本书旨在探讨组织公正的垂滴效应，以分布于辽宁、吉林、湖北、四川、安徽、广西等地区38家企业686名不同层级员工的问卷调查数据为样本，应用多层线性模型、结构方程全模型和分层回归分析等实证研究方法，对同一层级组织公正四个维度对建言行为、创造力的影响，基层员工组织支持感知在组织公正与建言行为、创造力之间的中介作用，以及组织公正感知在组织内跨层次垂滴效应等问题加以研究，深入探讨组织公正对员工积极行为的影响过程。

立足于组织公正、组织支持、建言行为和创造力等研究热点与社会焦点，以社会交换理论为基础，在微观逻辑框架下围绕“组织公正四个维度是否存在沿组织层级的垂滴影响”这一核心问题展开分析，共设计6章，具体内容如下：

第一章，绪论。本章阐明研究所涉问题如何被提出，表明主要研究目的和意义，明确研究内容与方法，阐述研究动机和可能存在的三个创新点，并在最后介绍技术路线及结构设计。

第二章，文献述评。首先，对与组织公正相关的理论文献进行了综述，内容包括组织公正的含义、理论发展以及组织公正的维度问题。其次，为便于研究，对应用于组织公正的垂滴研究进行了梳理。继而，对组织公正与建言行为、创造力的关系研究进行了回顾和评价。然后，对组织支持的概念、类别以及前因变量与结果变量等进行了综述，回顾了组织支持对员工积极行为影响效应的研究成果。最后，理清各研究变量间可能存在的关系，并对既有研究成果进行了述评。

第三章，组织公正对建言行为、创造力影响的直接效应研究。该章在问卷调查获得数据的基础上，首先，应用AMOS17.0对被试企业三个层级组织公正、建言行为和创造力分别进行验证性因子分析。然后，应用AMOS17.0分别对三个层级组织公正与同层级建言行为、创造力间的直接效应进行结构方程分析。最后，得出结论：组织公正感知对员工促进性建言、抑制性建言、创造力均具有显著正向影响。

第四章，组织支持在组织公正和建言行为、创造力间的中介作用研究。该章首先应用AMOS17.0对各变量进行了验证性因子分析。之后，应用AMOS17.0对组织支持在组织公正和建言行为、创造力间的中介作用进行了结构方程分析。最后，得出结论：组织支持在分配公正与建言行为间具有部分中介作用，在分配公正与创造力间具有完全中介作用；组织支持是人际公正与建言行为、创造力间的完全中介；组织支持是信息公正与建言行为、创造力间的完全中介；组织支持在程序公正与建言行为、创造力之间不具有中介作用。

第五章，组织公正垂滴效应的综合模型研究。该章以问卷调查获得的数据为基础，首先，应用 AMOS17.0对各变量进行了验证性因子分析。之后，应用SPSS17.0对同层级组织公正和建言行为、创造力的关系进行回归分析。继而，应用HLM多层线性模型对组织公正的直接垂滴效应，以及以建言行为、创造力为中介的组织公正跨层次影响效应进行多层回归分析。最后，经过假设检验得出结论：上级的创造力、建言行为均对下级的组织公正感知具有显著的正向影响；组织公正四个维度的感知都能够直接垂滴到较低的层级；建言行为、创造力是人际公正从高层逐级垂滴到中层、基层的中介；抑制性建言是信息公正从高层逐级垂滴到中层、基层的中介；中层组织公正四个维度到基层组织公正的垂滴以创造力和建言行为做中介，而高层分配公正、程序公正此二组织公正维度到中层的垂滴不以建言行为和创造力为中介。

第六章，结论与展望。该章总结了研究结果，阐述了引发的结论和启示，并对研究局限进行了总结，提出对未来研究方向的展望。

研究得出了以下结论：

结论一：组织公正强化员工良好的情感认知，进而激发其创造力和建言行为；

结论二：组织公正感知自上而下地垂滴影响组织内各层级，优化组织心理环境；

结论三：组织公正易于员工形成组织有利于己的判断，可借积极行为实现垂滴效应；

结论四：组织支持感知赋予员工更强的心理所有权，利于改善组织雇佣关系。

创新之处在于：（1）阐明并证实了组织公正四个维度对创造力和建言行为的影响；（2）剖析了创造力和建言行为对组织公正感知的跨层次影响机制；（3）构建了组织公正垂滴效应综合模型，揭示了不同层级员工对组织公正感知的影响机理。

关键词：组织公正、建言行为、创造力、组织支持、垂滴效应

Abstract

This book aims to explore the trickle-down effects of organizational justice.The sample of this research was based on the survey data from 38 private enterprises and 686 employees across different levels in Liaoning,Jilin,Hubei,Sichuan,Anhui and Guangxi etc.,and empirical research methods such as Liner Model,Structure Equation Full Models and Hierarchical Regression Analysis etc.were applied to study the impact of the four dimensions of organizational justice on one level has on the voice behavior and creativity,the mediating function of perceived organizational support of the basic-level employees on the voice behavior and creativity,and the trickle-down effects of the perceived organizational justice across levels,further discussing the process of how the organizational justice influences on the positive behaviors of the employees.

