基于链式中介模型的新生代员工人际公平与敬业度分析

商业研究

基于链式中介模型的新生代员工人际公平与敬业度分析

李亚伯，吴为

湖南大学工商管理学院，长沙 410082

收稿日期:2016-10-26 出版日期:2017-03-19
作者简介:李亚伯（1964-），男，湖南华容人，湖南大学工商管理学院副教授，经济学博士，研究方向：人力资源、市场营销；吴为（1990-），女，湖南娄底人，湖南大学工商管理学院研究生，研究方向：人力资源管理。
基金资助:
国家社会科学基金项目，项目编号：13BGL112；国家社会基金项目，项目编号：09BJL028；湖南省软科学重点项目，项目编号：2014ZK2034

An Analysis of New Generation Employees′ Interpersonal Justice and Engagement based on Chain Mediating Model

LI Ya-bo, WU Wei

Business School of Hunan University, Changsha 410082, China

Received:2016-10-26 Online:2017-03-19

摘要/Abstract

摘要： 本文以新生代员工为研究对象，采用结构方程模型与bootstrap等方法对人际公平与敬业度的关系及其中介机制进行实证研究。研究表明，新生代员工人际公平不仅对敬业度有正向直接影响，且还通过工具和谐、价值和谐与情感承诺的链式中介作用间接影响员工敬业度，但和谐阻碍在人际公平与敬业度关系间的链式中介效应受到其他人际和谐维度尤其是价值和谐维度的影响。

关键词: 新生代员工, 人际公平, 人际和谐, 情感承诺, 敬业度

Abstract: Taking new generation employees as the research object, this paper mainly makes an empirical study on the relationship between new generation employees′ interpersonal justice and engagement and mediating mechanism based on the methods of structural equation model and bootstrap. This research shows that new generation employees′ interpersonal justice not only has a positive direct impact on employees′ engagement, but also indirectly affects it through the chain intermediary role of instrument harmony, value harmony and emotional commitment, but the chain mediating effect of harmony obstruction between interpersonal justice and engagement is influenced by other interpersonal harmony dimensions, especially value harmony.

Key words: new generation employees, interpersonal justice, interpersonal harmony, emotional commitment, engagement

李亚伯，吴为. 基于链式中介模型的新生代员工人际公平与敬业度分析[J]. 商业研究.

LI Ya-bo, WU Wei . An Analysis of New Generation Employees′ Interpersonal Justice and Engagement based on Chain Mediating Model[J]. 商业研究.

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