1组织公正管理的必要性在组织行为学研究中,组织公正(organizational justice)是组织或单位内人们对与个人利益有关的组织制度、政策和措施的公平感受。通俗地说,组织公正就是组织中人们的公平感受。
基于94个网页-相关网页
Based on the theory of organizational behavior science,the paper studies the impact of organizational justice on employees’ work-related attitudes and behaviors in catering industry by using structural equation modeling(SEM) technique.
文章以组织行为学为理论基础,运用结构方程模型研究了组织公正对餐饮业员工工作态度和行为的影响。
参考来源 - 组织公正对餐饮业员工工作态度和行为的影响研究Organizational fairness has played a intermediary role in the relation between psychological contract violation and employee's attitude and behavior.
组织公正在心理契约违背和员工态度行为关系中起到了部分中介作用和调节作用。
参考来源 - 员工心理契约违背对其态度和行为的影响研究Research two examined the relationship between PL and organizational justice that explored by research one by an experiment.
研究二、采用模拟情境的实验研究,验证研究一得到的家长式领导与组织公正的关系。
参考来源 - 家长式领导与组织公正的关系研究Change process fairness moderate the relationship between Theconsequence of change and perceived changes in P-O fit; Coping withorganizational change moderate the relationship between the extent ofchange, the consequence of change and perceived changes in P-O fit.
3、组织公正在变化性质与人—组织匹配之间起调节作用；变化应对在变化程度、变化性质与人—组织匹配之间起调节作用。
参考来源 - 组织变化中人与组织匹配研究·2,447,543篇论文数据，部分数据来源于NoteExpress
程序公正是组织公正的重要成分。
Procedural justice is the most important component of organizational justice.
从总体来说，组织公正感是判断绩效评估有效性的衡量标准之一。
In general, organizational justice is one criterion to judge the validity of performance appraisal.
组织公正感包括分配公正、程序公正、互动公正等重要的组成要素。
Organizational justice is thought to consist of distributional justice, procedural justice, and interactional justice in which they are both differential and related.
应用推荐