領(lǐng)導(dǎo)--成員交換、組織公正與員工沉默行為的關(guān)系研究.pdf

1、學(xué)位論文獨(dú)創(chuàng)性聲明本人鄭重聲明：所提交的學(xué)位論文是本人在導(dǎo)師指導(dǎo)下進(jìn)行的研究工作和取得的研究成果。本論文中除引文外，所有實(shí)驗(yàn)、數(shù)據(jù)和有關(guān)材料均是真實(shí)的。本論文中除引文和致謝的內(nèi)容外，不包含其他人或其它機(jī)構(gòu)已經(jīng)發(fā)表或撰寫過的研究成果。其他同志對本研究所做的貢獻(xiàn)均已在論文中作了聲明并表示了謝意。學(xué)位論文作者簽名：孫紙撬日期：加，弘、籮22學(xué)位論文使用授權(quán)聲明研究生在校攻讀學(xué)位期間論文工作的知識(shí)產(chǎn)權(quán)單位屬南京師范大學(xué)。學(xué)校有權(quán)保存本學(xué)位論文的

2、電子和紙質(zhì)文檔，可以借閱或上網(wǎng)公布本學(xué)位論文的部分或全部內(nèi)容，可以采用影印、復(fù)印等手段保存、匯編本學(xué)位論文。學(xué)?？梢韵驀矣嘘P(guān)機(jī)關(guān)或機(jī)構(gòu)送交論文的電子和紙質(zhì)文檔，允許論文被查閱和借閱。(保密論文在解密后遵守此規(guī)定)保密論文注釋：本學(xué)位論文屬于保密論文，密級(jí)：壘丑保密期限為——年。學(xué)位論文作者簽名：私萌蕺日期：知／弘、S，2z指導(dǎo)教師簽名：|7拿蘭日期：加／乒r2≥AbstractWiththeincreasingsocialcompet

3、itionandchallenge，theeffectsofemployeesareveryimportantButtheproblemofemployeesilenceappearsEmployeesilenceaffectstheorganization’Sdecision—making，andbringgreatrisksforthehealthvdevelopmentofthecompanyItalsocausehugenega

4、tiveeffecttoindividualInregardtothis，EmployeesilencebehaviorsisbecominganewresearchhotspotandcausetheextensiveconcernofmanyscholarsThispaperusedleadermemberexchangequestionnaire，organizationaliusticequestionnaireandemplo

5、yeesilencebehaviorsquestionnairetoinvestigate280employeesfromsomecitiesThisstudyusedIndependentSamplettestoronewavANOVAtoexaminetheeffectofdemographicvariablesontheEmployeesilencebehaviorsAndthenitadoptedcorrelationanaly

6、sisandregressionanalysistoexaminethepredictiveutilityofleadermemberexchangeandorganizationaliusticeonEmployeeSilence，andmediatingeffectsoforganizationaljusticeFinallymal(ingthefollowingconclusions：(1)Ingeneral，thereWasah

7、ighdegreeofleadermemberexchangerelationshipandorganizationaljusticeAndemployeesilencewaswidespread，aIIlongthem，theacquiescedsilenceanddefensivesilencephenomenonweremoreseriousBesidestheiremployeesilencewassignificantdiff

8、erentinage，thepropertyofcompany，seniorityandtimespentwithcommunicatingwithleaders(2)ThereisanegativecorrelationbetweenleadermemberexchallgeandEmployeesilencebehaviorNegativecorrelationbetweenorganizationaliusticeandemplo

9、yeesilencebehaviorissignificantAndleadermembershipissignificantlvpositivelycorrelatedwithorganizationaljustice(3)LeadermemberexchangecouldeffectivelypredictemployeesilencebehaviorEffectCansignificantlypredictthreedimensi

10、onsofEmployeesilenceTIusthasnegativerelationshipwithacquiescentsilence，andcontributioncallsignificalltlvpredictinattentionalsilence(4)OrganizationaljusticecouldeffectivelypredictemployeesilencebehaviorProceduraljusticeha

11、ssignificantlynegativeinfluenceontheacquiescentsilenceandinattentionalsilenceInteractionaljusticedimensionsofEmployeesilencehavesignificantnegativeaffectonthree(5)Organizationaljusticehadasignificantmediatingeffectbetwee