摘要
营造风清气正的政治生态是实现国家治理体系和治理能力现代化的重要保障。对工作单位在分配、程序以及互动等方面的公平感知(即组织公平感)在一定程度上反映了个体对工作环境风清气正状况的评价。然而,关于组织公平感效应的已有研究主要针对企业组织,且中介机制多以社会交换理论为基础,缺乏从积极心理学视角探讨其作用的心理机制分析。论文以心理资本(普通心理资源)和职场精神力(高级心理资源)为并行中介变量,运用资源保存理论和工作要求-资源模型,建构了组织公平感对公务员工作绩效的影响机制模型。采用时间滞后的三波段调查方式收集数据,对334名基层公务员的实证结果显示:组织公平感对工作绩效有显著正向影响,心理资本和职场精神力在组织公平感与工作绩效关系中产生了并行中介效应,任务不确定性正向调节了组织公平感、职场精神力对工作绩效的直接影响以及职场精神力的中介效应。论文从组织公平角度揭示了风清气正环境何以促进公务员绩效提升的心理机制,为政府部门在新时代背景下如何增加公务员积极心理资源,进而提升干事创业的工作绩效提供了有价值的启示。
Creating a clean and righteous organizational environment is important to the modernization of China’s governance system and its capacity for governance. To some degree,organizational justice consisting of distributive justice,procedural justice,and interactive justice reflects the clean and righteous level of an organization’s environment. Previous studies on the effect of organizational justice mainly focus on enterprises,and most of the mediating mechanisms are built on the theory of social exchange,which ignores the psychological process from the perspective of positive psychology. This study employs psychological capital(primary psychological resources)and workplace spirituality(advanced psychological resources)as parallel mediators and constructs a model to examine the impact of organizational justice on civil servants’ job performance based on conservation of resource theory and the job demands-resources model. A time-lagged three-wave survey was conducted. The empirical results of 334 street-level civil servants show that organizational justice has a significantly positive effect on job performance. Moreover,workplace spirituality and psychological capital play parallel mediating roles on these relationships. Task uncertainty moderates the direct effects of organizational justice and workplace spirituality on job performance,and the mediating role of workplace spirituality. This study unpacks the psychological mechanism of how a clean and righteous organizational environment improves civil servant’s job performance. It also suggests that government should take multiple measures to create a justice climate for civil servants in the new era to enhance their positive psychological resources and achieve satisfying job performance.
作者
柯江林
刘琪
陈辰
Jianglin Ke;Qi Liu;Chen Chen
出处
《公共行政评论》
CSSCI
北大核心
2022年第6期96-115,198,199,共22页
Journal of Public Administration
基金
国家自然科学基金面上项目“人员多样化场景下公务员主动行为的激发机制研究:包容性氛围视角及其双面效应”(72174027)。
关键词
组织公平感
心理资本
职场精神力
工作绩效
任务不确定性
Organizational Justice
Psychological Capital
Workplace Spirituality
Job Performance
Task Uncertainty
