【作者】 陈善国；

【导师】 李志；

【作者基本信息】 重庆大学 ， 行政管理， 2005， 硕士

【摘要】 公平在企业管理中是一个十分重要的问题。加强企业的公平管理,能创造一个和谐的企业环境,同时能增强员工的公平感、增强工作满意度、激发员工的工作积极性。员工公平观是影响和决定企业员工公平认识、评价和行为倾向的内在观念系统。它是稳定的认识和心理倾向,制约着员工对企业管理和行为的公平判断和公平感受,进而对员工的工作行为和业绩产生影响。因此,研究员工公平观对企业人力资源管理有着十分重要的意义。本文以揭示员工公平观的内容和特征,以及研究员工公平管理措施为主要研究目的。在国内外相关研究文献的基础上,通过文献分析、问卷调查、个别访谈等研究方法,对企业员工公平观进行调查研究。研究对象主要为国有企业和民营企业在职员工,研究内容包括员工的公平认识、公平归因、公平价值认知、公平需要、公平挫折反应、公平措施选择等公平观的主要部分。研究发现:①总体上员工认为企业管理较不公平,不公平的主要原因在于企业制度。②员工普遍看重公平,但在工作中不会首先以是否公平为行为的出发点。员工最看重的是结果的公平性,其次是程序公平性。③员工普遍拥有收入差距大小适宜的分配公平观。④员工遇到不公平时比较赞同采取积极措施重新获得公平,并对组织采取措施改善公平状况具有较高期待。本研究还对员工的公平观进行分类比较分析,揭示了不同性别、不同年龄、不同学历、不同企业性质以及不同工作性质的员工公平观差异,为进一步采取有针对性的管理措施提供了依据。在详细分析员工公平观差异和员工公平观的影响因素的基础上,本研究提出了加强领导的自身建设、健全企业人力资源管理制度、培育公平和谐的企业文化、有针对性地影响和改变员工的公平认知、有差别地激励员工和建立公平管理的预警机制等六项员工公平观管理措施。更多还原

【Abstract】 Justice is very important in business administration, for promoting the fairness of business administration can create a harmonious environment of an enterprise, strengthen employee’s sense, excite the employee’s working enthusiasm, as well as heighten working satisfaction. Employee’s justice value is a conception system that can influence and dicide employees to recognize and evaluate and behavior towards justice. Employee’s justice value exert an influence on employee’s understanding and appraisal of enterprise’s fairness. Therefore, it is necessary to pay close attention to employee’s justice value and do further investigation to improve enterprise’s human resources management.With the main research purpose of eliciting the contents and characteristics of employee’s justice value as well as its management measures, this thesis took an empirical investigation in enterprises through approaches as the analysis of documents, questionnaire investigation, individual interviews, etc., on the basis of domestic and international relevant research documents. The research objects were mainly on-the-job employees in state-owned enterprises and the enterprises run by the local people, and the contents were divided into six main part, including employee’s justice cognition, justice attribution, justice value sense , justice needs , frustration reaction of justice , and the measures of justice. The investigation results show that in general, employees considered business administration was relatively unfair, and the main reason of unfairness lied in enterprise’s system factors. The employee generally thought a lot of justice, but would not consider the fair question in the first place at work. What the employees valued most were the result justice, and then the procedure justice. They rifely hold a distribution justice value with reasonable income gaps. The employee relatively agreed to take the positive measure to regain the justice while meeting unfairness, and had higher expectations on the measures taken by organization to improve the justice state. Besides, this research carried on categorized comparative analysis to the employee’s justice value, which put forward the different justice value of different sex, ages, academic credentials, enterprise’s nature and different working natures. The results had offered basis to organizations to take further pertinent control measures.Based on the reasons of employee’s justice value difference, and management更多还原