西方组织公平领域的主流观点认为要想提高员工的分配公平感，应着力提高分配过程的公平性以及上下级互动的公平性，即程序公平和互动公平。本研究发现：在中国组织情境下，较之程序公平和互动公平（人际公平、信息公平），分配制度公平对员工分配公平感的解释力最强；在分配制度不公平的情境下，程序公平和人际公平才会影响分配公平感，仅仅起到亡羊补牢的作用。%Based on large body of literature review and theoretical analysis, a 6-item policy justice scale was developed firstly, and then the relation between policy justice and distributive justice was examined.The result showed that policy justice was the most important predictor of distributive justice, and the effect of procedural and interactional justice was significant only on the condition of policy injustice.It can be implied that, there are two ways to pro-mote employees’ perception of policy justice.First, improve the basic practice of human resource management. Second, promote employees’ identification with organization’ s distributive concept by recruitment and training.
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