ֻ30ज ֻ2௹॓ ܵ ,୍ 3ᄅScienceResearchManagementMarch, 2009໓ᅣщݼ:1000-2995(2009)02-009-0111ིࠛܙ܄ۋაቆᆮӵ୶֥ܱ༢࣮张 奇1,陈 劲2, 李小红3(11丽水学院,浙江丽水,323000;21浙江大学 管理学院,杭州 310027;31复旦大学 国际关系与公共事务学院,上海 200433)ᅋေ:本文以浙江省高等院校和科研机构的科研人员为研究对象,通过问卷调查,对科研人员的绩效评估公平感与组织承诺的关系进行统计学意义上的分析b研究结果显示:不同个体特征的科研人员在绩效评估公平感和组织承诺上都存在不同程度的显著差异;浙江省科研人员的绩效评估公平感与情感承诺的相关性较大,与持续承诺和行为承诺的相关性较小;某些个体特征在绩效评估公平感与组织承诺的关系上具有缓冲影响bܱՍ:绩效评估;公平感;组织承诺;科研人员ᇏٳোݼ:C930 ໓ངѓ്:A֥ग़ܴሑbᄝᆃ၂Ҫ૫ഈದૌॖၛ҂؎ֹڿ1引言ބؿᅚ۲ᇕቆᆮᇅ؇aࡹ৫ཌྷႋ֥ӱބծീটղ֞ቆᆮ܄,൞धؓaᇔ֥ࠞቆᆮ܄൞ޓд֤#֣ਗ਼क़ᄝ5ުሧЧᇶၬ6၂ᇏᆷԛൌགྷ֥bֻؽҪ૫ູቆᆮ܄ۋ,ࠧᄝቆᆮᇏ,֥ᄝުሧЧᇶၬഠ߶ᇏ,ቋ۴Ч֥ࣜ࠶ሧჷ҂ᄜӮჴؓ܄֥ᇶܴۋ൳bKonovsky֩ಪູ,Ⴕܱ൞ሧЧaሱಖሧჷࠇস৯,ط൞/ᆩ്۽ቔᆀ0,ದૌೂޅቓԛ܄؎֥ંॖၛٳູਆো:၂֤ࠧೂޅႨᆩ്Ֆ൙ളӁ֥ದbૌ҂ંሼ֞൞ࡎᆴ܄,ંᇶေࢳದૌູહླေѩଧ,ॖၛࡼঠၛູള֥ᆩ്၂ѩջሼbཁಖ,ᇗ൪܄,ྟЇওۿ০ྟંaഠ߶ࢌߐંaۚބ॓ࠏܒ֥॓ದჴ൞ׅ֥/ᆩ്۽ቔؒᇏ֥ࡎᆴં֩;ؽ൞ݖӱ܄,ંᇶေࢳᆀ0,ૌ֥໗קބೆ൞Ӂള॓Ӯݔaิۚ۽܄ۋ֥ྙӮݖӱ[1],২ೂAdams֥܄ቔི֥ܱࠛb֒భ,Էྍݓࡅࡹഡؓ॓ದંaFolger֥ҕᅶಪᆩંaLind֥܄ఓؿჴࠃิԛਔ۷֥ۚ௹ຬ,࣮ྍൈ௹ቆᆮܵં[2,3,4]a܄ྟฐ෬ંa܄ྟં֩bቆᆮ࣮ં,ิശۚބ॓ࠏܒದ৯ሧჷܵඣ॓࿐ؓ܄֥ฐษႿAdams1965୍֥षԷྟ,ၛႵֹིิۚ॓ದჴ֥॓ӁԛऎႵᇗေ࣮bAdamsᄝഠ߶ࢌߐં֥ॿࡏ༯ฐษ܄֥གྷൌၩၬb໙ี,ಪ,ູದૌ؎܄აڎ҂ࣇࣇु൬ೆ֥ቆᆮ܄൞ቆᆮࠇֆ໊ଽದૌؓႿ۱ದ০ၭधؓඔਈ,۷ᇗေ֥൞აҕᅶؓའбࢠ֥ཌྷؓᆴႵܱ֥ቆᆮᇅ؇aᆟҦބծീ֥܄ۋ൳bቆᆮ֥նཬbิԛ֥܄ۋᇶေ൞ᆷБԏඔਈٳᇏ֥܄္ॖٳູਆ۱Ҫ૫:ֻ၂Ҫ૫ູቆᆮ܄֥܄,ྟொᇗႿٳ֥ࢲݔ,Фӫູ/ٳ܄൬۠ರ௹:2008-09-03;ྩ߭ರ௹:2009-02-05.ࠎࣁཛଢ:Ч໓ࠆᆄࡾസሱಖ॓࿐ࠎࣁሧᇹ,ሙݼູX606838()bቔᆀࡥࢺ:ᅦ అ(1970-),ଳ,ᆄࡾದ,ৡඣ࿐ჽڬ࣮ჴ,࣮ٚཟ:॓ᆟҦ,ۚ࢝ܵbӧ ࣑(1968-),ଳ,ᆄࡾದ,ᆄࡾն࿐ܵ࿐ჽ࢝൱aѰൖള֝ഽ,࣮ٚཟ:॓ᆟҦ,ඌܵbཬޣ(1984-),୯,گ֊ն࿐ݓ࠽ܱ༢ა܄܋൙ༀ࿐ჽ࣮ള,࣮ٚཟ:܄܋ܵb
