本研究探讨了组织公平对员工工作行为的影响,检验了组织承诺的中介作用以及组织支持感在组织公平与组织承诺间的调节作用。通过对我国东北地区中小制造企业119名团队主管与483名下属的配对数据进行分析发现,组织公平中的分配公平与互动公平对组织公民行为和工作绩效有正向显著影响;相较于分配公平与程序公平,互动公平对组织公民行为和工作绩效的正向影响效果更显著;组织支持感在分配公平、程序公平与组织公民行为间以及组织公平与工作绩效间表现出调节作用;组织承诺在组织支持感对分配公平与组织公民行为关系的调节作用中表现出完全中介作用。 This study explores the impact of organizational justice on employee job behavior, examines the mediating role of organizational commitment and the regulatory role of organizational support in organizational equity and organizational commitment. Through the analysis of 119 team leaders and 483 subordinate counterparts in the small and medium-sized manufacturing enterprises in northeast China, it is found that the fair distribution and fairness of fairness have a positive and significant impact on organizational citizenship behavior and job performance. Compared with the distributional fairness And the fairness of the procedure, the interactional justice has a more positive effect on the organizational citizenship behavior and job performance. The organizational supportiveness shows a moderating role in the distribution of fairness, procedural fairness and organizational citizenship, as well as organizational fairness and job performance. Organizational commitment Organizational support shows a complete mediating role in the mediation of the relationship between fair distribution and OCB.