【正文】 碩 士 學(xué) 位 論 文 論文題目：組織公平感、組織公民行為與組織績(jī)效的關(guān)系研究The Research on the Relationship among These Aspect Organizational Justice, Organizational Citizenship Behavior and Organizational Performance作者姓名：史金萍作者學(xué)號(hào)：2008140010指導(dǎo)教師：閆 濤 教授論文密級(jí)：專業(yè)名稱：企業(yè)管理單位年級(jí)：管理學(xué)院2008級(jí)完成日期：2011年5月渤海大學(xué)研究生學(xué)院組織公平感、組織公民行為與組織績(jī)效的關(guān)系研究中 文 摘 要本文在借鑒國內(nèi)外對(duì)組織公平感、組織公民行為、組織績(jī)效的研究理論和實(shí)證分析的基礎(chǔ)上，進(jìn)一步探討組織公平感、組織公民行為與組織績(jī)效之間的關(guān)系。在以往的研究當(dāng)中，大部分都是針對(duì)組織公平感對(duì)組織公民行為的影響研究，組織公民行為對(duì)組織績(jī)效的影響研究，但是組織公平感和組織績(jī)效分別作為組織公民行為的前因變量和結(jié)果變量，組織公民行為是否在組織公平感對(duì)組織績(jī)效影響的過程中起到中介作用還沒有說明，本文基于此對(duì)組織公平行為的中介作用做了嘗試研究。文章首先對(duì)組織公平感、組織公民行為和組織績(jī)效的理論進(jìn)行了回顧，提出了三者的特征維度；其次在借鑒國內(nèi)外對(duì)三者研究的基礎(chǔ)上，參考國內(nèi)外的成熟量表，設(shè)計(jì)出適合本文的調(diào)查問卷，、相關(guān)、回歸分析，得出組織公平感對(duì)組織公民行為和組織績(jī)效都有很好的預(yù)測(cè)能力，員工表現(xiàn)出的組織公民行為對(duì)組織績(jī)效有很好的預(yù)測(cè)能力。組織公民行為作為中介變量，在組織公平感對(duì)組織績(jī)效的影響過程中起到部分的中介作用；最后針對(duì)研究結(jié)論對(duì)管理者提出幾點(diǎn)建議，并說明本文的局限性。本文研究的主要意義就在于希望能夠豐富相關(guān)理論的發(fā)展和對(duì)企業(yè)人力資源管理的實(shí)踐過程中提供一定的理論依據(jù)。關(guān)鍵詞：組織公平感；組織公民行為；組織績(jī)效THE RESEARCH ON THE RELATTIONSHIP AMONG THESE ASPECT ORGANIZATIONAL JUSTICE, ORGANIZATIONAL CITIZENSHIP BEHAVIOR AND ORGANIZATIONAL PERFORMANCEABSTRUCTThis paper further discusses the relationship among organizational justice, organizational citizenship behavior and organizational performance, on the basis of referencing domestic and foreign for the research theory and empirical analysis of organizational justice, organizational citizenship behavior and organizational performance. In the past research, most all research the influence of organizational justice to organizational citizenship behavior and organizational citizenship behavior to organizational performance. But organizational justice and organizational performance are respectively as antecedent variable and oute variable, organizational citizenship behavior can play a role as intermediary or not, there is no research at present. This paper tries to research for this.Firstly, this paper reviews the theories of organizational justice, organizational citizenship behavior and organizational performance, puts forward the characteristic dimensions of organizational justice, organizational citizenship behavior and organizational performance. Secondly, in the basis of referencing domestic and foreign research to organizational justice, organizational citizenship behavior and organizational performance and questionnaire scale, this paper designs questionnaire that is suitable for it, uses to factor relate regression analysis, draws organizational justice has good predictive power for organizational citizenship behavior and organizational performance, organizational citizenship behavior that employee shows has good predictive power for organizational performance. Organizational citizenship behavior as a intermediary variable, it plays an intermediary role in the process that organizational justice influences organizational performance. Finally, this paper makes some suggestions to the conclusion for managers, in the meantime, analysis the limitations.Major significance of this paper is that hope to rich related theory and provide some theoretical basis to the practice of human resource management for enterprises.KEY WORDS: organizational justice。 