The interactive effects of procedural justice and exchange ideology on supervisor‐rated commitment
研究143名员工及其主管的配对数据发现，程序公正感知只对高交换意识形态员工的上级评价情感承诺有影响，公平环境能提升其承诺行为，而对低交换意识形态者无显著作用。
Abstract Matched data collected from 143 employees and their immediate supervisors of a private sector organization indicated that employee perceptions of procedural justice were only related to supervisor‐rated affective commitment among employees with a strong exchange ideology. That is, individuals motivated by a fair exchange exhibited fewer affective commitment behaviors when they viewed the environment as unfair than when they perceived it to be fair. Individuals comparatively indifferent to a fair exchange did not alter their affective commitment behaviors regardless of the level of perceived environmental fairness. These results illustrate the importance of considering individual differences in exchange ideology when attempting to alter the work environment for the purpose of increasing commitment. Implications for research and management practice are presented. Copyright © 2001 John Wiley & Sons, Ltd.