来讨论一个设计，请大家多多提意见。

前言
组织公平对于员工绩效有着正向影响。
Ethical leadership对于员工的绩效有着影响。(The relationship between ethical leadership and core job characteristics)
虽然有不少关于组织公平的研究，但大都以组织公平做自变量，较少研究组织公平的影响因素。鉴于领导是团队的组织者、指导者、推动者甚至是缔造者，因此认为领导方式会对组织公平造成影响。

从而得出下面的模型：
图片2.gif

假设1：组织公平部分中介了领导方式和员工绩效间的关系。

领导方式是个体水平的，组织公平虽然是组织水平的，但也是由个体的水平综合而成的。
领导和成员处于一种文化之中，文化对二者的关系构成了影响。
权力距离既是霍夫斯泰德提出的四种文化特征中的一种，又是一种关系特征，因此可能对与领导的特性和组织公平之间的关系产生影响。
将模型变化为：
图片3.gif

高权力距离的组织，由于领导的权威，组织的环境会较大的受到领导的影响，因而组织公平与道德型领导方式联系紧密。而低权力距离的组织，权威不太发挥租用，但是由于领导与下属距离感不强，个人魅力容易发挥作用，因此同样组织公平和领导方式关系密切。
假设2：领导方式和组织公平的关系受到权力距离调节，呈现“U形”。

实验程序
工具
Ethical leadership
Ethical leadership was measured using Brown et al’s (2005) ethical leadership scale (10 items). Using a 7-point Likert-type scale (1=trongly disagree, 7=trongly agree), respondents indicated the extent to which they agreed with statements about their leader such as “my supervisor. . .defines success not just be the results but also by the way they are obtained” and “disciplines employees who violate ethical standards”(a=0.94).
Power distance orientation.
assessed power distance orientation with an eight-item individual- level measure taken from Earley and Erez (1997).
程序环境公平PJC
PJC is a shared group-level perception describing the context in which the group operates. Thus, a unit-level reference was considered more appropriate than a self reference (Kozlowski & Klein, 2000). A referent-shift consensus composition approach (Chan, 1998) has been recommended as most appropriate for assessing PJC (Liao & Rupp, 2005). To accomplish this, we modified Moorman’s (1991) seven individual procedural justice items to reflect a group reference (  .89). Two sample items were “As a whole, the people in my work group feel that in this organization . . . consistent rules and procedures are used to make decisions about things that affect our group” and “We’re given the opportunity to appeal or challenge the decisions that have already been made.” The PJC score was the mean of group members’ responses on the seven procedural justice items.
Perceptions of organizational justice will be measured by Moorman (1991) and Niehoff and Moorman (1993) scales of procedural justice and distributive justice.
Task performance
Williams and Anderson (1991) in-role job performance seven-item supervisor rating scale was used to measure task performance. This scale assessed how well employees perform activities specified in job description. Supervisors will respond to each item on a seven-point scale ranging from 1 (does not apply at all to the person I am rating) to 7 (applies very well to the person I am rating). Williams and Anderson (1991) reported Cronbach’s a of .83 for this scale. High scores indicated high levels of task performance. A reliability estimate above .70 was found for the task performance measure in the current study.
对其进行变化，将the person化为the team。
程序
调查中美两国各2家生产型企业，在企业内部各抽取10各部门。由上级评定绩效，在每个部门中随机选5个人填写组织公平、权力距离、领导方式问卷。

讨论
同一方法偏差


来了很久了，一直想活跃一下研究生讨论区的气氛，可是这个学期忙的一塌糊涂，没有时间。最近刚好需要写一篇作业。因此把一个初稿贴出来希望大家多多指正。也希望能活跃一下这里的气氛。

[ 本帖最后由 笔为剑 于 2010-5-2 22:23 编辑 ]

张燕的作业？貌似对这篇没啥印象 没看 囧！

上课不听讲。