知识型员工组织公平对工作绩效的影响——一个有中介的调节模型
The Impact of Organizational Equity on the Job Performance of Knowledge Workers—A Mediated Regulation Model
摘要: 员工对组织情境的知觉、价值观和工作态度影响着工作绩效。本文基于公平理论探讨了组织公平对知识型员工工作绩效的影响过程。通过对209份样本的实证分析结果表明：组织公平与知识型员工工作绩效之间呈现正相关关系，情感承诺在组织公平与工作绩效之间起中介作用。权力距离不仅负向调节了组织公平与情感承诺之间的关系，而且还负向调节组织公平通过情感承诺对知识型员工工作绩效的间接效应。组织应营造更加公平的环境，重视知识型员工的价值观和积极工作态度，从而有效提高其工作绩效。
Abstract: Employees’ perceptions, values and work attitudes towards organizational situations affect job performance. This paper explores the process of the influence of organizational justice on the job performance of knowledge workers based on equity theory. The results of the empirical analysis of 209 samples show that there is a positive relationship between organizational justice and knowledge workers’ job performance, and affective commitment plays a mediating role between organizational justice and job performance. Power distance not only negatively regulates the relationship between organizational justice and affective commitment, but also negatively regulates the indirect effect of organizational justice on the job performance of knowledge workers through affective commitment. Organizations should create a more equitable environment that emphasizes the values and positive work attitudes of knowledge workers in order to effectively improve their job performance.
文章引用：王萍, 陈文 (2021). 知识型员工组织公平对工作绩效的影响——一个有中介的调节模型. 心理学进展, 11(9), 2003-2012. https://doi.org/10.12677/AP.2021.119226

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