摘要
随着世界进入知识经济时代，知识型员工的重要性凸显。基于此，本文以社
会认同理论和公平理论为理论基础，选取知识型员工作为研究对象，构建和检验
了组织公平、工作幸福感与员工工作绩效的关系研究。本文共收回了 484份有效
问卷，运用 SPSS26.0、AMOS24.0软件，采用信效度分析、相关分析、回归分
析等数据分析方法，检验研究假设和中介作用机制，得出以下结论：（1）知识型
员工的工作幸福感以及工作绩效在年龄、教育程度、本单位工作年限、部门性质
方面存在显著差异，但是在性别、职级、企业性质以及公司规模上并没有显著差
异。（2）组织公平对知识型员工工作绩效具有显著正向影响。（3）组织公平对知
识型员工的工作幸福感具有显著正向影响。（4）知识型员工的工作幸福感对工作
绩效具有显著正向影响。（5）知识型员工的工作幸福感在组织公平与工作绩效之
间起到中介作用。
基于上述研究结果，本文以知识型员工为研究对象从工作幸福感的视角出发
探究了组织公平对工作绩效的影响机制，为组织公平和工作幸福感的相关研究进
行了拓展和丰富；同时本文建议企业建立公平的绩效管理制度、发挥包容型领导
的重要作用、鼓励员工参与组织管理和监督，为企业更好地进行知识型员工管理
方面提供了借鉴启示。
关键词：组织公平；工作幸福感；工作绩效；知识型员工
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Abstract
As theworld enters theera of knowledgeeconomy, the importanceof
knowledge-based employees is highlighted. Based on this, this paper takes social
identity theory and equity theory as the theoretical basis, selects knowledge-based
employees as the research object, and constructs and tests the research on the
relationship among organizational justice, work well-being andemployee work
performance. Based on this, this paper selects knowledge-based employees as the
research object, constructs and tests the model of the influence of organizational
justice on knowledge-based employees' work performance and the mediating role of
work well-being. In this paper, a total of 484 valid questionnaires were collected in
the formal survey. Based on the data collected from the questionnaire survey, this
paper uses SPSS26.0 and AMOS24.0 software, adopts data analysis methods such as
reliability and validity analysis, correlation analysis and regression analysis, and tests
the researchhypothesis andmediation mechanism,and drawsthe following
conclusions: (1) There are significant differences in work well-being and work
performance of knowledge-based employees in terms of age, educational, working
years of their own units and department. (2) Organizational justice has a significant
positive impact onthe work performance ofknowledge-based employees. (3)
Organizationaljustice hasa significantpositiveimpact onknowledge-based
employees' work well-being. (4) Knowledge-based employees' work well-being has a
significant positive impact on work performance. (5) Knowledge-based employees'
work well-being plays an intermediary role between organizational justice and work
performance.
Based on the above research results, this paper discusses the research results,
explores the influence mechanism of organizational justice on work performance from
the perspective of work well-being,taking knowledge-based employees as the
research object, and contributes to the related research of organizational justice and
work well-being; At the same time, this paper suggests that enterprises should
establish a fair performance management system, play an important role of inclusive
leadership, and encourage employees to participate in organizational management and
supervision,whichprovidesareferenceforenterprisestobettermanage
knowledge-based employees.
Key Words：Organizational justice, Work well-being, Work performance,
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Knowledge-based Employees
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