中文摘要：

工作满意度对员工的各种行为都具有较强的预测效果,经过多年的研究,学者们发现组织公平是提升员工工作满意度的关键因素之一。但是原有的研究基本都建立在传统的公平理论基础上,认为每个人对公平的敏感性是相同的,并且个人对投入-收益比的偏好也是一致的。但是,组织公平作为员工对组织环境的整体认知,必然会受到个体特质等因素的影响。本文以自我建构为调节变量,发现对于不同自我建构类型的员工,分配公平、程序公平和互动公平对工作满意度的预测力是不同的。因此,本文希望组织的管理人员能够在未来实行差异化管理,充分发挥组织公平的作用,努力提升员工的工作满意度。

英文摘要：

Job Satisfaction has a strong predictive effect for various acts of employees. After years of research, scholars have found that Organizational Justice is one of the key factors to enhance employees＇ Job Satisfaction. However, most existing studies are built on the basis of traditional eq- uity theory. They think everyone is the same sensitivity to the fairness, and personal investment - benefit ratio preferences are also consistent. But as the overall perception of the organizational envi- ronment, the perception of the Organizational Justice will be affected by individual characteristics and other factors. In this paper, Self-construal is regarded as the moderator and we find that the pre- dictive effects of distributive justice, procedural justice and interactional justice on job satisfaction are different for employees with different types of Self-construal. Therefore, through the conclusion of this article, we hope that the managers can use Discrepant Management in the future, also can give full play to the role of Organizational Justice, and make efforts to improve the employees＇ job satis- faction.