本文選題：組織公平 + 組織承諾��； 參考：《聊城大學(xué)》2014年碩士論文

【摘要】：本研究的主要內(nèi)容就是探索組織承諾、工作滿意度對組織分配公平的影響。，采用實證研究，從認(rèn)知評價和決策行為評價角度探究組織承諾、工作滿意度對組織分配公平觀的影響后果，在此基礎(chǔ)上，為企業(yè)或組織提供一些提高員工組織分配公平觀的建議，有效提高管理效能。 在研究方法方面，本研究主要采用問卷法和實驗法。 實驗結(jié)果采用三個因變量來考察被試的分配公平觀。第一個因變量是不公平閾限，在最后通牒博弈中，提議者提出等間隔變動的提議數(shù)額，將回應(yīng)者由接受轉(zhuǎn)為拒絕時的分配方案，，即回應(yīng)者拒絕的最高數(shù)額定義為不公平閾限。第二個因變量是公平判斷，在最后通牒博弈中要求被試作為回應(yīng)者對提議者的公平程度進(jìn)行評價。第三個因變量是回應(yīng)數(shù)額，即被試作為獨裁者博弈中的提議者，與最后通牒博弈中的提議者進(jìn)行分配時，被試所給出的分配方案。 研究結(jié)果表明： （1）組織承諾和工作滿意度與不公平閾限呈負(fù)相關(guān)關(guān)系，與公平判斷、回應(yīng)數(shù)額呈正相關(guān)關(guān)系。組織承諾和工作滿意度對公平判斷的主效應(yīng)顯著，在公平判斷層面上有顯著差異，低分組對分配方案的公平判斷顯著低于高分組的公平判斷。在組織承諾中，對員工的分配公平感有主要作用的是情感承諾。在工作滿意度中，內(nèi)在滿意度對組織分配公平感的作用更為顯著。 （2）受試者在給出回應(yīng)數(shù)額時，首先起主要作用的是個體的工作滿意度，其次受到先前對方的分配方案的影響，再次是組織承諾的作用。不公平閾限與回應(yīng)數(shù)額存在顯著負(fù)相關(guān)，第一階段對方提議的分配方案對被試越有利，則第二階段被試的回應(yīng)行為越有利于對方。 （3）分配過程中，人們遵循互惠原則。結(jié)果顯示，“人際取向類”被試主要是遵循互惠原則確立公平標(biāo)準(zhǔn)并據(jù)此做出行為反應(yīng)；而“事件取向類”被試主要依據(jù)客觀線索進(jìn)行公平判斷。 結(jié)果討論中，主要針對數(shù)據(jù)分析結(jié)果，揭示組織承諾、工作滿意度對組織分配公平觀的影響，并通過研究結(jié)果得出結(jié)論，對企業(yè)或組織的管理實踐和相關(guān)企業(yè)改革提出建議。 本研究還充分認(rèn)識到了研究的局限與不足，對于結(jié)論的可推廣性提出質(zhì)疑，并對以后的相關(guān)研究提出期望。
[Abstract]:The main content of this study is to explore organizational commitment, the impact of job satisfaction on organizational distribution equity. An empirical study is used to explore organizational commitment from the perspective of cognitive evaluation and decision-making behavior evaluation. The effect of job satisfaction on the concept of organizational distribution equity, on the basis of which, some suggestions for enterprises or organizations to improve the concept of organizational fair distribution of employees are provided to effectively improve the efficiency of management. In terms of research methods, this study mainly adopts questionnaire and experimental methods. The results of the experiment used three dependent variables to investigate the distribution fairness of the subjects. The first dependent variable is the unfair threshold. In the ultimatum game, the proposer puts forward the equal interval change of the proposed amount, and defines the maximum amount of the respondent's rejection as the unfair threshold when the responder changes from acceptance to rejection. The second dependent variable is fair judgment. In the ultimatum game, the participants are asked to evaluate the fairness of the proponents as responders. The third dependent variable is the amount of response, that is, when the subjects are allocated as the proponents in the dictator game and the proponents in the ultimatum game, the allocation scheme is given by the subjects. The results show that: 1) organizational commitment and job satisfaction were negatively correlated with unfair threshold, positively correlated with fair judgment and response amount. The main effects of organizational commitment and job satisfaction on fair judgment were significant, and there were significant differences in the level of fair judgment. The fair judgment of distribution scheme in low group was significantly lower than that in high score group. In organizational commitment, affective commitment plays a major role in the sense of distributive fairness to employees. In job satisfaction, internal satisfaction plays a more important role in organizational distribution fairness. (2) when the subjects give the amount of response, the main function is the job satisfaction of the individual, the second is affected by the previous allocation plan, and the second is the role of organizational commitment. There was a significant negative correlation between the unfair threshold and the amount of response. The more favorable the allocation scheme proposed in the first stage, the more favorable the response behavior of the second stage was. In the process of distribution, people follow the principle of reciprocity. The results showed that "interpersonal orientation" subjects mainly followed the principle of reciprocity to establish fair standards and act accordingly, while "event-oriented" subjects mainly made fair judgments based on objective clues. Results in the discussion, the influence of organizational commitment and job satisfaction on the concept of organizational distribution equity was revealed, and the conclusions were drawn, and suggestions were put forward for the management practice and related enterprise reform of enterprises or organizations. This study also fully recognized the limitations and shortcomings of the study, questioned the extensibility of the conclusions, and put forward expectations for related studies in the future.
【學(xué)位授予單位】：聊城大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：B849

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