绩效、能力、职位对组织分配公平观的影响

The Effects of Performance, Competence and Position on Organizational Distributive Justice

旨在探索基于组织分配公平的认知评价和决策行为的影响因素，为此提出了不公平阈限的概念，即在追求公平和谋求自我利益的动机权衡中，个体为了追求公平而愿意放弃的最高限度的个人利益。采用最后通牒博弈和独裁者博弈的二阶段实验范式，样本量为60。结果发现，工作绩效、工作能力均对个体的不公平阈限有显著的影响；对于公平判断和基于公平的回应行为，工作绩效起着首要作用，工作能力的影响次之，再次是对方的提议数额的影响。第一阶段对方提议的分配方案对被试越有利，则第二阶段被试的回应行为越有利于对方。排除能力差别的作用之后，职位差别并未引起不公平阈限的显著差异。根据研究结果，总结出分配公平的三项原则：绩效原则、能力原则和互惠原则。

Distributive justice is important in predicting organizational outcomes such as satisfaction and commitment. So norms of distributive justice are crucial for organizational research and practice. Distributive justice norms may vary across cultures and ears. Research on this topic in Chinese context is scarce. The economic and social reconstruction in China since the 1980s could be reflected in the change of ideology of distributive justice. This research explored the effects of three factors， pe