중국기업에서의 조직공정성이 조직구성원들의 혁신행동에 미치는 영향

Abstract

ABSTRACT

With the development of Chinese economic, many kinds of chinese companies has emerge and evolved. In order to adapting the transformation in the external environment, the organizational structure is becoming more and more flexible. In addition, more attentions are paid to the employees. On account of the impossible perfection of the designation of the organization, it is particularly necessary to pay attention to innovation. In the process of innovation at chinese companies, focus on employee innovative behaviors which the key success factor. the company which make full use of creativity from employee could introduce new products, services and processes to maintain competitive advantage. This thesis to analyze the factors that affect employees' innovative behavior from the point of organizational justice at chinese business context. organizational justice is one of the important environmental factors of employees’ innovative behavior. Through literature review about social cognitive theory and theory of planned behavior, his thesis aims to find the organizational justice is key antecedents of employees’ innovative behavior. and another point of this thesis is verifying the positive psychological capital’s role. positive psychological capital mediate between organizational justice and innovative behavior also psychological ownership moderate between organizational justice and positive psychological capital based on social exchange theory. I propose the main effect, mediating effect and moderating effect hypotheses and test the hypotheses by empirical analysis. to test hypotheses, survey method are performed. samples are various chinese companies employees located at Beijing, Shanghai etc. total 305 questionnaires are analysed excluded unreliable ones. I used the reliability and validity of scales about organizational justice, innovative behavior, positive psychological capital and psychological ownership have been structured questionnaires. After the verification of research assumption and discussion, we can get the following conclusions: first, organizational justice consists of distributive justice, procedural justice, interpersonal justice and informational justice, and each of them have significant positive impacts on innovative behavior. so that main effect hypothesis are supported. second, employee's psychological capital has perfect mediate between organizational justice and innovative behavior. that means mediating effect hypothesis are supported. third, psychological ownership has partially moderator effect between organizational justice and psychological capital more specially informational justice are significant. Based on the results, organizational justice, positive psychological capital, psychological ownership and innovative behavior are closely have relationship each others at chinese business context. chinese companies more focus on organizational justice for companies innovation and arouse employees' enthusiasm and initiative for innovative behavior. chinese companies when organizational restructuring or Business process changing for the necessity and compulsory for the organizational change should establish system to ensure the organizational justice as distributive, procedural, interpersonal, informational justice. also employees in chinese companies must be increase the sense of belonging and loyalty through the formation of positive psychological capital. finally chinese companies should be able to though the education for cultivate a sense of ownership in the organization for pursuit for company's innovation.

key words: chinese company, organizational justice(distributive, procedural, interpersonal, informational), innovative behavior, positive psychological capital, psychological ownership.