摘要
早期研究者们均认为程序公正和结果宜人性之间存在着显著的交互作用,即程序公正会缓解不利结果带来的消极影响。这种交互作用被称作"程序公正的补偿性效应"。但是,随着近几年来的进一步探究发现,程序公正的补偿性效应存在有限性。基于此,本文对程序公正与结果宜人性的关系研究进行了回顾梳理,着重探讨程序公正补偿性效应的影响因素,包括信任、个体的地位、关系的重要性、个体的调节焦点倾向、自我不确定感及个体的自我建构水平等,并提出未来研究方向和促进程序公正补偿性效应的人力资源管理策略。
In the early stage, researchers have agreed that procedural justice interacts with outcome favorability to affect people＇s beliefs and behaviors. Procedural justice attenuates the negative influence of the unfavorable results. This interaction is called ＂compensatory effect of procedural justice.＂ However, with further exploration in recent years, researchers have found that the compensatory effect of the procedural justice is limited. Based on this, this research first reviews literatures on the relationship between procedural justice and outcome favorability. Then it focuses on the factors influencing the compensatory effect of procedural justice, including trust, individual status, the importance of relationship, individual regulatory focus, uncertainty, and self-construction. Finally, future research directions and the strategy of human resources management arc discussed.
出处
《企业经济》
北大核心
2016年第7期97-104,共8页
Enterprise Economy
基金
国家自然科学基金项目"程序公正与权威信任:公共政策可接受性机制"(项目编号:71401113)
关键词
程序公正的补偿性效应
情境变量
个体变量
人力资源管理
compensatory effect of procedural justice
situational variables
individual variables
human resource management
