论文部分内容阅读
本文基于社会比较的视角,探究了高绩效工作系统对员工组织认同形成的影响,分析了员工程序公平感在其中的中介作用和领导——成员交换的调节作用。依据苏南5家企事业单位350名员工的问卷调查,研究结果表明:(1)高绩效工作系统对员工组织认同和程序公平均存在显著正向作用;(2)高绩效工作系统是通过程序公平的部分中介作用正向影响组织认同的;(3)程序公平与组织认同的关系受到领导——成员交换的显著正向调节作用,且程序公平的中介作用也是通过领导——成员交换正向调节的。
Based on the perspective of social comparison, this article explores the impact of high performance work system on the formation of employee organizational identity, and analyzes the mediating role of employee process fairness and the regulatory role of leadership-member exchange. According to the questionnaire survey of 350 employees in 5 enterprises and institutions in Sunan, the results show that: (1) High-performance work system has a significant positive effect on organizational identity and fairness of employees; (2) High-performance work system is through the process (3) The relationship between procedural fairness and organizational identity is significantly positively regulated by the leadership-member exchange, and the intermediary role of procedural fairness is also through the leadership-member exchange in the positive Regulated.