#1 12#॓ ܵ 2009୍0bThiboutބWalkerᄝૌ࣮مੰӱᇏࡗ֥ܱ༢bЧ࣮൫๙ݖؓۚބ॓ࠏܒᇏ֥܄໙ีᇷቔᇏิԛਔӱ܄֥ࢲܒ(ࠧݖ֥॓ದჴࣉྛིࠛܙ܄ۋaቆᆮӵ୶֥ਈӱ॥ᇅބथҦ॥ᇅ[5]),Ֆطႄؿਔӱ܄֥і໙जטҰ,ฐษ॓ದჴི֥ࠛܙ܄ۋaቆ࣮ၛࠣ܄؟ົ؇႕ཙ֥бࢠ࣮bෛުӱᆮӵ୶֥ሑঃބห,ׄၛ௹Ֆቆᆮӵ୶࢘؇ູۚ܄֥ܴФႨ֞ቆᆮ౦ᇏ,ྙӮӱ܄֥ބ॓ࠏܒ֥ቆᆮܵิ܂ҕॉbੂ่ѓሙ:၂ᇁྟሙᄵaх૧ொሙᄵaሙಒྟሙᄵaॖྩᆞሙᄵaսіྟሙᄵa֣֡ሙᄵbՎ2研究设计ު֥࣮ෙಖ္ܱᇿٳ܄,࣮֥ᇗྏಏሇཟӱ܄bЧ໓ᆻᄝ๙ݖ࣮ᆄࡾസ॓ದჴᄝིࠛቆᆮӵ୶൞۱ದؓቆᆮ֥ಪࠣೆ؇ౠܙᇏ֥܄ۋၛࠣᆃᇕ܄ۋᆩؓቆᆮӵ୶֥႕ཟ֥ཌྷ఼ؓ؇b࣮іૼቆᆮӵ୶҂൞၂۱ֆົཙ,бࢠປᆜֹฐ෬ቆᆮིࠛܙ܄ۋაቆᆮࢲܒ,ط൞؟ົࢲܒ,бࢠੀྛ֥ܴׄ൞ቆᆮӵ୶ӵ୶ᆭࡗ֥ܱ༢,࣮ॿࡏೂ1෮ൕ,࣮ࡌഡႮ౦ۋӵ୶aӻ࿃ӵ୶ބܿٓӵ୶۱ົ؇ቆӮbೂі1෮ൕbFolgerބKonovskyؿགྷ܄ۋ႕ཙ۱ุ֥ቆᆮӵ୶,܄ۋؓቆᆮӵ୶۲ົ؇֥႕ཙॖି൞҂֥[6]bၹՎ,ݓଽຓ၂ུ࣮ฐษਔऎุ֥ቆᆮӵ୶ົ؇ა۲۱܄ົ؇ᆭࡗ֥ܱ༢:KonovskyބCropanzanoᆷԛ౦ۋӵ୶აӱ܄թᄝཌྷܱ,ྟაٳ܄ᆭࡗ҂թᄝཌྷܱྟ,طӻ࿃ӵ୶ᄵა܄҂թᄝܱ༢[7];Cohen-CharashބSpector֥࣮іૼᄝყҩ౦ۋӵ୶ٚ૫,ӱ܄ऎႵбٳ܄ބ܄۷ཁᇷ֥ቔႨ,طӻ࿃ӵ୶ᄵაӱ܄ބ܄ᆭࡗթᄝڵ1࣮ࡏܒཟ֥ܱ༢[8];ӧᆽېؿགྷӱ܄႕ཙਔ۱ุ֥ResearchStructure౦ۋӵ୶aӻ࿃ӵ୶ބܿٓӵ୶,ٳ܄ބ܄္႕ཙ౦ۋӵ୶[9];ਾಪູਵ֝܄aӱ໙ज֥טҰၛᆄࡾസ19ࡅۚބ॓ࠏܒ܄ބٳ܄ؓቆᆮӵ୶Ⴕཁᇷ႕ཙ,۴ູଢѓֆ,໊ఃᇏ॓ჽ෮5ࡅaۚ14ࡅ,ؿ٢ऌսದ-༢ં,ӱ܄ିܔყҩაቆᆮ໙ज1000ٺ,߭൬໙ज817ٺ,ఃᇏႵི໙ज730Ⴕིܱ֥ݔ,ೂᆷཟቆᆮ֥ӵ୶ބቆᆮ܄ྛູ,ٺ,߭൬ੱބႵིੱٳљູ8117%ބ8914%b໙൞ᄝყҩቆᆮӵ୶ٚ૫,ӱ܄ѩ҂൞जႮࠎЧྐ༏aིࠛܙ܄ۋaቆᆮ܄ྛູaቋ఼֥[10]bቆᆮӵ୶4҆ٳቆӮbࠎЧྐ༏Їও۱ุหᆘི֥ࠛܙ܄ۋ൞ჴ۽ིؓࠛܙ֥܄ۋ୍ਭaྟљa࢝ტඣ֩15ཛ;ིࠛܙ܄ۋҠᆩbᆃᇕིࠛܙᇏ֥܄ۋᆩؓቆᆮ܄႕ཙቔ߄ູ20۱ีཛ;ቆᆮӵ୶Ҡቔ߄ູ15۱ีཛ,മն,႕ཙིݔЇও:ؓࢲݔ֥؇(ᆷ۱ุ֥ࢲनҐႨLikertׄ࠺ٳم,ีཛ֤ٳᄀۚ,іૼھݔડၩ؇ބࢲݔ֥ॖࢤ൳ॖିྟ)a۽ቔડၩ؇aཛ֥܄ۋࠇᆀቆᆮӵ୶ᄀ఼b۽ቔིࠛaᆯၩ჻aཨّࠞႋaቆᆮӵ୶ބቆᆮ܄ྛູbؓႿቆᆮ܄ބቆᆮӵ୶֥࣮࣮۽ऎᇶေҐႨSPSS1510նഠ߶॓࿐,ݓଽຓၘࣜࣉೆਔ؟ჭ߄ބ༢߄ࢨ؍,ؓႿࠛ࠹ೈࡱЇ,ٳ༅ٚمЇও:ྐ؇აི؇ٳ༅aၹིܙ܄ۋ֥࣮ടਝࢠഒ,ط༷Ⴕ࣮ฐሰٳ༅aྐ؇ٳ༅aֆၹٚҵٳ༅a৫Tษ॓ದჴ֥ቆᆮིࠛܙ܄ۋაቆᆮӵ୶ᆭဒaཌྷܱٳ༅a݂߭ٳ༅֩b
ֻ2௹ᅦ అ,ӧ ࣑֩:ིࠛܙ܄ۋაቆᆮӵ୶֥ܱ༢࣮#1 13#і1࣮ࡌഡResearchHypothesis ࡌഡ1-1:҂֥۱ุหᆘᄝӱ܄ഈթᄝཁᇷҵၳbࡌഡ1-2:҂֥۱ุหᆘᄝࢲݔ܄ഈթᄝཁᇷҵၳbࡌഡ1:ҵၳྟࡌഡࡌഡ1-3:҂֥۱ุหᆘᄝ౦ۋӵ୶ഈթᄝཁᇷҵၳbࡌഡ1-4:҂֥۱ุหᆘᄝӻ࿃ӵ୶ഈթᄝཁᇷҵၳbࡌഡ1-5:҂֥۱ุэਈᄝྛູӵ୶ഈթᄝཁᇷҵၳb ࡌഡ2-1:ӱ܄ა౦ۋӵ୶թᄝཁᇷᆞཌྷܱbࡌഡ2-2:ࢲݔ܄ა౦ۋӵ୶թᄝཁᇷᆞཌྷܱbࡌഡࡌഡ2-3:ӱ܄აӻ࿃ӵ୶թᄝཁᇷᆞཌྷܱ2:ཌྷܱྟࡌഡbࡌഡ2-4:ࢲݔ܄აӻ࿃ӵ୶թᄝཁᇷᆞཌྷܱbࡌഡ2-5:ӱ܄აྛູӵ୶թᄝཁᇷᆞཌྷܱbࡌഡ2-6:ࢲݔ܄აྛູӵ୶թᄝཁᇷᆞཌྷܱb