| 绩效评估过程中组织公平感结构的实证研究 |
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| 引用本文： | 吕晓俊,俞文钊.绩效评估过程中组织公平感结构的实证研究[J].人类工效学,2005,11(4):24-26. |
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| 作者姓名： | 吕晓俊 俞文钊 |
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| 作者单位： | 1. 上海交通大学公共管理系,上海,200030
2. 华东师范大学心理学系,上海,200062 |
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| 基金项目： | 上海交通大学人文社会科学基金资助项目（02-04） |
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| 摘 要： | 采用自编问卷调查了296名在职员工，探讨了绩效评估过程中组织公平感结构。研究结果：①探索性因素分析揭示组织公平感由分配公平感、程序公平感、互动公平感和信息公平感构成。②验证性因素分析显示四维度模型的拟合度指标较理想。
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| 关 键 词： | 组织公平感 绩效评估 实证研究 |
| 文章编号： | 1006-8309（2005）04-0024-03 |
| 收稿时间： | 2004-12-31 |
| 修稿时间： | 2005-07-04 |
Empirical Research on the Construct of the Perception of Organizational Justice in Performance Appraisal |
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| LV Xiao-jun,YU Wen-zhao.Empirical Research on the Construct of the Perception of Organizational Justice in Performance Appraisal[J].Chinese JOurnal of Ergonomics,2005,11(4):24-26. |
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| Authors: | LV Xiao-jun YU Wen-zhao |
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| Abstract: | The present research investigated 296 employees in order to explore the construct of organizational justice in performance appraisal. After the field survey, four dimensions of organizational justice are identified based on exploratory factor analysis. Confirmatory factor analysis supported the construct, comprised of distributive justice, informational justice, procedual justice and interactional justice. |
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| Keywords: | organizational justice performance appraisal empirical research |
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