黑龙江大学硕士学位论文
Abstract
When employees perceive injustice in comparison with colleagues, they will form
a poor sense of justice, which is prone to a sense of inferiority and envy, which will
affect voluntary work behavior. This paper mainly studies the relationship between the
sense of organizational justice and voluntary work behavior of enterprise employees,
takes negative emotional envy as the intermediary variable and takes the dynamic
self-esteem of employees in the internal environment of the organization, that is, the
self-esteem of the organization as the regulatory variable in order to expand the research
in the related fields of organizational behavior. By sorting out the relevant literature on
organizational justice, envy, organizational self-esteem and voluntary work behavior at
home and abroad, the logical deduction is carried out and 8 research hypotheses are
proposed, and then the relationship model between employees' sense of organizational
justice and voluntary work behavior is constructed. For the five core variables of this
paper, the selection of scholars is widely used, and the mature scale that has been
repeatedly deliberated is designed and distributed to the employees of the enterprise.
After collation, a total of 365 valid data were collected. Using SPSS25.0, SPSSAU, and
PROCESS plug-in, the valid data in this paper were used for sample content description
and empirical testing. After testing, the 8 research hypotheses are all valid, mainly
divided into three aspects: (1) there is a close relationship between the sense of
organizational justice and voluntary work behavior of enterprise employees. (2) Envy
plays a part of the intermediary role between the organizational justice of enterprise
employees and voluntary work behavior. (3) The dynamic organizational self-esteem of
enterprise employees plays a negative regulatory role in the relationship between
organizational justice and envy. Finally, at a result, three countermeasures are proposed:
strategies for improving the level of organizational justice; strategies to improve the
self-esteem of employee organizations; the promotion strategy of employees' voluntary
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Abstract
work behavior further enriches the research of the theoretical community on related
aspects, and also provides a little reference for enterprise managers.
Keywords: Organizational justice; Voluntary work behavior; Envy; Organizational
self-esteem
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黑龙江大学硕士学位论文
目录
中文摘要 ........................................................................................................................... I
Abstract ...........................................................................................................................II
绪论 .................................................................................................................................. 1
一、研究背景 ........................................................................................................... 1
二、研究目的及意义 ............................................................................................... 2
（一）研究目的 ................................................................................................ 2
（二）研究意义 ................................................................................................ 2
三、国内外研究现状 ............................................................................................... 3
（一）国外研究现状 ........................................................................................ 3
（二）国内研究现状 ........................................................................................ 4
（三）研究综述 ................................................................................................ 5
四、研究内容与研究路径 ....................................................................................... 6
（一）研究内容 ................................................................................................ 6
（二）研究框架 ................................................................................................ 7
五、研究方法与创新点 ........................................................................................... 8
（一）研究方法 ................................................................................................ 8
（二）创新点 .................................................................................................... 8
第一章 理论基础 .......................................................................................................... 10
第一节组织公平感 ............................................................................................... 10
一、组织公平感相关概念 .............................................................................. 10
二、组织公平感的结构维度 ...........................................................................11
三、组织公平感的结果变量 ...........................................................................11
第二节自愿工作行为 ............................................................................................11
一、自愿工作行为相关概念 .......................................................................... 12
二、自愿工作行为的分类 .............................................................................. 12
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。。。以下略