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论文编号：	5419
作者编号：	2120112504
上传时间：	2013/6/7 18:02:58
中文题目：	商业银行员工组织公平感对工作投入的影响
英文题目：	The Research on the effects of commercial bank employees’ organizational perception and job involvement
指导老师：	崔勋
中文关键字：	组织公平感，工作投入，劳务派遣，身份改变期望
英文关键字：	organizational perception，job engagement，labor dispatch，identity change expectations
中文摘要：	在高速发展、竞争激烈的当代社会，市场需求瞬息万变，如何能够在市场上保持竞争力优势是企业管理者们关注的重点。近年来，劳务派遣由于其用工方式的灵活性、人才管理的简便性无论在行业涉及范围以及派遣员工数量方面都有迅速的发展，银行业也成为最普遍运用劳务派遣员工的行业之一。有别于其他企业，商业银行拥有相对较为成熟的派遣员工转正体制，因此商业银行员工有其独特的特性。 劳务派遣在带来许多优势的同时，也带来了许多问题。派遣员工与正式员工的组织公平问题已经引发了许多学者的关注。组织公平问题一直以来都是组织行为学领域学者们研究的重点问题。根据公平理论我们可知，当员工感知到组织不公平时，就会采取一系列行动来维持个人心理上的平衡感，因此组织公平会对许多组织变量发生显著的影响。 工作投入是组织公平的结果变量之一，是指个体对其工作在心理层面上极其感兴趣，在工作中充满活力且能够全心的投入其中，并愿意为工作奉献出额外的体力和精力。工作投入的意义在于对于组织来讲，它是影响组织绩效的关键变量，员工的高工作投入能够成为企业的竞争力优势；另一方面，对于员工个人来讲，工作投入的提高是实现员工自我价值的前提，也是提升员工生活质量的重要因素。因此，本文选取工作投入变量作为结果变量，研究商业银行员工组织公平感对其的影响。 本文通过对现有组织公平感和工作投入相关研究的整理，在对公平理论、期望理论、工作要求-资源模型进行整理的基础上，提出了本文的理论模型和研究假设，用以研究商业银行员工组织公平感对于工作投入的影响，身份变量的调节作用以及身份改变期望的中介效果。 本文的主要结论有： （1）商业银行员工对分配公平的感知显著正向影响员工专注程度。 （2）商业银行员工对程序公平的感知显著正向影响员工专注及奉献程度。 （3）商业银行员工对互动公平的感知显著正向影响员工活力程度。 （4）派遣身份变量能够显著负向调节程序公平对于专注的正向关系。程序公平对于派遣员工专注的正向影响不如对于正式员工专注的影响大。 （5）派遣身份变量能够显著负向调节互动公平对于活力的正向关系。互动公平对于派遣员工活力的正向影响不如对于正式员工活力的影响大。 （6）派遣身份变量能够显著负向调节程序公平对于奉献的正向关系。程序公平对于派遣员工奉献的正向影响不如对于正式员工奉献的影响大。 （7）身份改变期望在分配不公平感与工作投入间起部分中介作用。分配不公平感通过身份改变期望部分影响工作投入。 （8）身份改变期望在程序不公平感与工作投入间起部分中介作用。程序不公平感通过身份改变期望部分影响工作投入。 最后,本研究依据结论提出了对于管理实践的启示,总结了创新和不足，并提出了未来研究应该发展的方向。
英文摘要：	In the rapid developing and highly competitive contemporary society,the market demand is rapidly changing ,The focus of the corporate managers is how to remain competitive advantage in the market.In recent years, the dispatch due to the simplicity and flexibility, has a rapid development in terms of the scope of the industry as well as the the number of the dispatch employees, the banking industry has also become one of the industries which most common use the dispatch employees. Different from other enterprises, commercial banks have relatively mature sending positive staff system, commercial bank employees has its own unique characteristics. The labor dispatch bring many advantages, it also brings many problems. The organizational justice problem between dispatch employees and formal employees has led to concern of many scholars. Organizational justice has always been the focus of the study of the field of organizational behavior scholars. According to equity theory, we know that, when employees perceive the organization is unfair, that it will take a series of actions to maintain the personal psychological balance, organization fair will many organizational variables significant impact. Job engagement is one of the outcome variables of organizational justice, refers to in the psychological level the individual is extremely interested in the work, vibrant and wholehearted efforts in it, and are willing to devote additional strength and energy for the work. The significance of the job engagement for the organization is , it is the key variable affecting organizational performance, high job engagement of employees can become a competitive advantage; On the other hand, for the employees personally, the improvement of job engagement is to achieve employee self important factor in the value of the premise, but also to enhance the quality of life of employees. Therefore, select job engagement as a result variable to study the impact of commercial bank employees organizational justice to its. In this paper, on the basis of sorting out the existing organizational justice and the work engagement research , equity theory, expectancy theory, job requirements - resource model, put forward the the theoretical model and research assumptions of this article ,Used to study the impact of the commercial bank employees organizational justice to the job engagement,and the regulation of the identity variable and the expectations intermediary effect of the identity change variable. The main conclusions are: Firstly,distributive justice of the commercial bank employees is positively related with absorption.Secondly,procedural justice of the commercial bank employees is positively related with absorption and dedication.Thirdly,interactive justice of the commercial bank employees is positively related with vigor. Fourthly,dispatch identity negatively moderates the relationship of procedural justice and absorption.Fifthly,dispatch identity negatively moderates the relationship of procedural justice and dedication. Sixthly,dispatch identity negatively moderates the relationship of interactive justice and vigor.Seventhly,identity change expectations part mediates the relationship between distributive unjustice and job engagement.Eighthly,identity change expectations part mediates the relationship between procedural unjustice and job engagement. In the end,the researeh coneludes some suggestions for management practice according to the findings and points out the originality and limitation of the research.
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