ࡌഡ3-1:҂֥۱ุหᆘᄝӱ܄ა౦ۋӵ୶֥ܱ༢ഈऎႵߏԊ႕ཙbࡌഡ3-2:҂֥۱ุหᆘᄝࢲݔ܄ა౦ۋӵ୶֥ܱ༢ഈऎႵߏԊ႕ཙbࡌഡࡌഡ3-3:҂֥۱ุหᆘᄝӱ܄აӻ࿃ӵ୶֥ܱ༢ഈऎႵߏԊ႕ཙb3:ߏԊིႋࡌഡࡌഡ3-4:҂֥۱ุหᆘᄝࢲݔ܄აӻ࿃ӵ୶֥ܱ༢ഈऎႵߏԊ႕ཙbࡌഡ3-5:҂֥۱ุหᆘᄝӱ܄აྛູӵ୶֥ܱ༢ഈऎႵߏԊ႕ཙbࡌഡ3-6:҂֥۱ุหᆘᄝࢲݔ܄აྛູӵ୶֥ܱ༢ഈऎႵߏԊ႕ཙb֤ٳູ3144,ӱ܄ۋۚႿࢲݔ܄ۋb3科研人员绩效评估公平感研究312 ॓ದჴིࠛܙ܄ۋҵၳྟٳ༅ູਔࣉ၂҄ਔࢳ҂۱ุหᆘ֥॓ದჴᆭ311 ॓ದჴིࠛܙ܄ۋ֥ሹุ૭ඍࡗིࠛܙۋҵၳ,ૌؓ҂۱ุหᆘ֥॓ྐ؇ބི؇ٳ༅ࢲݔіૼ,॓ದჴིࠛದჴི֥ࠛܙ܄ۋࣉྛਔбࢠ,ٳљؓ҂ܙ܄ۋਈіଽ҆ཌྷܱྐ؇ູ01971,ॖौӱ؇୍ਭa࢝ტඣa߾ၽሑঃa۽ቔ୍ཋa൬ೆඣaཌྷ֒,ۚଽ҆၂ᇁྟದડၩ;KMOᆴູ01968,࿐॓োљaඌᆯӫa॓ࠃࠩљ֥॓ದჴࣉჹնႿ015,ൡކࣉྛၹሰٳ༅;Bartlett౯ྙဒྛਔֆၹٚҵٳ༅,ؓ҂ྟљa۽ቔֆ໊ྟᆴູ14894134,P(Sig1)ູ01000,ჹཬႿ0105,ղᇉaྛᆟᆯༀބ॓ཛଢࠆࢂ౦ঃ֥॓ದჴࣉ֞ཁᇷ,ඪૼଛಕุ֥ཌྷܱइᆔࡗऎႵ܋ၹྛ৫TဒbႮі2ބі3ॖᆩ,ིࠛܙ܄թᄝbՖྐ؇ٳ༅ބၹሰٳ༅ࢲݔট,ुିܔડۋࠣఃਆ۱ົ؇ᄝ୍ਭaྟљa߾ၽሑঃa࢝ტቀ࣮֥ླေbඣa൬ೆ౦ঃ֩۱ุหᆘഈ҂թᄝཁᇷҵၳ;࣮ࠛҐႨSPSSᇏ֥Varimaxᆞࢌ࿈ሇٚمིܙ܄ۋᄝ۽ቔֆ໊ྟᇉa॓ࠃࠩљaི॓ؓࠛܙ܄ۋਈі֥20۱ีཛࣉྛၹሰٳཛଢࠆࢂ౦ঃഈऎႵࠞఃཁᇷҵၳ,ᄝඌᆯ༅,ࣜݖ࿈ሇ֤֞ਆ۱܄ۋၹሰbֻ၂۱ၹሰӫഈऎႵປಆཁᇷҵၳ,ᄝ۽ቔ୍ཋa॓ࠃ࿐ଁູӱ܄,ఃࢳ৯ູ36114%,ֻؽ۱ၹ॓োљaքྛᆟᆯༀ౦ঃഈऎႵཁᇷҵၳ;ིࠛሰଁູࢲݔ܄,ఃࢳ৯ູ34170%bӱ܄ܙӱ܄ۋᄝ۽ቔֆ໊ྟᇉa॓ཛଢࠆࢂᇶေّ႘॓ದჴ෮ۋ൳ི֥֞ࠛܙᇏ۲ཛ౦ঃഈऎႵࠞఃཁᇷҵၳ,ᄝ॓ࠃࠩљഈऎथҦ֥ݖӱࠣٚൔ֥܄,ྟࢲݔ܄ᇶေّ႘॓Ⴕປಆཁᇷҵၳ,ᄝ۽ቔ୍ཋa॓ࠃ࿐॓োದჴᄝིࠛܙᇏؓٳࢲݔ֥܄ۋ൳bљaඌᆯӫഈऎႵཁᇷҵၳ;ིࠛܙࢲݔ܄॓ದჴིࠛܙ܄ۋטҰ໙जᇏ,֤ٳۋᄝ॓ࠃࠩљaֆ໊ྟᇉa॓ࠃࠆࢂ౦ঃᄀۚ,սі॓ದჴིࠛܙ܄ۋᄀ఼b࠹ഈऎႵࠞఃཁᇷҵၳ,ᄝඌᆯӫഈऎႵປಆཁٳ༅ࢲݔіૼ,ӱ܄֤ٳູ3162,ࢲݔ܄ᇷҵၳ,ᄝ۽ቔ୍ཋഈऎႵཁᇷҵၳb
#1 14#॓ ܵ 2009୍і2॓ದჴིࠛܙ܄ۋҵၳྟٳ༅(ֆၹٚҵٳ༅)୶ҩਈіଽ҆ཌྷܱྐ؇ູ01869,ॖौӱ؇ཌྷTheanalysisondifferencebetweenperceptionofjusticeinper-֒ۚ,ଽ҆၂ᇁྟದડၩ;KMOᆴູ01900,ჹformanceappraisalofS&Tpersonnel(one-WayAnova)ིࠛܙնႿ015,ൡކࣉྛၹሰٳ༅;Bartlett౯ྙဒᆴ܄ۋӱ܄ࢲݔ܄ູ57371084,P(Sig1)ູ01000,ჹཬႿ0105,ཁᇷ2୍ࠇၛ༯ྟඣбࢠۚ,ඪૼଛಕุ֥ཌྷܱइᆔࡗऎႵ܋3-5୍ၹթᄝbՖྐ؇ٳ༅ބၹሰٳ༅ࢲݔটु,6-10୍ିܔડቀ࣮֥ླေb۽ቔ୍ཋ11-20୍୍ࠇၛഈі3॓ದჴིࠛܙ܄ۋҵၳྟٳ༅(৫Tဒ)&Tpersonnel(One-SampleTTest)Sig..027*.040*.026*ིࠛܙ۽॓܄ۋӱ܄ࢲݔ܄໓॓॓ჽ෮॓ֆ໊ۚ֩ჽ॓୪࿐3ྟᇉ.