中国科学院心理研究所机构知识库

为了探讨分配公平与程序公平对工作倦怠的影响 ,根据 3家企业 2 94份调查问卷的结果对工作倦怠量表MBI -GS进行了修订。然后 ,利用修订的MBI-GS和组织公平量表在 6家企业进行了调查 ,5 2 4份有效问卷的调查进一步验证了MBI-GS的构想效度和信度 ; t检验和方差分析结果表明 ,人口统计学变量会影响组织公平和工作倦怠 ; 分层回归的结果发现 ,在控制了人口统计学变量后 ,组织公平对工作倦怠具有较强的预测作用 ; 进一步的优势分析表明 ,预测情绪衰竭时 ,分配公平相对来说更重要 ,贡献了已解释方差的 6 5 .91% ; 预测玩世不恭时 ,程序公平相对来说更重要 ,贡献了已解释方差的 5 6 .0 7%。

Based on 294 samples from three companies, this study first tested the psychological property of MBI - GS and made some revisions according to the result . Then 524 employees from six companies were invited to join the final survey. CFA was used to confirm the construct validity of MBI - GS. T - test and One - way ANOVA showed organizational justice and job burnout was influenced by demographics variables. Hierarchical regression analyses indicated that organizational justice was a power predict of job burnout beyond demographics variables. Dominance analysis further indicated that when predicting Emotional Exhaustion 65.91 %of the predicted variance was attributed to distributive justice. When predicting Cynicism 56.07 % of the predicted variance was attributed to procedural justice.