ISSN 0439-755X
CN 11-1911/B

心理学报 ›› 2016, Vol. 48 ›› Issue (6): 693-709.doi: 10.3724/SP.J.1041.2016.00693

• 论文 • 上一篇    下一篇



  1. (清华大学经济管理学院, 北京 100084)
  • 收稿日期:2015-09-02 发布日期:2016-06-25 出版日期:2016-06-25
  • 通讯作者: 刘鑫, E-mail:
  • 基金资助:

    国家自然科学基金资助项目(71272022; 71421061)。

The effect of interactional justice on employee well-being: The mediating role of psychological empowerment and the moderating role of power distance

ZHENG Xiaoming; LIU Xin   

  1. (School of Economics and Management, Tsinghua University, Beijing 100084, China)
  • Received:2015-09-02 Online:2016-06-25 Published:2016-06-25
  • Contact: LIU Xin, E-mail:


近些年, 由于积极心理学的兴起, 员工幸福感的研究得到了广泛的关注。本论文从互动公平这一特定的组织公平概念出发, 以公平理论为主体, 并结合自我决定理论, 从心理授权的视角既分析了互动公平影响员工幸福感的内在机制, 又探讨了权力距离对整个影响机制的调节作用。通过对国内一家制造业企业的199名员工多时点匹配问卷的调查, 结果表明:互动公平与员工幸福感之间呈现正相关关系; 心理授权中介了互动公平对员工幸福感的影响作用; 权力距离不仅负向调节了互动公平与心理授权之间的关系, 而且还负向调节了互动公平—心理授权—员工幸福感这一中介机制。本研究的发现有利于充分了解互动公平影响员工幸福感的内在机制和边界条件, 同时能为管理实践提供更好的指导, 有效地提高员工幸福感。

关键词: 员工幸福感, 互动公平, 心理授权, 权力距离, 被调节的中介模型


Although the construct of well-being has been widely discussed among philosophers and writers since long time ago, scholars did not start to conduct related empirical studies until 1960s. In recent years, with the development of both Positive Psychology and Positive Organizational Behavior, the construct of employee well-being has caught increasingly more attention from organizational scholars. In this line of research, organizational justice has been regarded as a key factor which influences employee well-being. However, as for the specific impact of one particular type of justice, it has been largely ignored in extant studies. Our research thus focuses on the construct of interactional justice and aims to explore how and when interactional justice influences employee well-being. Specifically, we propose that interactional justice encourages employee well-being in the workplace. Moreover, drawing upon self-determination theory, we posit that psychological empowerment is the underlying mechanism that explains the positive effect of interactional justice on employee well-being. Furthermore, considering the role of individual difference, we argue that employees’ power distance weakens the relationship between interactional justice and psychological empowerment as well as the whole mediating mechanism. We collected our three-wave data from a large manufacturing company in Northern China. At time 1, we invited all 489 frontline employees to rate interactional justice. Two months later, at time 2, we invited all 376 employees who had returned time-1 survey to rate their own power distance as well as psychological empowerment. Another two months later, at time 3, we invited all 294 employees who had returned both time-1 and time-2 surveys to rate their own well-being. Meanwhile, employees’ demographic information including gender, age, education, and tenure with their supervisors were all obtained from the HR department. The final valid sample consisted of 199 employees (for a final response rate of 40.70%). Regression analysis, RMediation procedure, and bootstrapping technique were used to test the mediation, moderation, and moderated-mediation relationships among the study variables. Consistent with our predictions, the results indicated that interactional justice was positively related to employee well-being. And this relationship was mediated by psychological empowerment. Moreover, power distance negatively moderated the relationship between interactional justice and psychological empowerment, and also buffered the whole mediating mechanism. Overall, our research has extended the extant literatures from three primary perspectives. Firstly, this study has deepened our understanding of the relationship between organizational justice and employee well-being by paying specific attention to interactional justice and examining its link with employee well-being. Secondly, drawing upon self-determination theory, this study has explained how interactional justice impacts employee well-being through psychological empowerment. Thirdly, this study has further painted a more complete picture by exploring the contingent effect of power distance.

Key words: employee well-being, interactional justice, psychological empowerment, power distance, moderated mediation model