ࠃ࿐॓၄࿐..000***.000***.000***োљܵքఃք҂քྛᆟᆯༀ..040*.028*.080Sig..033*.*ᆯӫ॓ႵԚࠩࠃીႵᇏࠩࠆࢂඌ౦ঃᆯӫڬۚࠩ..000***.000***.000***ᆞۚࠩ* P<0105ऎႵཁᇷҵၳ**,P<0101ऎႵປಆཁᇷҵၳ,***F3P<01001ऎႵࠞఃཁᇷҵၳ..008**.045*.002**ݓ࠽ཛଢ࣮ҐႨSPSSᇏ֥Varimaxᆞࢌ࿈ሇٚمݓࡅࠩཛଢؓቆᆮӵ୶ਈі֥15۱ีཛࣉྛၹሰٳ༅,ࣜݖ॓҆ࠩཛଢ࿈ሇ֤֞۱ቆᆮӵ୶ၹሰbֻ၂۱ၹሰଁູࠃസࠩཛଢ౦ۋӵ୶,ఃٚҵ܊ངੱູ38126%;ֻؽ۱ၹሰࠩљః3ଁູӻ࿃ӵ୶,ఃٚҵ܊ངੱູ19170%;ֻ.۱ၹሰଁູྛູӵ୶,ఃٚҵ܊ངੱູ.531S7197%b౦ۋӵ୶ᇶေіᆘၹ౦ۋ֩ྏၹ෮ig..000***.002**.000**** P<0105ऎႵཁᇷҵၳ**,P<0101ऎႵປಆཁᇷҵၳӁള֥ڸሢགྷའ,ӻ࿃ӵ୶ᇶေіᆘၹ০ၭӮЧ,***P<01001ऎႵࠞఃཁᇷҵၳb֥ಪᆩ෮Ӂള֥ڸሢགྷའ,ྛູӵ୶ᇶေіᆘၹၬༀ֣ܿٓ֩֡ၹ෮Ӂള֥ڸሢགྷའb॓ದჴቆᆮӵ୶טҰ໙जᇏ,֤ٳᄀ,ۚս4科研人员组织承诺研究і॓ದჴቆᆮӵ୶ᄀ఼ਛb࠹ٳ༅ࢲݔіૼ,॓ದჴ֥ቆᆮӵ୶ԩႿᇏ֩ொഈඣ,ູ411 ॓ದჴቆᆮӵ୶֥ሹุ૭ඍ3148,ఃᇏ౦ۋӵ୶бࢠ,ູۚ3198,ӻ࿃ӵ୶ބྐ؇ބི؇ٳ༅ࢲݔіૼ,॓ದჴቆᆮӵྛູӵ୶ཌྷؓࢠ֮,ٳљູ3150ބ3131b
ֻ2௹ᅦ అ,ӧ ࣑֩:ིࠛܙ܄ۋაቆᆮӵ୶֥ܱ༢࣮#1 15#412 ॓ದჴቆᆮӵ୶ҵၳྟٳ༅౦ঃഈթᄝࠞఃཁᇷҵၳ,ᄝ॓ࠃ࿐॓োљaູࣉ၂҄ਔࢳ҂۱ุหᆘ֥॓ದჴᆭࡗքྛᆟᆯༀ౦ঃഈթᄝປಆཁᇷҵၳ,ᄝ߾ၽቆᆮӵ୶֥ҵၳ,ૌؓ҂۱ุหᆘ֥॓ದሑঃཁᇷҵၳ;౦ۋӵ୶ᄝඌᆯӫa॓ࠃࠩჴ֥ቆᆮӵ୶ࣉྛਔбࢠ,ٳљؓ҂୍ਭa࢝ტљaֆ໊ྟᇉa॓ࠃࠆࢂ౦ঃഈթᄝࠞఃཁᇷඣa߾ၽሑঃa۽ቔ୍ཋa൬ೆඣa࿐॓োљaҵၳ,ᄝ୍ਭa߾ၽሑঃa॓ࠃ࿐॓োљഈթඌᆯӫa॓ࠃࠩљ֥॓ದჴࣉྛਔֆၹᄝປಆཁᇷҵၳ;ӻ࿃ӵ୶ᄝඌᆯӫaֆ໊ྟᇉٚҵٳ༅,ؓ҂ྟљa۽ቔֆ໊ྟᇉaྛᆟᆯഈթᄝࠞఃཁᇷҵၳ,ᄝ॓ࠃࠆࢂ౦ঃഈթༀބ॓ཛଢࠆࢂ౦ঃ֥॓ದჴࣉྛ৫Tᄝປಆཁᇷҵၳ,ᄝ୍ਭބ॓ࠃ࿐॓োљഈဒbႮі4ބі5ॖᆩ,ቆᆮӵ୶ࠣః۱ົթᄝཁᇷҵၳ;ྛູӵ୶ᄝքྛᆟᆯༀa॓ࠃ؇ᄝྟљa࢝ტඣa۽ቔ୍ཋa൬ೆ౦ঃ֩۱ุࠆࢂ౦ঃഈթᄝࠞఃཁᇷҵၳ,ᄝ॓ࠃࠩหᆘഈ҂թᄝཁᇷҵၳ;ቆᆮӵ୶ᄝ୍ਭa۽ቔֆљഈթᄝປಆཁᇷҵၳ,ᄝֆ໊ྟᇉഈթᄝཁᇷ໊ྟᇉaඌᆯӫa॓ࠃࠩљa॓ཛଢࠆࢂҵၳbі4॓ದჴቆᆮӵ୶ҵၳྟٳ༅(ֆၹٚҵٳ༅)TheanalysisondifferencebetweenorganizationalcommitmentofS&Tpersonnel(one-WayAnova)ቆᆮӵ୶౦ۋӵ୶ӻ࿃ӵ୶ྛູӵ୶30ෟၛ༯-40ෟ୍ਭ41-50ෟෟၛഈ..001***.008**.016*.217ໃ߾ၘ߾߾ၽሑঃၳᄜ߾..042*.003**.۽॓໓॓॓॓ࠃ୪࿐࿐॓োљ၄࿐ܵః..009**.004**.030*.059ᆯӫԚࠩᇏࠩඌᆯӫڬۚࠩᆞۚࠩ..000***.000***.001***.142ݓ࠽ཛଢݓࡅࠩཛଢ҆ࠩཛଢ॓ࠃࠩљസࠩཛଢః..001***.000***.*** P<0105ऎႵཁᇷҵၳ**,P<0101ऎႵປಆཁᇷҵၳ***,P<01001ऎႵࠞఃཁᇷҵၳb
