组织公平感与员工忠诚度关系的实证研究——以杭州物美超市为例论文正文.doc

科技与艺术学院科技与艺术学院本科毕业设计（论文）本科毕业设计（论文）题题 目目 组织公平感与员工忠诚度关系的实证研组织公平感与员工忠诚度关系的实证研究究 ——以杭州物美超市为例以杭州物美超市为例系系 别别 专业班级专业班级 姓姓 名名 学学 号号 指导老师指导老师 系主任系主任 2011 年年 12 月月 30 日日浙 江 理 工 大 学 科 技 与 艺 术 学 院毕业论文诚信声明我谨在此保证：本人所写的毕业论文，凡引用他人的研究成果均已在参考文献或注释中列出论文主体均由本人独立完成，没有抄袭、剽窃他人已经发表或未发表的研究成果行为。

如出现以上违反知识产权的情况，本人愿意承担相应的责任声明人（签名）：2011 年 12 月 30 日摘摘 要要组织公平感是衡量组织综合管理水平、体现其竞争力的一个有效指标；员工忠诚度水平则表明了员工对企业的认可、投入和忠诚程度，关系到企业能否获得持续性发展的首要因素本研究在对国内外有关组织公平感和员工忠诚度的文献综述进行回顾和评价的基础上，以杭州物美超市员工为研究对象，采用问卷调查的方式，选取了 150 位员工进行调查研究，考察杭州物美超市组织公平感和员工忠诚度的现状，并进一步探讨了两者之间的关系主要研究结论如下：第一，本研究所采用的组织公平感问卷和员工忠诚度问卷在该研究背景中具有良好的信度和效度；杭州物美员工的组织公平感和员工忠诚度总体处于中等偏上的水平，但是信息公平感和理想忠诚较低第二，杭州物美超市员工的性别、年龄、教育背景、工作年限、岗位等级和月均收入对员工忠诚度的各维度都有不同的显著影响第三，组织公平感与员工忠诚度之间具有显著的相关性，分配公平感、程序公平感和领导公平感对员工忠诚度具有较强的预测和解释能力根据以上研究结论，针对杭州物美超市的现状和可能存在的问题，从树立“以人为本”的管理理念、建立透明畅通的企业内部信息共享网络和上下级沟通渠道、完善企业的培训体系和合理规划员工职业生涯、建立融洽的上下级关系、建立科学的绩效考核和薪酬系统等方面提出了具体的建议。

关键词关键词：组织公平感；员工忠诚度；组织管理ABSTRACTOrganizational justice is a measure of the level of integrated management of a organization, and a strong indicator of its competitiveness．Employee’s loyalty reflects the employees’ approbation, devotion and loyalty to the organization, which is a primary factor related to the enterprise can be sustained development. At the basis of reviewing the pertinent literature both home and abroad, this study backs in the Wumei Supermarket in Hangzhou, adopted the means of questionnaire survey, selected 150 employees to conduct questionnaire survey．It tries to observe the status of organizational justice and employee’s loyalty of Wumei Supermarket employees, and to further explore the relationship between the two. The main conclusions are as follows：(1)The adopted scales of organizational justice and employee’s loyalty in this study have good reliability and validity. The overall level of employees’ organizational justice and employee’s loyalty is more than middle. However, informational justice and ideal loyalty are relative low.(2)The different gender of staffs, The different age, educational level, The different posts of staffs, work experience and average monthly income of staffs all have a different and significant impact on every dimension of employee’s loyalty. (3)Organizational justice has a significant correlation between employee’s loyalty. distributive justice, Procedural justice and leadership justice all have ability to predict and explain the employee’s loyalty.According to the above conclusion, for the status and possible problems of Wumei Supermarket in Hangzhou, this paper provides some suggestions to improve organizational management, for instance, adopting the idea of people oriented, establishing the transparent and unblocked information sharing within the enterprise network and hierarchical communication channels, improving the enterprise’s training system, rational planning occupational career, establishing a harmonious relationship between upper and lower levels, setting up a scientific system of performance appraisal and salary payment..KeywordsKeywords: organizational justice；employee’s loyalty；organizational management目目 录录摘摘 要要AbstractAbstract一、绪一、绪 论论.................................................................................................................................2（一）研究的背景与意义........................................................................................................2（二）研究内容与基本思路....................................................................................................3（三）研究方法........................................................................................................................3二、相关理论综述二、相关理论综述.................................................................................................................4（一）组织公平感相关研究综述............................................................................................4（二）员工忠诚度相关研究综述............................................................................................5（三）组织公平感与员工忠诚度的关系研究........................................................................8三、研究设计三、研究设计............................................................................................................................9（一）研究假设........................................................................................................................9（二）问卷设计........................................................................................................................9（三）问卷发放与回收..........................................................................................................10四、数据统计分析与讨论四、数据统计分析与讨论...............................................................................................10（一）调查样本的基本特征........................................................。