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1、汕头大学硕士学位论文组织公正、组织内信任与员工沉默行为关系的实证研究ABSTRACTEmployeesilencebehaviorpreventstheorganizationfrommakingdecisionsandendangersthedevelopmentandinnovationoftheorganization.Italsoadverselyaffectsemployees’behavior.Inviewofthenegativeeffectbyemployeesilencebeh
2、avior,theproblemofemployeesilenceisbecominganewhotresearchissueinacademia.Therecentresearcheshaveprovedthatemployeeorganizationaljusticeisanimportantreasonforemployeesilencebehavior,butthereisnotenoughrelevantempiricalresearchonthisissueandtheinfluen
3、ceofdifferentdimensionsoforganizationaljusticeonemployeesilencebehaviorhasnotbeendiscussedindepth.Researchonhoworganizationaljusticeinfluenceemployeesilencebehaviorhassofarremained(almost)untouched.Reviewformerresearch,wediscoveredthatorganizationalj
4、usticeisanimportantvariableonformingtrustinorganization,andemployeesilencebehaviorisanimportantresultvariableoftrustinorganization.So,thisresearchstudiestherelationshipamongorganizationaljustice,trustinorganization,andemployeesilencebehavior,anddiscu
5、ssestrustinorganization’sintermediaryfunctionbetweenorganizationaljusticeandemployeesilencebehavior.Onthebasisofpreviousstudy,fourdimensionsoforganizationaljusticehavebeendeterminedasdistributivejustice,proceduraljustice,interpersonaljusticeandinform
6、ationaljustice;threedimensionsoftrustinorganizationhavebeendeterminedasorganizationaltrust,leadershiptrustandcolleaguetrust;threedimensionsofemployeesilencebehaviorhavebeendeterminedasacquiescentsilence,defensivesilenceandinattentionalsilence.Thisstu
7、dyusedaquestionnairesurveyapproachwith423effectivesamples,gettingthefollowingconclusions:Fourdimensionsoforganizationaljustice,threedimensionsoftrustinorganizationandthreedimensionsofemployeesilencebehaviorhavebeenproved.Differentindividualhasdiffere
8、ntperformanceonorganizationaljustice,trustinorganizationandemployeesilencebehavior:age,education,experienceandunittypehavesignificantimpactonorganizationaljustice;gender,experiencehassignificanteffectontrustinorganization;employeesofdifferentunittype
