【摘要】：隨著世界航空運(yùn)輸自由化的發(fā)展,我國(guó)航空運(yùn)輸業(yè)處于機(jī)遇與挑戰(zhàn)并存的時(shí)代。我國(guó)航空公司之間的市場(chǎng)競(jìng)爭(zhēng)日益激烈,各個(gè)航空公司需要要獲取持續(xù)的競(jìng)爭(zhēng)優(yōu)勢(shì),才能在競(jìng)爭(zhēng)中得以發(fā)展,人力資源優(yōu)勢(shì)和高組織績(jī)效逐漸成為航空公司形成競(jìng)爭(zhēng)優(yōu)勢(shì)的一個(gè)關(guān)鍵點(diǎn)。員工是企業(yè)的最小單元,組織績(jī)效的提升就是通過(guò)員工工作績(jī)效提升實(shí)現(xiàn)的。我國(guó)航空公司存在諸多不公平因素,這些因素會(huì)引起員工滿意度降低,從而對(duì)員工工作績(jī)效產(chǎn)生影響�；诖�,本文以組織公平感為自變量,工作績(jī)效為因變量,員工滿意度為中介變量,深入研究航空公司員工組織公平感和工作績(jī)效的關(guān)系和員工滿意度對(duì)二者之間的中介作用。首先,對(duì)組織公平感、員工滿意度和工作績(jī)效的理論基礎(chǔ)和相關(guān)文獻(xiàn)進(jìn)行梳理和綜述。其次,提出了航空公司員工組織公平感和工作績(jī)效的關(guān)系及員工滿意度對(duì)兩者間中介作用的假設(shè)和模型,設(shè)計(jì)出適合航空公司員工的量表。再次,對(duì)收集的數(shù)據(jù)進(jìn)行處理與分析。通過(guò)相關(guān)性分析和回歸分析對(duì)本研究的理論模型和假設(shè)進(jìn)行驗(yàn)證。最后,對(duì)研究結(jié)論進(jìn)行總結(jié)分析,并對(duì)航空公司員工的組織公平感和員工滿意度優(yōu)化流程和策略進(jìn)行設(shè)計(jì),提升員工工作績(jī)效。
[Abstract]:With the development of air transport liberalization in the world, China's air transport industry is in the era of both opportunities and challenges. The market competition among airlines in our country is becoming more and more fierce. In order to develop in the competition, the airlines need to obtain a sustained competitive advantage. Human resource advantage and high organizational performance gradually become a key point for airlines to form competitive advantage. Staff is the smallest unit of the enterprise, and the promotion of organizational performance is achieved through the improvement of employee performance. There are many unfair factors in the airlines of our country, which will lead to the decrease of employee satisfaction, which will have an impact on the performance of employees. Based on this, this paper takes the sense of organizational justice as the independent variable, the work performance as the dependent variable, the employee satisfaction as the intermediary variable, deeply studies the relationship between the sense of organizational fairness and job performance and the intermediary role of employee satisfaction. Firstly, the theoretical basis and relevant literature of organizational justice, employee satisfaction and job performance are reviewed and summarized. Secondly, the paper puts forward the hypothesis and model of the relationship between the sense of organizational fairness and job performance of airline employees and the intermediary effect of employee satisfaction on them, and designs a scale suitable for airline employees. Thirdly, the data collected are processed and analyzed. The theoretical model and hypothesis of this study are verified by correlation analysis and regression analysis. Finally, the conclusion of the study is summarized and analyzed, and the optimization process and strategy of airline employees' sense of organizational fairness and employee satisfaction are designed to improve the performance of employees.
【學(xué)位授予單位】：中國(guó)民航大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F562.6

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本文編號(hào)：2285844