公平待遇和工作满意度:就业转型的多层次分析
Hyunmin Cho1, Kyujun Cho2, Heungjun Jung2
1Department of Business Administration, Hanyang University, Seoul 04763, Republic of Korea.
Behavioral sciences (Basel, Switzerland)
|November 27, 2025
概括
工作人员 工人 工人
科学领域:
- 组织行为 组织行为
- 人力资源管理 人力资源管理
- 劳动经济学 劳动经济学
背景情况:
- 从临时机构就业转向常规客户公司就业是一个日益增长的趋势.
- 了解员工在这种转型过程中的态度对于组织稳定至关重要.
- 组织正义理论为检查公平感知提供了一个框架.
研究的目的:
- 为了调查被认为公平待遇对正规化后的工作满意度的影响.
- 探索个人和组织层面影响这种关系的因素.
- 确定人力资源管理 (HRM) 实践和政府支持的作用.
主要方法:
- 使用多层次分析来评估个人和组织的影响.
- 数据通过调查收集来自116个韩国公共组织的966名员工的数据.
- 该研究的重点是那些实施了规范化过渡的组织.
主要成果:
- 在规范化后,感知到的公平待遇与工作满意度有积极联系.
- 系统的人力资源管理实践加强了员工对公平待遇的看法.
- 政府的支持缓和了公平和工作满意度之间的联系.
结论:
- 公平待遇的看法在正规化期间显著影响员工的工作满意度.
- 有效的人力资源管理和政府支持对于积极的劳动力市场转型至关重要.
- 调查结果为管理就业转型的组织和政策制定者提供了见解.
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