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The impact of person-organization fit and perceptions of justice on employee organizational commitment, job satisfaction, and trust towards management after an acquisition.

机译：人员组织的契合度和正义感对员工组织承诺，工作满意度和对收购后对管理层的信任的影响。

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摘要

This study examines how the degree of person-organization fit and the perceptions of the fairness of the change processes and outcomes of those processes can help to predict employees' organizational commitment, job satisfaction, and bust towards management in an acquisition event. Hypothesized is that the higher the person-organization fit and perceptions of justice, the more organizational commitment job satisfaction, and trust towards management the employees have. The data was gathered from a sample of fulltime employees of the Scandic Hotel Continental in Helsinki, Finland.; This paper shows how person-organization fit and perceptions of justice can help predict employee organizational commitment, job satisfaction, and trust towards management. The hypotheses that the higher the person-organization fit and perceptions of justice, the more organizational commitment, job satisfaction, and trust towards management the employees have, are partially supported.; The paper shows also how procedural and distributive justice perceptions are more correlated with the outcomes than person-organization fit regardless of the prediction that justice perceptions only influence the relationship between person-organization fit and the outcomes. This study suggests that the, perceptions of justice are a better predictor of employee organizational commitment, job satisfaction, and trust towards management than person-organization fit in a changing, non-fixed environment.
机译：这项研究探讨了人员组织的适应程度以及对变更过程的公平性以及这些过程的结果的认识如何有助于预测员工的组织承诺，工作满意度以及在收购事件中对管理的失败。假说是，人与组织的适应度和对正义的看法越高，组织对工作的承诺和对员工管理的信任就越强。数据来自芬兰赫尔辛基斯堪迪克大陆酒店的全职员工样本。本文展示了人员组织的适应度和对正义的看法如何有助于预测员工的组织承诺，工作满意度和对管理的信任。部分假设支持以下假设：个人与组织的契合度和对正义的看法越高，组织对员工的承诺，工作满意度和对管理的信任就越高。本文还显示了程序正义和分配正义感与结果的相关性高于人与组织的契合度，而无视正义感仅影响人与组织的契合度与结果之间关系的预测。这项研究表明，与个人组织在不断变化的，非固定的环境中相适应的情况相比，对正义的看法是员工组织承诺，工作满意度和对管理信任的更好预测指标。

著录项

  • 作者

    Tikanmaki, Anna Kristiina.;

  • 作者单位

    Simon Fraser University (Canada).;

  • 授予单位 Simon Fraser University (Canada).;
  • 学科 Business Administration Management.; Psychology Industrial.
  • 学位 M.B.A.
  • 年度 2001
  • 页码 86 p.
  • 总页数 86
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 贸易经济;工业心理学;
  • 关键词

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