Based on the social focal issues such as organizational justice,organizational support,voice behavior and creativity and the social exchange theory,this study discussed the core issue of“whether the four dimensions of organizational justice has the trickle-down effects across organizational levels”under the micro logic framework.The respective content of the six chapters are demonstrated below:

Chapter 1,Introduction.The goal of this chapter was to present how the research question was raised,indicate the main purpose and implication,clarify the research content and method,and illustrate the research motivation and three potential innovative points.In the end,the technical route and the structural design were explained.

Chapter 2,Literature Review.Firstly,the relevant literature of organizational justice was reviewed,including the definition of organizational justice,the theory development and the dimensional problem of the organizational justice.Further,in order to facilitate the research,the trickle-down effects which is applied in organizational justice was explained.Moreover,the research of the relationships between organizational justice and voice behavior and creativity were reviewed and evaluated.Then,the concept,category and antecedents variable and outcome variable of organizational support were summarized and the former research findings of the influence of the organizational support on the employees' positive behaviors were reviewed.Lastly,the potential relationships of every research variable were organized and an overview of existing research findings was given.

Chapter 3 The direct effect of organizational justice on voice behavior and creativity.Based on the data attained via survey,this research first conducted a confirmatory factor analysis by applying AMOS17.0 on the target organizations' organizational justice,voice behavior and creativity across levels respectively.Then,AMOS17.0 was applied to conduct structural equation analyses on the direct effect of the organization justice of three levels on voice behavior and creativity on the same level respectively.The results suggested significant positive effect of the organizational perceived justice on employees' promotive voice behavior,prohibitive voice behavior and creativity.

Chapter 4,the mediating function of organizational support on organizational justice,voice behavior and creativity.This chapter conducted a confirmatory factor analysis by AMOS17.0 on every variable and a structural equation analysis on the mediating function of organizational support on organizational justice,voice behavior and creativity.The results showed that the organizational support has partly mediating functions in allocative justice and voice behavior and has full mediation in allocative justice and creativity;organizational support is the complete mediator on the interpersonal justice and voice behavior and creativity; organizational support is the complete mediator on the informative justice and voice behavior and creativity; organizational support has no meditation on the procedural justice and voice behavior and creativity.

Chapter 5,The comprehensive model of the trickle-down effects of organizational justice.Based on the data attained via survey,this chapter con ducted a confirmatory factor analysis by AMOS17.0 on every variable.Then,by applying SPSS17.0,a regression analysis of organizational justice at the same level on voice behavior and creativity was conducted.Further,HLM multilevel liner model was applied on the direct trickle-down effects of organizational justice and regarding voice behavior and creativity as mediators,multilevel regression analyses were conducted on the influence of the organizational justice across levels.Finally,after testing the hypotheses,the conclusions suggested:the creativity and voice behavior of the superior showed significant positive effect of the perceived organizational justice of their subordinates; the perception of the four dimensions of organizational justice can be trickled down to lower levels; voice behavior and creativity are the mediators of the interpersonal justice to trickle down from high level to middle and basic levels;Prohibitive voice behavior is the mediator of informative justice to trickle down from high level to middle and basic levels;creativity and voice behavior are the mediators of the middle-level organizational justice to trickle down to basic-level organizational justice,but the organizational justice dimensions of allocative justice and procedural justice from high level to middle level show otherwise.

Chapter 6,Conclusion and Future Research.This chapter concluded the research findings,discussed the conclusion and implication,demonstrated the limitation and the direction of future research.

The conclusion of this study:

Conclusion1:The organizational justice enforces the employee' s perceived positive emotion and thus stimulate their creativity and voice behavior.

Conclusion2:The perceived organizational justice has top-down trickledown effects on every level of the organization and improves the psychological environment of the organization.

Conclusion3:The organizational justice is conducive for employees to establish judgement which brings benefits to themselves,which could achieve the trickle-down effects by positive behaviors.

Conclusion4:The perceived organizational support provides employees with stronger ownership of psychology,which is beneficial to the improvement of employment relationships.

The innovative points are:（1）Explained and justified the effect of four dimensions of organizational justice has on the creativity and voice behavior.（2）Analyzed the across-level influencing mechanism of creativity and voice behavior has on the perceived organizational justice.（3）Established the comprehensive model of the trickle-down effects of organizational justice and revealed the influencing mechanism of the employees from different levels have on the perceived organizational justice.

Key words:Organizational Justice,Voice Behavior,Creativity,Organizational Support,Trickle-Down Effects