摘要
互动公正被视为组织公正研究的第三次浪潮,其直接反映了沟通过程中领导者与下属之间的社会交换关系,对领导有效性具有重要的影响。互动公正在不同领导理论中所具有的中介作用,揭示了各种类型的领导风格和行为影响下属组织行为结果过程中互动公正的传递作用。领导者作为下属在工作场所社会支持的重要来源,其高水平的互动公正一方面为下属提供了如何正确看待公平性的信息支持,另一方面提供了个体能够感受到的良好情绪的支持,所以能够有效调节各种诱导因素而引发的不同组织行为结果。展望未来有关互动公正对领导有效性的影响研究,学者们还可以从子维度、前因变量、指向同事的互动公正、公正氛围、本土化等方面进行极具价值的探索。
International justice is deemed as the third wave of studies on organizational justice. It directly reflects the social exchange relation between leaders and the subordinate staff in the communication process and exerts great influence to leadership effectiveness. The act as an intermediary in different leadership theories reveals that interactional justice plays a transmission role when various leadership styles and behaviors affect the result of subordinate organizational behavior. Leaders, on the one hand, as the major source of social support in work places, offer information support to the subordinate staff in forming a view of fairness correctly through high level interactional justice. On the other hand, they provide favorable emotional support that could be felt by individuals. As a result, various outcomes of organizational behavior caused by inducing factors could be adjusted effectively. Valuable studies could be done in the future from the perspectives of sub-dimensions, antecedent variables, interactional justice directing to colleagues, fair atmosphere, localization, etc.
出处
《商业经济》
2016年第9期19-22,共4页
Business & Economy
基金
2016年度广州市哲学社会科学发展"十三五"规划课题:微观视角下的"一把手"监督问题研究(2016GZGJ02)
广东交通职业技术学院2016年校级科技服务团队项目:智慧会展科技服务团队(C07QE52302)
关键词
互动公正
组织领导学
述评
interactional justice
organizational leadership
review
