摘要
采用实证的方法研究了知识型员工的薪酬公平与组织承诺、离职倾向的关系。得出结论:知识型员工的薪酬公平对情感承诺和持续承诺的积极影响要大于它对规范承诺的积极影响,薪酬公平中的分配公平对知识型员工的组织承诺和离职倾向的预测能力比程序公平、互动公平的预测能力要强。
This paper analyzes the relationships among knowledge - worker＇s compensation justice, organizational commitment and turnover intention by empirical method. Finally, it shows： compensation justice has a greater effect on knowledge -workerg affective commitment and continuance commitment than on normative commitment; in the three factors of compensation justice, distributive justice has a greater predictive capability on knowledge - worker＇s organizational commitment and turnover intention than interactional justice and process justice.
出处
《软科学》
CSSCI
2008年第8期134-138,共5页
Soft Science
关键词
知识型员工
薪酬公平
组织承诺
离职倾向
knowledge - worker
compensation justice
organizational commitment
turnover intention
