人力资源管理实践的公平性:司法敏感部门的评估
Victor Y Haines1, David Patient2, Sylvie Guerrero3
1School of Industrial Relations, University of Montreal, Montreal, QC, Canada.
Frontiers in psychology
|April 10, 2024
概括
司法敏感性的个体差异会影响员工在人力资源管理实践中如何感知公平. 更高的司法敏感性与人力资源实践中更强的组织正义感相关.
科学领域:
- 组织行为 组织行为
- 心理学 心理学 心理学
- 人力资源管理 人力资源管理
背景情况:
- 公平在组织环境中是一个关键问题.
- 在人力资源管理 (HRM) 实践中,人们对公平的看法往往被忽视.
- 组织正义原则指导员工对公平的看法.
研究的目的:
- 调查个人司法敏感性对人力资源管理实践的看法的影响.
- 确定正义敏感性如何与人力资源管理实践的感知组织正义有关.
主要方法:
- 这项研究涉及两个国家的三个学术单位的283名大学生.
- 正义敏感度是使用40项的施密特等人测量. (2010) 库存. 在库存.
- 参与者对61种人力资源管理实践进行了评分,根据其对组织正义原则的传达.
主要成果:
- 司法敏感性与随后对HRM司法实践的评估有积极的关联.
- 区分自我导向和以他人为导向的司法敏感性提供了细微的见解.
- 这些区别对于人们对付出表现报酬的看法尤为重要.
结论:
- 结果有助于理解 HRM 实践中嵌入的含义.
- 在系统性司法框架内增强对实体判断形成的知识.
- 强调个人司法敏感性在塑造员工对人力资源公平性的看法方面的作用.
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