摘要
薪酬管理的公平始于对组织分配公平的研究,文章具体考察了薪酬分配公平分别对于指向个体的与指向组织的公民行为的影响作用,并从价值观契合的理论视角解释了员工对组织的价值认同对其组织公民行为所产生的影响,并在此基础上进一步构建了价值认同对薪酬分配公平感与组织公民行为之间关系的调节效应模型。本研究的结果表明,薪酬分配公平与组织公民行为(包括指向个体的与指向组织的)都具有显著的正相关关系,而且员工个体对组织的价值认同能够负向调节这二者之间的关系,降低由于薪酬分配不公平所导致的组织公民行为投入减少的负面效果。依据研究结果,指出未来的薪酬管理实践可以通过改善员工对组织价值观的认同状态,以使组织得到期望的产出。
The fairness of compensation management began with the study of fair distribution of organization. This study investigated effects of pay distribution-fairness on organizational citizenship behavior directed to individuals and organization in more detail. From the theoretical perspective of value alignment, it attempted to explain the impact of employees＇ value alignment on organizational eitizenship behavior, which led to the foundation of a moderation model of value alignment on the relationship between pay distribution-fairness and organizational citizenship behavior. The results showed that pay distribulion-justice of employees had a significantly positive relationship with organizational citizenship behavior directed to both individuals and orga nization. Moreover, value alignment as a moderator reduced the effects of low distribution-fairness on organizational citizen ship behavior. Based on the conclusions, the paper puts forward that fi2ture compensation management practices should im prove staff＇s recognition on organizational value in order to get desired outeomes.
出处
《华东经济管理》
CSSCI
2014年第5期123-128,共6页
East China Economic Management
基金
国家自然科学基金项目(71171159)
国家自然科学基金重点项目(71032002)
关键词
组织公民行为
薪酬分配公平
价值认同
调节作用
organizational citizenship behavior
pay distribution-fairness
value alignment
moderation
