摘要
组织不公平破坏了员工与组织之间的雇佣关系,补救受损的雇佣关系对组织发展具有重要意义。本研究运用情境模拟实验的方法,以企业员工为主要对象,探讨了不公平情境下道歉策略对雇佣关系的影响以及作用机制。结果表明:道歉策略能够提高员工的组织公平感和组织信任,缓解愤怒情绪,而且尊重感部分中介了道歉策略与互动公平感之间的关系。
Organization injustice undermines the employment relationship, and thus repairing the damaged relationship has important implications for organizational development. With the scenario method based on the main sample of employees in enterprise, the present study was to examine the effect of apology on employment relationship and the mechanism between the two within organization injustice context. The results showed that the apology could increases employees＇ justice perception and organizational trust, and relieves their anger. Furthermore, the respect partially mediates the relationship between the apology and the interactional justice perception.
出处
《中国人力资源开发》
北大核心
2014年第21期72-78,共7页
Human Resources Development of China
基金
天津市高等学校人文社会科学研究项目"组织公平补救策略对雇佣关系的影响及作用机制研究:基于动机理论视角"(20122125)阶段性成果
关键词
不公平
道歉
雇佣关系
尊重感
Injustice
Apology
Employment Relationship
Respect
