The Application of Organizational Justice Theory and Intercultural Communication to Motivational Processes

组织正义理论和跨文化交流在激励过程中的应用

• 批准号: 15530410
• 负责人: YAMAGUCHI Ikushi
• 金额: $ 0.9万
• 依托单位: Meiji University
• 依托单位国家: 日本
• 项目类别: Grant-in-Aid for Scientific Research (C)
• 财政年份: 2003
• 资助国家: 日本
• 起止时间: 2003 至 2004
• 项目状态: 已结题
• 来源: https://kaken.nii.ac.jp/en/grant/KAKENHI-PROJECT-15530410/
• 关键词: Organizational, intercultural, interpersonal communication tactics; Cultural values; Equity sensitive theory; Hard, soft, rational, exchange-promise communication tactics; Organizational justice; Motivation; Japan-U.S.cross-cultural survey; Empiric

The objective of the present study was to conduct a comparative study on how interpersonal communication in organizations promotes workers' perception of justice and motivation. In total, 1048 completed questionnaires were collected, leaving 1008 valid questionnaires (Japanese workers were 417,and the U.S. workers 591 including MBA students). Multiple regression analysis was performed to analyze the data. Main results and findings were the followings :(1)The cultural values of "self-expression" and "self-responsibility" and hard, rational, exchange-promise communication tactics influenced U.S.workers' perception of justice, independently of each other. Any of cultural values did not influence Japanese workers' perception of justice.(2)U.S.workers' perception of organizational justice mediated the relationships between the cultural values of "self-expression" and "self-responsibility" and motivation. As for Japanese, the cultural values of "uncertainty avoidance" and "company-commitment … More " and the perception of organizational justice influenced motivation, independently of each other.(3)U.S.workers' perception of organizational justice mediated the relationships between hard and rational communication tactics and motivation. As for Japanese workers, the perception of organizational justice moderated the relationships between hard, exchange-promise, rational communication tactics and motivation.(4)Exchange-promise communication tactics promoted Japanese workers' motivation, controlling for any other variables, while those communication tactics did not influence U.S.workers' motivation.The present study provided several important contributions to both academic and practical fields :(1)It linked distributive justice theory to procedural justice theory ; (2)It provided new perspectives for communication and management (i.e., organizational justice) studies ; (3)It clarified the functions of communication to influence motivation ; (4)The introduction of "cultural values" and "equity sensitive theory" into organizational justice theory developed the theory ; and (5)Cross-cultural study provided useful and practical intercultural communication tactics and skills for workers who are assigned overseas. Less

本研究的目的是比较研究组织中的人际沟通如何促进员工的公平感和动机。总共收集了1048份完整的问卷，剩下1008份有效问卷（日本工人417份，美国工人591份，包括MBA学生）。采用多元回归分析对数据进行分析。主要研究结果如下：(1)“自我表达”、“自我负责”的文化价值观和“努力、理性、交换承诺”的沟通策略对美国员工的公平感有独立的影响。任何一种文化价值观都没有影响日本工人对正义的看法员工的组织公平感在“自我表达”和“自我责任”文化价值观与激励之间的关系中起中介作用。对于日本人来说，“不确定性规避”、“公司承诺……更多”的文化价值观和组织公平感对动机的影响是相互独立的员工对组织公平感在硬沟通策略和理性沟通策略与动机之间的关系中起中介作用。对于日本员工来说，组织公平感调节了强硬、交换承诺、理性沟通策略和动机之间的关系。(4)交换承诺沟通策略在控制了其他变量的情况下，促进了日本员工的动机，而交换承诺沟通策略对美国员工的动机没有影响。本研究在学术和实践领域都有重要贡献：(1)将分配正义理论与程序正义理论联系起来；(2)为沟通和管理（即组织公正）研究提供了新的视角；(3)明确了交际对动机的影响功能；(4)将“文化价值观”和“公平敏感理论”引入组织公平理论，发展了组织公平理论；(5)跨文化研究为外派员工提供了有用和实用的跨文化交际策略和技能。少