organizational citizenship behavior 。 organizational performance目 錄1 緒論 1 內(nèi)容 2 2 以往研究的不足及初步構(gòu)思的提出 2 2 32 相關(guān)的研究綜述 4 4 4 分配公平 4 程序公平 5 互動(dòng)公平 5 6 國內(nèi)組織公平感的研究 6 組織公平感產(chǎn)生的結(jié)果變量的研究 7 組織公民行為的理論綜述 8 8 9 組織公民行為的內(nèi)涵 9 組織公民行為的維度 9 國內(nèi)組織公民行為的研究 10 組織績(jī)效的研究綜述 11 以往的各變量之間關(guān)系研究 12 12 143 研究初步構(gòu)思、假設(shè)與實(shí)施 15 初步構(gòu)思的理論依據(jù)、構(gòu)思模型與說明 15 初步構(gòu)思的理論依據(jù) 15 初步構(gòu)思模型與說明 15 模型中各變量的定義 15 研究假設(shè) 16 問卷的設(shè)計(jì) 16 組織公平感的測(cè)量 17 17 17 17 18 研究方法及工具 18 研究方法 18 18 18 18 研究工具 194 數(shù)據(jù)分析與統(tǒng)計(jì)結(jié)果 20 20 數(shù)據(jù)的來源 20 數(shù)據(jù)的基本特征 20 統(tǒng)計(jì)分析 20 20 組織公平感的信度分析 20 組織公民行為的信度分析 21 組織績(jī)效的信度分析 22 信度分析小結(jié) 23 23 組織公平感的因子分析 23 組織公民行為的因子分析 25 組織績(jī)效的因子分析 27 因子分析小結(jié) 28 相關(guān)分析 29 組織公平感與組織公民行為的相關(guān)分析 29 組織公民行為與組織績(jī)效的相關(guān)分析 29 組織公平感與組織績(jī)效的相關(guān)分析 30 相關(guān)分析小結(jié) 31 回歸分析 31 組織公平感與組織公民行為的回歸分析 31 組織公民行為與組織績(jī)效的回歸分析 34 組織公平感與組織績(jī)效的回歸分析 35 回歸分析小結(jié) 36 組織公民行為的中介作用分析 36 組織認(rèn)同的中介作用分析 37 協(xié)助同事的中介作用分析 38 責(zé)任感的的中介作用分析 38 人際關(guān)系和諧的中介作用分析 38 愛護(hù)組織資源的中介作用分析 39 組織公民行為的中介作用小結(jié) 395 研究結(jié)論 41 研究結(jié)果與討論 41 組織公平感與組織公民行為的關(guān)系 41 組織公民行為與組織績(jī)效的關(guān)系 41 組織公平感與組織績(jī)效的關(guān)系 42 組織公民行為的中介作用 42 研究結(jié)論與建議 42 主要的研究結(jié)論 42 對(duì)未來管理實(shí)踐的建議 43 本研究的創(chuàng)新點(diǎn)與局限性 45 本研究的創(chuàng)新點(diǎn) 45 本研究的局限性 45參考文獻(xiàn) 46附錄1 調(diào)查問卷 50附錄2 相關(guān)分析數(shù)據(jù)表 55致謝 61攻讀碩士學(xué)位期間的學(xué)術(shù)成果 62CONTENTS1 Introduction 1 The background and significance 1 The resecrch ideas and contents 2 The main research contents 2 The limitations of the previous of preliminary conception proposed 2 The main research ideas 2 The research model 32 The related research 4 The theory suvey of organizational justice 4 Propsed the theory 4 Distribution justice 4 Procedure justice 5 Interational justice 5 The controversy of organizational justice’s dimensions 6 Domestic research of organizaitonal justice 6 The research was result of organizaitonal justice 7 The theeory suvey of organizaitonal citizenship behavior 8 The origin of organizational citizenship behavior 8 The connotation and dimensions of organizational citizenship behavior 9 The connotation of organizational citizenship behavior 9 The dimensions of organizational citizenship behavior 9 Domestic research of organizational citizenship behavior 10 The theory of organizaitonal perfrmance 11 Previous research among varibables 12 The relations between organiazaitonal justice and organizaitonal citizenship behavior 12 The effects of organizaitonal citizenship behavior and organizaitonal performance 143 Preliminary conception, hypothesis of the research 15 The theoretical basis of preliminary conception, model and instruction 15 The theoretical basis of preliminary conception 15 The preliminary concepyion model and instruction 15 The definition of the variables in model 15 The hypothesis 16 Designed the questionnaires 16 The measurement of organizaitonal justice 17 The m