【摘要】：零售業(yè)上接生產(chǎn)、下連消費(fèi),作為商貿(mào)和流通業(yè)的主體,其在國(guó)民經(jīng)濟(jì)中的重要性不言而喻�；ヂ�(lián)網(wǎng)時(shí)代,傳統(tǒng)零售業(yè)受到電商的碾壓沖擊,市場(chǎng)環(huán)境被顛覆,行業(yè)正在發(fā)生重大而深遠(yuǎn)的變革,引起了學(xué)術(shù)界和商業(yè)界的廣泛重視。組織公平是指?jìng)�(gè)體或團(tuán)體對(duì)與自身利益密切相關(guān)的規(guī)章制度的制定與實(shí)施的主觀公平感受。個(gè)體行為會(huì)隨著其感受到的組織公平程度而不同。而對(duì)于零售業(yè)來說,員工與消費(fèi)者緊密接觸,他們能在第一時(shí)間獲取產(chǎn)品的需求信息及顧客的反饋情況,掌握著第一手市場(chǎng)資料,是企業(yè)創(chuàng)新發(fā)展的重要一環(huán)。員工建言行為作為一種重要的組織公民行為,是企業(yè)創(chuàng)新發(fā)展的主要途徑。因此,每個(gè)企業(yè)都必然希望員工能積極主動(dòng)為企業(yè)的發(fā)展建言獻(xiàn)策。那組織中哪些因素影響著員工的建言行為呢?為此,本研究基于社會(huì)交換和社會(huì)認(rèn)同理論,在回顧了以往研究成果的基礎(chǔ)上,采用問卷調(diào)研的形式,通過第一手資料的獲取,以零售業(yè)員工的建言行為作為研究的結(jié)果變量,并且通過組織認(rèn)同解釋組織公平對(duì)員工建言行為的影響機(jī)理,同時(shí)識(shí)別出作為中國(guó)人典型思維特征的中庸思維在組織認(rèn)同與員工建言行為之間的調(diào)節(jié)作用。具體而言,本文得出了以下主要結(jié)論:(1)組織公平及其各維度對(duì)員工建言行為呈顯著正相關(guān)。(2)組織公平及其各維度和組織認(rèn)同之間存在顯著的正相關(guān)關(guān)系;組織認(rèn)同和員工建言行為之間存在顯著正相關(guān)關(guān)系。(3)組織認(rèn)同對(duì)組織公平與員工建言行為二者關(guān)系的中介作用機(jī)制(4)組織認(rèn)同與員工建言之間的關(guān)系受到個(gè)體中庸思維的調(diào)節(jié)作用�？傮w而言,本文以零售業(yè)員工為調(diào)查對(duì)象進(jìn)行研究,對(duì)組織公平、組織認(rèn)同、中庸思維和員工建言行為之間的關(guān)系進(jìn)行分析,首次將這四個(gè)變量整合到一個(gè)模型中并驗(yàn)證四者之間的關(guān)系,具有重要的理論價(jià)值;同時(shí)本研究從傳統(tǒng)文化價(jià)值觀角度出發(fā),基于中國(guó)文化背景研究組織中員工的建言行為,具有重要的本土化研究意義,為中國(guó)企業(yè)的管理者的管理決策提供理論參考。
[Abstract]:As the main body of trade and circulation, retail trade plays an important role in the national economy. In the era of Internet, the traditional retailing industry has been impacted by e-commerce, the market environment has been subverted, and the industry is undergoing significant and far-reaching changes, which has aroused the extensive attention of academia and business circles. Organizational justice refers to the subjective fair feelings of individuals or groups on the formulation and implementation of rules and regulations closely related to their own interests. Individual behavior varies according to the degree of organizational fairness it feels. For retailing, employees and consumers contact closely, they can obtain product demand information and customer feedback in the first time, grasp first-hand market information, is an important part of innovation and development of enterprises. As an important organizational citizenship behavior, employee advice behavior is the main way of enterprise innovation and development. Therefore, every enterprise must hope that the staff can actively contribute to the development of the enterprise. What factors in the organization affect the advice behavior of employees? Therefore, based on the theory of social exchange and social identity, based on the review of previous research results, this study adopts the form of questionnaire investigation, through the acquisition of first-hand information, taking the advice behavior of retail employees as the outcome variable. It also explains the influence mechanism of organizational justice on employees' speech behavior through organizational identity, and identifies the moderating role of mean thinking, as a typical thinking feature of Chinese, between organizational identity and employee's speech behavior. In particular, this paper draws the following main conclusions: (1) organizational justice and its dimensions have significant positive correlation with employees' constructive behavior; (2) organizational justice and its dimensions have significant positive correlation with organizational identity; There is a significant positive correlation between organizational identity and employee speech behavior. (3) the intermediary mechanism of organizational identity to organizational justice and employee's constructive behavior. (4) the relationship between organizational identity and employee's advice It is regulated by the mediocre thinking of the individual. As a whole, this paper analyzes the relationship between organizational fairness, organizational identity, mediocre thinking and employees' suggestion behavior, taking the retail staff as the research object, and analyzes the relationship between organizational fairness, organizational identity, mediocre thinking and employees' constructive behavior. It is of great theoretical value to integrate these four variables into a single model for the first time and verify the relationship between the four variables. At the same time, from the point of view of traditional cultural values and based on the Chinese cultural background, this study has an important localization research significance, and provides a theoretical reference for the management decision of Chinese enterprise managers.
【學(xué)位授予單位】：山西財(cái)經(jīng)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

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