#1 16#॓ ܵ 2009୍і5॓ದჴቆᆮӵ୶ҵၳྟٳ༅(৫Tဒ)TheanalysisondifferencebetweenorganizationalcommitmentofS&Tpersonnel(One-SampleTTest)ቆᆮӵ୶౦ۋӵ୶ӻ࿃ӵ୶ྛູӵ୶॓ჽ෮ֆ໊ྟᇉۚ֩ჽ..000***.000***.001***.022*քքྛᆟ҂քᆯༀSig..008**.***Ⴕ॓ࠃીႵࠆࢂ౦ঃ..000***.000***.003**.000**** P<0105ऎႵཁᇷҵၳ**,P<0101ऎႵປಆཁᇷҵၳ***,P<01001ऎႵࠞఃཁᇷҵၳb512 ݂߭ٳ༅5科研人员绩效评估公平感与组织ູਔࣉ၂҄ඪૼਆᆀ֥ܱ༢,ࡼིࠛܙ܄承诺关系研究ۋ۲ົ؇,ࠧӱ܄aࢲݔ܄ቔູభᇂэਈ(ሱэਈ),ࡼቆᆮӵ୶۲۱ົ؇,ࠧ౦ۋӵ୶aӻ511 ཌྷܱྟٳ༅࿃ӵ୶ၛࠣྛູӵ୶ቔູࢲݔэਈ(ၹэਈ),ࣉ॓ದჴིࠛܙ܄ۋაቆᆮӵ୶ཌྷܱྟྛ؟ჭ݂߭ٳ༅,Ֆطбࢠིࠛܙ܄ۋ۲ົٳ༅ࢲݔ(і6)іૼ:॓ದჴིࠛܙ܄؇ؓቆᆮӵ୶ࠣః҂ົ؇֥ཌྷؓᇗေྟbᆃ҆ۋაቆᆮӵ୶ᆭࡗթᄝᆞཌྷܱܱ༢,ఃᇏӱ܄ٳ֥࣮,ҐႨ؟ჭ݂߭ٳ༅֥ᇯ҄م,ၛཁᇷྟؓቆᆮӵ୶֥႕ཙնႿࢲݔ܄;ᄝ౦ۋӵ୶ۀੱP=0105ູѓሙ,ؓਆ۱܄ۋၹࣉྛэົ؇ਈೱ࿊,֤ԛቋࡄ݂߭ٚӱb,ӱ܄ބࢲݔ܄აఃႵཁᇷ֥ᆞཌྷ,ܱఃᇏࢲݔ܄ؓ౦ۋӵ୶֥႕ཙնႿӱ܄51211 ؓ౦ۋӵ୶֥݂߭ٳ༅ӱ܄ބࢲݔ܄ਆ۱эਈ֥ѓሙ߄݂߭;ᄝӻ࿃ӵ୶ົ؇,ӱ܄ބࢲݔ܄აఃႵཁᇷ֥ᆞཌྷ,ܱఃᇏࢲݔ܄ؓӻ࿃ӵ୶֥႕༢ඔᄝ0105ඣഈཁᇷ,Фႄೆѓሙ߄݂߭ٚཙնႿӱ܄;ᄝྛູӵ୶ົ؇,ӱ܄ބࢲӱbቋࡄ݂߭ٚӱ:ູݔ܄აఃႵཁᇷ֥ᆞཌྷ,ܱఃᇏӱ܄ؓ౦ۋӵ୶=01270Xӱ܄+01284Xࢲྛູӵ୶֥႕ཙնႿࢲݔ܄bݔ܄+11361Ֆथק༢ඔটु,݂߭ٚӱࢳਔሹэၳ֥і6ቆᆮӵ୶აིࠛܙᆭࡗཌྷܱྟ3612%,ཁᇷྟۀੱP❆01000<0105,ඪૼሱэCorrelationbetweenorganizationalcommitmentandperceptionਈӱ܄ބࢲݔ܄აၹэਈ౦ۋӵ୶ᆭࡗթofjusticeinperformanceappraisalᄝཌྟ݂ܱ߭༢,ၛ౦ۋӵ୶ູၹэਈ֥݂߭ଆིࠛܙ܄ۋӱ܄ࢲݔ܄Ⴕ࠹ഈ֥ၩၬ,ི݂߭ݔ٤ӈཁᇷbቆᆮӵ୶51213 ؓӻ࿃ӵ୶֥݂߭ٳ༅(**)(**)(**)ྛູӵ୶ࢲݔ܄֥ѓሙ߄݂߭༢ඔᄝ0105ඣഈཁ(**)(**)(**)ᇷ,Фႄೆѓሙ߄݂߭ٚӱ,طӱ܄ીႵղ֞ೆӻ࿃ӵ୶(**)(**)(**)࿊ѓሙ,ીႵࣉೆ݂߭ٚӱbቋࡄ݂߭ٚӱ:ູ౦ۋӵ୶(**)(**)(**)ӻ࿃ӵ୶=01221Xࢲݔ܄+21746* P<0105ऎႵཁᇷҵၳ**,P<0101ऎႵປಆཁᇷҵၳbՖथק༢ඔটु,݂߭ٚӱࢳਔሹэၳ֥514%,ཁᇷྟۀੱSig❆01000<0105,ඪૼሱэ
ֻ2௹ᅦ అ,ӧ ࣑֩:ིࠛܙ܄ۋაቆᆮӵ୶֥ܱ༢࣮#1 17#ਈࢲݔ܄აၹэਈӻ࿃ӵ୶ᆭࡗթᄝཌྟ݂߭קၬູ7;॓ࠃࠩљٚ૫,ݓ࠽ཛଢקၬູܱ༢,ၛӻ࿃ӵ୶ູၹэਈ֥݂߭ଆႵ࠹ഈ1,ݓࡅࠩཛଢקၬູ2,҆ࠩཛଢקၬູ3,സ֥ࠩၩၬ,ࢳ৯٤ӈཬbཛଢקၬູ4,ఃקၬູ5;ඌᆯӫٚ૫,ᆯ51214 ؓྛູӵ୶֥݂߭ٳ༅ӫקၬູ1,Ԛࠩᆯӫקၬູ2,ᇏࠩᆯӫקၬູӱ܄֥ѓሙ߄݂߭༢ඔᄝ0105ඣഈཁ3,ڬۚࠩᆯӫקၬູ4,ᆞۚࠩᆯӫקၬູ5;॓ᇷ,Фႄೆѓሙ߄݂߭ٚӱ,طࢲݔ܄ીႵղ֞ࠃࠆࢂ౦ঃٚ૫,Ⴕ॓ࠃࠆࢂקၬູ1,ೆ࿊ѓሙ,ીႵࣉೆ݂߭ٚӱbቋࡄ݂߭ٚӱູ:॓ࠃࠆࢂקၬູ2;߾ၽሑঃٚ૫,ໃ߾קྛູӵ୶=01386Xӱ܄+217585ၬູ1,ၘ߾קၬູ2,ೞקၬູ3,ၳקၬູՖथק༢ඔটु,݂߭ٚӱࢳਔሹэၳ֥4,ᄜ߾קၬູ5b4111%,ཁᇷྟۀੱSig❆01000<0105,ඪૼሱᆃ҆ٳ൞ဒ॓ದჴིࠛܙ܄ۋა۱эਈӱ܄აၹэਈྛູӵ୶ᆭࡗթᄝཌྟุ߭หᆘ֥ࢌቔႨ൞ڎཁᇷ,Ֆطဒᆣ҂۱ุ݂ܱ༢,ၛྛູӵ୶ູၹэਈ֥݂߭ଆႵ࠹หᆘᄝིࠛܙ܄ۋაቆᆮӵ୶ᆭࡗ֥ߏԊቔഈ֥ၩၬ,ི݂߭ݔ٤ӈཁᇷbႨbؓႿဢЧбࢠཬ֥ಕุ,҂ऎႵսіྟ,ીႵ513 ࢌ႕ཙቔႨٳ༅ࣉྛࢌቔႨٳ༅,ఃࢌቔႨ֥ऎุ౦ঃߎႵࢌ႕ཙቔႨٳ༅൞ູਔဒߏԊэਈ൞ڎրࣉ၂֥࣮҄ဒᆣbࡼིࠛܙ܄ۋ۲ົఏ֞ቔႨbᆃ҆ٳҐႨ؟ၹٚҵٳ༅ބ݂߭ٳ؇a҂۱ุหᆘაቆᆮӵ୶۲ົ؇ջೆ؟ၹ༅֥ٚمࣉྛٳ༅,ട֥ࠣߏԊэਈ൞۱ุหᆘ,ٚҵဒٳ༅ଆॶᇏᇯ၂ဒ,ٳ༅ࢲݔೂ༯:֒Їও୍ਭaྟљa࢝ტඣa߾ၽሑঃa۽ቔ୍ཋa౦ۋӵ୶ቔູၹэਈൈ,ӱ܄ބ୍ਭa۽ቔ୍൬ೆ౦ঃaֆ໊ྟᇉa࿐॓োљaඌᆯӫ֩bఃཋa൬ೆ౦ঃa॓ࠃ࿐॓োљaඌᆯӫaज़ีᇏ,୍ਭٚ૫,30ෟၛ༯קၬູ1,31)40ෟקၬཛଢࠆࢂ౦ঃؿളཁᇷࢌቔႨ,ࢲݔ܄ބູ࢝2,41-50ෟקၬູ3,51ෟၛഈקၬູ4;۽ტඣa൬ೆ౦ঃa॓ࠃ࿐॓োљaඌᆯӫaቔ୍ཋٚ૫,2୍ࠣၛ༯קၬູ1,3)5୍קၬູज़ีཛଢࠆࢂ౦ঃؿളཁᇷࢌቔႨ;֒ӻ࿃ӵ2,6-10୍קၬູ3,11-20୍קၬູ4,21୍୶ቔູၹэਈൈ,ӱ܄ބඌᆯӫaज़ีཛଢࠣၛഈקၬູ5;࢝ტඣٚ૫,Ѱൖުקၬູ1,ࠆࢂ౦ঃؿളཁᇷࢌቔႨ,ࢲݔ܄ބ୍ਭa߾Ѱൖקၬູ2,ණൖקၬູ3,Ч॓קၬູ4,նህၽሑঃa൬ೆ౦ঃa॓ࠃ࿐॓োљaඌᆯӫaࠣၛ༯קၬູ5;൬ೆඣٚ૫,1000ჭ/ᄅၛ༯ज़ีཛଢࠆࢂ౦ঃؿളཁᇷࢌቔႨ;֒ྛູӵקၬູ1,1000-2000ჭ/ᄅקၬູ2,2000-୶ቔູၹэਈൈ,ӱ܄ބ࢝ტඣa۽ቔ୍5000ჭ/ᄅקၬູ3,5000-8000ჭ/ᄅקၬູཋa൬ೆ౦ঃa॓ࠃ࿐॓োљaඌᆯӫa॓4,10000ჭၛഈ/ᄅקၬູ5;࿐॓ࠃোљٚࠃࠩљؿളཁᇷࢌ႕ཙቔႨ,ࢲݔ܄ބ୍૫,۽॓קၬູ1,໓॓קၬູ2,॓קၬູ3,ਭa࢝ტඣa۽ቔ୍ཋa॓ࠃ࿐॓োљनؿ୪࿐קၬູ4,၄࿐קၬູ5,ܵ࿐קၬູ6,ఃളཁᇷࢌቔႨbі7ӱ܄ა۱ุหᆘؓቆᆮӵ୶֥ࢌቔႨThemutualeffectofproceduraljusticeandindividualcharacteristicstowardorganizationalcommitment౦ۋӵ୶ӻ࿃ӵ୶ྛູӵ୶୍ਭ2>3>1>4ཁᇷࢌቔႨཁᇷࢌቔႨ۽ቔ୍ཋ3>2>4>1>5ཁᇷࢌቔႨ3>2>4>5>1࢝ტඣཁᇷࢌቔႨཁᇷࢌቔႨ5>4>3>2൬ೆඣ6>2>3>4ཁᇷࢌቔႨ2>3࿐॓ࠃোљ2>7>5>3>1>4>6ཁᇷࢌቔႨ2>5>3>1>4॓ࠃࠩљཁᇷࢌቔႨཁᇷࢌቔႨ3>5>4ඌᆯӫ2>5>4>1>31>5>3>42>1>3>4>5॓ࠃࠆࢂ౦ঃ1>21>2ཁᇷࢌቔႨ
#1 18#॓ ܵ 2009୍і8ࢲݔ܄ა۱ุหᆘؓቆᆮӵ୶֥ࢌቔႨThemutualeffectofoutcomejusticeandindividualcharacteristicstowardorganizationalcommitment౦ۋӵ୶ӻ࿃ӵ୶ྛູӵ୶୍ਭཁᇷࢌቔႨ3>2>14>1>2>3߾ၽሑঃཁᇷࢌቔႨႵཁᇷࢌቔႨ,ဢЧਈཬ,Ⴕրࣉ၂࣮҄ཁᇷࢌቔႨ࢝ტඣ3>2>4>5ཁᇷࢌቔႨ4>3>1>2൬ೆඣ6>2>3>46>2>32>3۽ቔ୍ཋཁᇷࢌቔႨཁᇷࢌቔႨ2>3>1>4>5࿐॓ࠃোљ2>3>4>1>7>6ཁᇷࢌቔႨ2>3>4>1ඌᆯӫ2>1>4>5>35>1>4>3ཁᇷࢌቔႨ॓ࠃࠆࢂ౦ঃ2>11>2ཁᇷࢌቔႨඌᆯӫaज़ีཛଢࠆࢂ౦ঃؿളཁᇷࢌቔႨ;֒6结语ྛູӵ୶ቔູၹэਈൈ,ӱ܄ބ࢝ტඣa۽ቔ୍ཋa൬ೆ౦ঃa॓ࠃ࿐॓োљaඌᆯӫaሹ֥টु,ᆄࡾۚބ॓ჽ෮॓ದჴ֥॓ࠃࠩљؿളཁᇷࢌ႕ཙቔႨ,ࢲݔ܄ིࠛܙ܄ۋડၩӯᇏ֩ொഈඣ,ӱ܄ބ୍ਭa࢝ტඣa۽ቔ୍ཋa॓ࠃ࿐॓োљۋۚႿࢲݔ܄ۋbིࠛܙ܄ۋᄝ୍ਭaनؿളཁᇷࢌቔႨbྟљa߾ၽሑঃa൬ೆ౦ঃഈཁᇷҵၳ;ᄝ۽ቔၛഈൌᆣ࣮ࢲݔіૼ,ིࠛܙ܄ۋა୍ཋaֆ໊ྟᇉa࿐॓োљaඌᆯӫa॓ࠃࠩቆᆮӵ୶Ӯᆞཌྷܱ֥ܱ༢,ѩؓჴ۽ቆᆮӵ୶Ⴕљaքྛᆟᆯༀ౦ঃބ॓ࠃࠆࢂ౦ঃഈթཁᇷ֥႕ཙބყҩቔႨ,Ⴟ॓ದჴ֥ห,ׄؓᄝ҂ӱ؇֥ཁᇷҵၳbቆᆮӵ୶ӯᇏ֩ொഈඣ॓ದჴܵᇏႋิۚ॓ದჴིࠛܙ܄,౦ۋӵ୶ۚႿӻ࿃ӵ୶ބྛູӵ୶bቆᆮӵۋ,Ֆطᄹࡆఃቆᆮӵ୶,ࣉ၂҄՜ࣉ॓ದჴ֥୶ᄝྟљa۽ቔ୍ཋa൬ೆ౦ঃഈཁᇷҵၳ,ᄝ۽ቔིࠛ,ᆃؓ॓ದჴ֥ܵࠞఃᇗေb୍ਭa߾ၽሑঃa۽ቔֆ໊ྟᇉa॓ࠃ࿐॓োљaඌᆯӫaքྛᆟᆯༀ౦ঃa॓ࠃࠩљaҕॉ໓ང:॓ཛଢࠆࢂ౦ঃഈթᄝ҂ӱ؇֥ཁᇷҵၳb[1] Konovsky,.,&Haynie,-॓ದჴིࠛܙ܄ۋაቆᆮӵ୶ᆭࡗթᄝᆞཌྷܱܱ༢,ა౦ۋӵ୶aӻ࿃ӵ୶aྛູӵ୶RightsQuarterly,2001,Autumn:47-57.[2] [M],NewYork:Ac-թᄝᆞཌྷܱܱ༢;ӱ܄აቆᆮӵ୶ᆭࡗթademicPress,1965.ᄝᆞཌྷܱܱ༢,ა౦ۋӵ୶aӻ࿃ӵ୶aྛູӵ୶[3] FolgerR.&-iթᄝᆞཌྷܱܱ༢;ࢲݔ܄აቆᆮӵ୶ᆭࡗթtions:DistributiveandProceduralJusticeEffects[J].Journalofᄝᆞཌྷܱܱ༢,ა౦ۋӵ୶aӻ࿃ӵ୶aྛູӵ୶,22(6):531-546.թᄝᆞཌྷܱܱ༢b[4] LindEA.&[M].NewYork,NY:Plenum,1988.֒౦ۋӵ୶ቔູၹэਈൈ,ӱ܄ބ୍ਭa[5] ThiboutJ.&:APsychologicalAna-l۽ቔ୍ཋa൬ೆ౦ঃa॓ࠃ࿐॓োљaඌᆯ,.:Erlbaum,1975.ӫaज़ีཛଢࠆࢂ౦ঃؿളཁᇷࢌቔႨ;ࢲݔ܄[6] FolgerR,-ބ࢝ტඣa൬ೆ౦ঃa॓ࠃ࿐॓োљativejusticeonreactionstopayraisedecisions[J].Academyඌᆯӫaज़ีཛଢࠆࢂ౦ঃؿളཁᇷࢌቔႨ;֒ofManagementJourna,l1989,32,115-130.[7] KonovskyMA,CropanzanoR,Perceivedfairnessofemploy-ӻ࿃ӵ୶ቔູၹэਈൈ,ӱ܄ބඌᆯӫaज़eedrugtestingasapredictorofemployeeattitudesandjobีཛଢࠆࢂ౦ঃؿളཁᇷࢌቔႨ;ࢲݔ܄ބperformance[J].JournalofAppliedPsychology,1991,76,698୍ਭa߾ၽሑঃa൬ೆ౦ঃa॓ࠃ࿐॓োљa-707.(༯ሇֻ138်)
