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论文编号：	9014
作者编号：	2120142526
上传时间：	2016/12/19 10:50:56
中文题目：	员工晋升公平感对组织承诺的影响研究
英文题目：	Research on the impact of Employee Promotion Justice on Organizational Commitment
指导老师：	崔勋
中文关键字：	组织公平感；晋升公平感；公平敏感性；组织支持；组织承诺
英文关键字：	organizational justice; promotion justice; equity sensitivity; organizational support; organizational commitment
中文摘要：	组织中的公平问题一直以来都是一个备受关注的重要话题，在国外，关于组织公平问题的研究起源于20世纪60年代由Adams提出的分配公平理论，随后，在80年代初又有学者提出了“公平敏感性”的概念，从而为组织公平问题进一步的研究提供了一个新的视角。 1986年，Eisenberger等人提出了组织支持理论，认为先有组织对员工的承诺，其后才有员工对组织的承诺。该理论一经提出便广受关注，员工的组织支持感对组织承诺水平、工作绩效等变量的影响也因此被深入研究，得到了许多有价值的成果。晋升是国内外的现代组织中常用的激励手段之一，它是一个完整的过程，这个过程从开始到结束都会涉及到组织中的公平问题，比如组织中关于员工晋升的程序规定是否公平合理，这些程序规定在执行过程中有没有严格地保证公平公正，组织和管理者是否将关于晋升的相关信息正确地传达给员工，等等。同时，员工的晋升公平感知会对组织承诺、离职行为等产生一定的影响。因此，本研究在总结前人研究成果的基础上，以员工的公平敏感性和组织支持感为视角，探讨有可能区别于西方国家的、有中国特色的中国企业员工在晋升过程中的组织公平感知及其与员工组织承诺之间的关系，试着构建一个聚焦于员工晋升公平感与组织承诺的关系模型，同时在这一关系模型中还包含其他起作用的个体因素和组织因素，并且尽量使其适合于中国企业的客观现实情况。最后，本文结合前人理论与实证研究结果，提出旨在提高中国企业里员工的晋升公平感知以及提升员工的心理感受和行为的一些建议，从而通过理论来指导实践，增强晋升这一管理手段的激励效力，促进组织的良好运行和员工的职业生涯发展。
英文摘要：	Justice in organizations has been an important topic of concern in foreign countries, the research on organizational justice problems originated in 1960s put forward by the Adams theory of distributive justice, then, at the beginning of 80s and some scholars put forward the concept of "equity sensitivity", which provides a new perspective for the organization the fair problem of further research. In 1986, Eisenberger et al. proposed Organizational Support Theory, thought to have organizational commitment of employees then have employee commitment to the organization, the theory was proposed wide attention, perceived organizational support, job performance and other variables affect the level of organizational commitment has also been deeply studied by many the value of the results. Promotion is one of incentive methods commonly used at home and abroad in modern organization, it is a complete process, this process from the beginning to the end are related to equity issues in the organization, a staff promotion procedures such as whether the fair and reasonable organization, these procedures in the implementation process is not strictly to ensure a fair and impartial. The organization and management of relevant information about whether the promotion properly communicated to employees, etc.. At the same time, the employee's fair perception of promotion will have a certain impact on organizational commitment and turnover behavior. Therefore, in this study, based on the results of previous studies, to employee equity sensitivity and perceived organizational support as the angle of view, t try to build a focus in the employee relation model of promoting justice and organizational commitment, individual and organizational factors also include other plays a role in this relationship model, and try to make the objective reality for China enterprises. Finally, this paper combined with the previous theoretical and empirical research results, puts forward some suggestions to improve the Chinese enterprise staff promotion fair perception and improve employee's psychological feelings and behavior, and through the theory to guide the practice, good operation and staff to promote the organization of the occupation career development.
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