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本研究以结构紧张理论和社会认同理论为基础,探索了员工感知的组织伦理气候对工作场所态度(包括工作疏离感和工作满意感)的影响以及组织认同的中介效应。对448个员工样本的调查问卷进行统计分析,结果显示:(1)员工感知的自利导向伦理气候显著正向影响工作疏离感,显著负向影响工作满意感和组织认同;(2)员工感知的关怀导向和规则导向伦理气候显著负向影响工作疏离感,显著正向影响工作满意感和组织认同;(3)组织认同在员工感知的自利导向伦理气候和关怀导向伦理气候分别与工作疏离感和工作满意感之间具有部分中介效应;在员工感知的规则导向伦理气候与工作疏离感和工作满意感之间均具有完全中介效应。
Based on the theory of structural tension and social identity, this study explores the impact of employee-perceived organizational ethics on workplace attitudes (including job alienation and job satisfaction) and the mediating effect of organizational identity. The results of the questionnaire survey on 448 employee samples show that: (1) self-serving ethical climate perceived by employees is positively and negatively affected by work ethic and organizational identity; (2) employee perception (3) Organizational identification of employee-aware self-serving ethical climate and caring oriented ethical climate were separated from their jobs respectively Sense of job satisfaction with part of the intermediary effect between the staff perception of the rules-oriented ethical climate and job alienation and job satisfaction between have a complete intermediary effect.