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中文摘要：
基于＂分配公平-互动公平＂二维度组合,对组织公平组合与员工沉默行为的关系进行了研究。首先以员工沉默行为为结果变量,验证了在中国情境下,程序公平对员工沉默行为影响并不显著,继而通过对＂分配公平-互动公平＂为基础构成的4种公平感组合进行均值比较。研究结果表明,在＂低分配-低互动＂公平氛围中,最容易导致员工沉默行为的发生;工具性取向的分配公平和非工具性取向的互动公平对减少组织中的员工沉默行为而言同样重要。企业管理者应同时缔造动态统一的组织公平氛围,才能提高员工对组织的承诺感和认同感,减少沉默行为的发生。
英文摘要：
In this paper,we found the procedural justice has no significant influence on the employee silence especially in China.Then after comparing the four profile means based on two dimensions of distribution justice and interpersonal justice,we found two important conclusions.One is that the employee silence is most likely to happen in the organizational justice atmosphere of ＂low distribution justice-low interpersonal justice＂;the other is that distribution justice based on the instrumental orientation is important to employee silence reducing as well as the interpersonal justice based on the non-instrumental orientation.This paper probes the real relation between the interaction of three components conduct of organizational justice and employee silence.It argues that the business managers should create a new unified dynamic organizational justice atmosphere to get employees involved in the organizational decision-making and break the organizational silence.
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