ISSN 1671-3710
CN 11-4766/R
主办:中国科学院心理研究所
出版:科学出版社

心理科学进展 ›› 2004, Vol. 12 ›› Issue (4): 584-593.

• • 上一篇    下一篇

组织不公正及其效果研究述评

龙立荣,刘亚   

  1. 1华中科技大学管理学院博士后, 武汉 430079 2华中师范大学心理学系,武汉 430079
  • 收稿日期:2003-11-29 修回日期:1900-01-01 出版日期:2004-07-15 发布日期:2004-07-15
  • 通讯作者: 龙立荣

Review and Comment on Organizational Injustice

Long Lirong,Liu Ya   

  1. 1College of Management, Huazhong University of Science and Technology, Wuhan 430079
  • Received:2003-11-29 Revised:1900-01-01 Online:2004-07-15 Published:2004-07-15
  • Contact: Long Lirong

摘要: 从组织公正感的研究出发,比较全面地介绍了国外关于3种组织不公正,即分配不公、程序不公正和互动不公正研究及其效果,特别分析了组织不公正对组织的具体危害,这种危害包括隐蔽的攻击、退缩行为和公开的攻击。文章还介绍了我国学者关于分配不公平方面的研究。最后,作者指出组织不公正研究可能存在的问题,即组织不公正可能本质上不同于组织公正,组织不公正研究存在操作定义狭隘和跨文化障碍,以此为基础描述了未来的研究方向

关键词: 组织公正, 组织不公正, 分配公正, 程序公正, 互动公正

Abstract: Although organizational justice has universal effects on employees’ feeling and behaviors, the research on organizational injustice was very limited. Some negative effects of organizational injustice ,i.e., expression of hostility, withdrawal behaviors, and overt aggression, were found on abroad .On the basis of the studies reviewed, three kinds of possible problems on organizational injustice research which included the difference between organizational justice and organizational injustice, the operationalization of organizational injustice, the generalization of organizational injustice across culture, were proposed. Finally, the research orientation in Chinese context is suggested.

Key words: organizational justice, organizational injustice, distributional equity, procedural justice, interactional justice

中图分类号: