Concrete Construction Employees: When does procedural fairness shape self-evaluations?
Concrete Construction Employees: When does procedural fairness shape self-evaluations?
复制标题
混凝土施工员工：程序公平何时影响自我评价？
DOI：
10.1111/j.0021-9029.2006.00030.x
复制
发表时间：
2006
影响因子：
2.5
通讯作者：
Tyler,TomR
中科院分区：
文献类型：
--
作者：
Smith,HeatherJ;Thomas,TimothyR;Tyler,TomR
根据群体价值模型，群体权威和程序向人们传递关于群体是否尊重他们的象征性信息。一家混凝土建筑公司的员工用英语或西班牙语填写了一份关于他们工作经历的问卷。在对混凝土施工公司认同程度较高的员工中，主管待遇的质量预测了员工的尊重感和个人自我效能感。此外，对于认同公司的员工来说，受到同事尊重的感觉在上司公平对待与自我效能之间起到中介作用。即使工作环境鼓励短期和工具性目标，这些结果也表明，认同公司的员工关心公平待遇，因为公司向他们传达了与自身相关的信息。
According to the group value model, group authorities and procedures communicate symbolic information to people about whether the group respects them. Employees for a concrete construction company completed a questionnaire about their work experiences in either English or Spanish. Among employees who identified more strongly with the concrete construction company, the quality of supervisor treatment predicted employees' feelings of respect and personal self‐efficacy. Further, for employees who identified with the company, feeling respected by their colleagues mediated the relationship between fair treatment by a supervisor and self‐efficacy. Even when the working context encourages short‐term and instrumental goals, these results suggest that employees who identify with the company care about fair treatment because of the self‐relevant information it communicates to them.