著的正向预测作用。 领导-成员交换对组织公平整体以及各个子维度有显著的正向预测作用，情感和贡献因子对组织公平感有显著的预测作用。 组织公平整体与各个维度在LMX与组织氛围中起到了显著的中介作用，其中，组织公平整体在在LMX与组织氛围中起到了完全中介的作用。
英文摘要：	Organizational climate (OC) refers to the organizational member individual feeling and perception of organizational objective characteristic of overall internal environment. Organizational climate has an important psychological impact on the behavior of members. Good organizational climate will bring high job satisfaction, high productivity, low staff turnover rate. There is no doubt that each organization hopes their employees to have a high degree of organizational loyalty, high organizational commitment, low turnover rates, high job satisfaction and so on. As the organization's agent, a Leader is an important factor in the organization. The leader, especially the Line manager, has a profound impact on members and influence their cognitive, attitudes, and behaviors. A lot of surveys show that, the situation that the members who are not satisfied with their leaders are an important factor of Sabotage and turnover. Because of time pressures, the leader develops a close relationship with only a few key subordinates. With the rest of the work group, the leader will rely mainly on formal authority, rules, and policies to ensure adequate performance. The in-group is characterized by high trust, interaction, support, and formal/informal rewards, and the out-group are characterized by low trust, interaction, support, and rewards. The work group differentiation will lead to organization justice problem. In order to examine the effectiveness of leadership, this study, which is based on the literature review, has explored the relationship of LMX, Organizational Justice and Organizational Climate. Organizational Justice plays significant intermediary roles between the LMX and organizational climate. The main conclusions are as follows: Leader-Member Exchange has multiple dimensions including affect, trust, contribution and professional respect. Organizational Justice has multiple dimensions including distributive justice, procedural justice and interaction justice. Organizational Climate has multiple dimensions including identity, relationship, structure and innovation. Genders influence the contribution of LMX significantly. Ages influence the LMX, contribution, affect and structure significantly. Organizational scales influence LMX, contribution, affect and structure significantly. The LMX is a significant positive predicator of Organizational Climate. Among the four dimensions of LMX, the affect and respect are significant predicators. The LMX is a significant positive predicator of the overall Organizational Justice and its dimensions. Among the four dimensions of LMX, the affect and contribution are significant predicators. The organizational justice and its dimensions play Significant intermediary roles between the LMX and organizational climate. The overall organizational justice fully mediated between the LMX and organizational climate.
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