组织正义如何塑造创新的工作行为:作为中介者的工作参与和作为中国ICT部门中介者的真实领导力
Yifan Zhou1, Rosmelisa Yusof2, Ramayah Thurasamy3
1Wenzhou Polytechnic, Wenzhou 325000, China; School of Management, Universiti Sains Malaysia, Minden, 11800, Penang, Malaysia.
Acta psychologica
|January 28, 2026
概括
工作场所的公平 (组织正义) 提高了员工的参与度,从而推动了创新. 真正的领导力进一步增强了中国科技行业的这种效应.
科学领域:
- 组织管理 组织管理
- 人力资源 人力资源 人力资源
- 信息和通信技术 (ICT) 部门
背景情况:
- 在中国的ICT行业,创新的工作行为至关重要.
- 有限的研究探讨了组织正义,工作参与和真正的领导力对创新的综合影响.
研究的目的:
- 检查分配,程序和互动正义对工作参与度的影响.
- 调查工作参与在正义维度和创新的工作行为之间的调解作用.
- 分析真实的领导力对工作参与和创新的工作行为之间的关系的温和效应.
主要方法:
- 基于社会交换理论的基础.
- 开发并测试了一种使用部分最小平方结构方程建模 (PLS-SEM) 的研究模型.
- 调查了广东省364名经理和工程师,中国的ICT公司.
主要成果:
- 组织正义的三个维度 (分配性,程序性,交互性) 都与工作参与有关.
- 工作参与度介绍了组织正义和创新的工作行为之间的联系.
- 真正的领导力积极地调节了工作参与和创新的工作行为之间的关系.
结论:
- 公平感知推动了员工的参与,从而增加了创新的工作行为.
- 真正的领导力放大了参与对创新的积极影响.
- 调查结果为促进中国动态的ICT行业员工创新提供了洞察力.
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