基于有调节中介模型的组织公平感与矿工不安全行为的关系
Relationship between perceived organizational justice and unsafe behavior of miners based on the moderating mediator model
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摘要: 心理弹性能够帮助煤矿工人应对煤矿生产的高压环境，减少其不安全行为。基于心理弹性发展的挑战模型，以组织公平感为自变量，不安全行为为因变量，心理弹性为中介变量，工作压力为调节变量，构建有调节的中介模型；通过采用组织公平感量表、矿工工作压力量表、中文版心理弹性量表和不安全行为量表对891名一线煤矿工人进行调查收集数据，对相关研究假设进行实证检验。研究结果显示：分配公平和程序公平能够正向预测不安全行为，人际公平和信息公平能够负向预测不安全行为；心理弹性在组织公平感与不安全行为之间是一个有调节的中介变量；工作压力能够调节心理弹性在组织公平感与不安全行为之间的中介效应，也能够调节组织公平感对不安全行为的直接效应。研究结果表明：对矿工工作压力进行管控，提高矿工组织公平感促进其心理弹性提升，是减少矿工不安全行为的重要途径。Abstract: Resilience can help miners cope with high-stress environment in coalmine production, and reduce their unsafe behavior. A moderated mediating model based on challenge model of resilience development was built with organizational justice as independent variable, unsafe behavior as dependent variable, resilience as mediated variable, and work stress as moderated variable. The moderated mediating model was tested by data from 891 coal miners who were recruited to complete organizational justice scale, work stress scale, Chinese version of Connor-Davidson resilience scale and unsafe behavior scale. The results showed that distributive justice and procedural justice has positive effect on unsafe behavior, while interpersonal justice and information justice has negative effect on unsafe behavior. Resilience mediated the relationship between organizational justice and unsafe behavior, while work stress played a moderating role on the relationship between organizational justice and resilience, as well as on the direct effect of organizational justice on unsafe behavior. Thus, managing and controlling work stress and improving organizational justice to strengthen miners’ resilience is an effective way to reduce unsafe behavior.
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Keywords:
- coal miners /
- organizational justice /
- resilience /
- unsafe behavior /
- work stress
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