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Organizational justice perceptions in China: Development of the Chinese Organizational Justice Scale.

机译：中国对组织公正的看法：中国组织公正量表的制定。

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摘要

Research analyzing fairness perceptions within organizations has gained the attention of cross-cultural theorists as the criteria used to judge fairness varies across cultures. Review of the literature indicates that researchers use translated Western measures of organizational justice on Eastern samples despite evidence of cultural variation in justice criteria. This dissertation addresses some of the gaps in the current research by developing and validating an indigenous measure of Chinese organizational justice perceptions. A preliminary qualitative study revealed numerous justice rules used by Chinese employees to determine whether a workplace decision was fair. The qualitative results were used to develop the Chinese Organizational Justice Scale (COJS). The COJS and various outcome measures were administered to 307 Chinese employees.;The COJS revealed a five-factor model for Chinese organizational justice perceptions with distributive justice breaking into two factors. The five-factor COJS measurement model indicated excellent fit and psychometric properties and included factors of distributive justice west (equity-based distributions), distributive justice east (distributions based on need, guanxi, and nonperformance related equity criteria), procedural justice, informational justice, and interpersonal justice. Unique Chinese justice criteria were identified for distributive justice and procedural justice.;Distributive justice east and west factors were both positively related to pay satisfaction. Exploratory analyses indicated that distributive justice equity criteria commonly assessed in Western measures were dominant in predicting several additional outcomes including perceived organizational support, supervisor support, and altruism. Informational justice was negatively related to role ambiguity and positively related to perceived organizational support. Interpersonal justice was negatively related to perceived organizational support. Procedural justice was not related to any of the measured outcomes. These findings are discussed in relation to previous Chinese organizational justice research and possible shifting values in China that could be linked to competitive industries and a rapidly expanding market economy.
机译：组织内部对公平观念的分析研究引起了跨文化理论家的关注，因为用于判断公平的标准因文化而异。文献综述表明，尽管司法标准中存在文化差异的证据，但研究人员仍在东方样本上使用西方翻译过的组织正义度量。本文通过开发和验证一种本土化的对中国组织正义观念的衡量方法，解决了当前研究中的一些空白。一项初步的定性研究显示，中国员工使用许多司法规则来确定工作场所的决定是否公平。定性结果用于制定中国组织正义量表（COJS）。对307名中国员工实施了COJS和各种结果评估。; COJS揭示了一种五因素模型，用于中国组织正义观，而分配正义则分为两个因素。五因素COJS度量模型显示出出色的适应性和心理计量学特性，其中包括西分布正义（基于权益的分布），东分布正义（基于需求的分布，关系和与绩效无关的公平标准），程序正义，信息正义的因素，以及人际公正。为分配正义和程序正义确定了独特的中国正义标准。分配正义的东西方因素均与薪酬满意度成正相关。探索性分析表明，西方方法中通常评估的分配正义公平标准在预测其他一些结果方面占主导地位，包括组织支持，主管支持和利他主义。信息公正与角色模糊性负相关，与组织支持感正相关。人际正义与组织支持感负相关。程序公正与任何衡量的结果均无关。这些发现与先前的中国组织正义研究以及在中国可能发生的价值转移（可能与竞争性产业和快速发展的市场经济联系在一起）有关。

著录项

  • 作者

    Fodchuk, Katherine M.;

  • 作者单位

    Old Dominion University.;

  • 授予单位 Old Dominion University.;
  • 学科 Psychology Industrial.;Psychology Psychometrics.
  • 学位 Ph.D.
  • 年度 2009
  • 页码 145 p.
  • 总页数 145
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 古生物学;
  • 关键词

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