本课题从理论和实证两个方面探讨晋升公平感的形成机制及其影响候选人工作结果和个人结果的作用机理。首先，基于组织公平理论、甄选公平理论、多形态功能普适观、儒家思想以及互动主义，将文化价值观作为文化差异的指标，探讨晋升公平跨文化研究的理论模型。其次，分析儒家传统文化价值观的结构及其对晋升公平原则与组织实践的影响，基于前期开发的“工作场所儒家传统价值观”（CTVW）量表，通过深度访谈和问卷调查探讨中国文化背景下晋升公平原则与组织实践的内容，确定影响我国员工晋升公平感的重要公平原则与组织实践。第三，建立晋升公平感形成机制与效用机制的理论模型，并进行实证检验。形成机制：包括组织实践（晋升政策等）对晋升公平感的影响和个体差异（儒家传统价值观等）借由公平预期影响晋升公平感的机制。效用机制：探讨晋升公平感通过信任对候选人职业健康、工作态度和行为的作用机理，分析CTVW和晋升结果对这种作用的调节效应。

The current study will explore antecedents and consequences of candidates' fairness perceptions in promotion, both theoretically and empirically. First, drawing on organizational justice theory, selection justice theory, variform functional universal perspective, Confucianism, and the perspective of interactional psychology, taking cultural values as the indicator of cultural differences, the current study will explore the cross-cultural theoretical framework of organizational justice in promotion. Secondly, based on the scale of Confucian traditional values at workplace (CTVW) developed and validated earlier by us, the current study will analyze how CTVW influences justice rules and organizational practices of promotion, determine critical justice rules and organizational practices of promotion that impact fairness perceptions of Chinese employees. Thirdly, the current study will establish the theoretical model of “antecedents and consequences of candidates’ fairness perceptions in promotion” and test the model empirically. The antecedents’ submodel will examine how organizational practices (e.g., promotion policies) affect fairness perceptions and how individual differences (e.g., CTVW) affect fairness perceptions by the mediating effect of fairness expectations. The consequences’ submodel will explore how fairness perceptions influence candidates’ occupational health, work attitudes and behaviors through the mediating effect of trust, and analyze the moderating effect of CTVW and promotion decision on relationships between fairness perceptions and these outcomes.