正義與情理：偏袒與重才的人事決定對主管的公正及人情評價之影響

Justice and Qing-Li: The Influence of Favoritism-Based Versus Competence-Based Personnel Decisions on the Evaluations of Leader's Impartiality and Renqing

張滿玲(Maan-Ling Chang) ； 鍾昆原(Kuen-Yung Jone)

《中華心理學刊》 53卷3期 (2011/09) Pp. 349-370

https://doi.org/10.6129/CJP.2011.5303.06

摘要

本研究是探討主管依關係和能力做出的人事決定對其公正及人情評價之影響。研究者採取情境故事法，故事中院長在兩位總住院醫師中選擇一位升遷，其中一人能力佳，被設定為與院長無私交也非校友；另一人能力差，他與院長的關係依私人關係和類別內團體被操弄為「無私交的校友」、「有私交的非校友」、或「無私交的非校友」。另外操弄升遷決定的結果為「棄能」或「選能」。根據操弄的兩個獨變項，共設計6個情境故事，173位醫學系學生被隨機分派閱讀其中一個故事。在公正評價上，研究假設程序正義對分配正義有強化效果：符合／不符合程序正義（不偏袒／偏袒決定）會強化符合／不符合分配正義（選能／棄能決定）對主管公正評價的正／負面影響，預期有「選能下的棄私／棄同效果」和「棄能下的偏私／偏同效果」，結果只發現「選能下的棄私效果」和「棄能下的偏私效果」。在人情評價上，基於華人情理合一，假設偏私（合情決定）對棄能（不合理決定）的負面影響有和緩效果，以及棄私（不合情決定）對選能（合理決定）的正面影響有減損效果，結果發現有「棄能下的偏私效果」，但未發現「選能下的棄私效果」；而且未發現任何「同」的效果，此顯示人情的概念並不適用於類別內團體。最後從正義觀和情理觀討論公正與人情，並區別私和同兩種自己人基礎，以及提出理論及實務意涵。

關鍵字

人情／事理 ； 內團體 ； 分配正義 ； 程序正義

並列摘要

The study aimed to examine the influence of favoritism-based vs. competence-based personnel decisions on evaluations of leader's impartiality and renqing. The study designed a scenario about personnel promotion in the context of hospitals. Two chief residents were candidates for a visiting staff. While the excellent candidate was described as not having a relationship with the superintendent, either as his alumnus or as his close friend, the other was incompetent, and his relationship with the superintendent was manipulated, according to guanxi and category group, as the ”alumnus and non-friend,” ”non-alumnus and friend,” or ”non-alumnus and non-friend.” The decision to promote either the excellent or the incompetent candidate was manipulated. Totally, 173 students of medicine school were randomly assigned to one of the six conditions: 2 (excellent vs. incompetent) x 3 (”alumnus and non-friend,” ”non-alumnus and friend,” or ”non-alumnus and non-friend”). It was hypothesized that procedural justice (PJ) intensified the effect of distributive justice (DJ) on the impartiality evaluation. High/low PJ (impartial/partial decision) was predicted to enhance the positive/ negative effect of high/low DJ (promoting the competent/the incompetent candidate) on the impartiality evaluation. As predicted, the ”promote-competence and reject-guanxi” effect and the ”reject-competence and favor-guanxi” effect on the impartiality evaluation were found, but the ”promote-competence and reject-category” effect and the ”reject-competence and favor-category” effect were not confirmed. Furthermore, because of the unity of ”qing and li,” it was hypothesized that the ”favor-guanxi” (he qing) effect of the decision can moderate the negative effect of the ”reject-competence” (bu he li) on the renqing evaluation and that the ”reject-guanxi” (bu he qing) effect can decrease the positive effect of the ”promote-competence (he li).” As predicted, the ”reject-competence and favor-guanxi” effect on the renqing evaluation was found, but the hypothesized ”promote-competence and reject-guanxi” effect was absent. Category group effect on the renqing evaluation was not found, which implied that the concept of the ”renqing” was not suitable for the category group. The study concluded with the discussions on impartiality and renqing from justice and ”qing and li” perspectives, differentiation of guanxi and category, and the theoretical and practical implications.

並列關鍵字

distributive justice ； ingroup ； procedural justice ； renqing/shili

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