#1 38#॓ ܵ 2009୍insituationsofradicaltechnologicalchange[J].Technolog-i[19] :isco-operationancalForecasting&SocialChange,2007,74: [20] -anempiricalstudyofindustryandcontinuity:aframeworkforaction[J].JournalofHighTech-firmeffectsinthebiopharmaceuticalindustry[J].ResearchnologyManagementResearch,2003,(14):,2001,30(2):,21JiangLihui,ZhangPengzhu,GongY2i(&Management,ShanghaiJiaotongUniversity,Shanghai200052,China;&Management,ZhengzhouInstituteofLightIndustry,Zhengzhou450002,China)Abstract:&Dandmarketingareupto80%,,-gydiffusion,productdiffusion,innovationimitationalherdbehaviors,:discontinuoustechnology;windowopportunity;innovationmanagement(ഈࢤֻ118်)[8] Cohen-CharashBJ,-֥ܱ༢࣮[D].ᆄࡾն࿐ණൖં໓,:Ameta-analysis,OrganizationalBehaviorand[10] ਾ.ቆᆮ܄ۋ֥ࢲܒࠣఃაቆᆮིݔэਈ֥ܱ༢HumanDecisionProcesses[M],2001,2,78-321.[D].ᇏഽٓն࿐ණൖં໓,2002.[9] ӧᆽې.ჴ۽܄ۋაದ৯ሧჷྈԏҦၛࠣቆᆮӵ୶AstudyontherelationshipbetweenperceptionofjusticeinperformanceappraisalandorganizationalcommitmentZhangQ123i,ChenJin,LiXiaohong(,Lishui32300,China;,ZhejiangUniversity,Hangzhou310027,China;,FudanUniversity,Shanghai200433,China)Abstract:AstatisticalanalysisontherelationshipsbetweenperceptionofjusticeinperformanceappraisalandorganizationalcommitmentofS&&:performanceappraisa;lperceptionofjustice;organizationalcommitment;S&Tpersonnel
