心理擁有感是組織行為的重要議題之一,過去研究發現,成員對組織的心理擁有感可以使其產生更多利組織行為,如組織公民行為、低離職率、工作滿意等,然而,關於心理擁有感的前置變因仍未廣泛的被驗證。本研究整理過去文獻,推導出員工歸類、正義知覺與心理擁有感之間的關係,除了持續發展華人的差序式管理理論,亦是首次驗證員工歸類與心理擁有感的關係,提供了理論與管理實務意涵給學界、業界參考。 本研究共蒐集309份有效主管部屬對偶式問卷,分析結果發現:主管與部屬間的關係對心理擁有感有正向影響,同時正義知覺的中介效果也成立。而忠誠不論對心裡擁有感或正義知覺都無顯著效果。才能則對正義知覺有負向影響,對心理擁有感有正向影響,但中介效果不成立。
Employee’s psychological ownership is an important factor for organization effectiveness. Even though scholarly interest in employee’s psychological ownership has increased, there is little research about the psychological ownership of stuff people in the chain stores. To extend previous research in organizational justice and psychological ownership, this study aims to examine the relationship between employee categorization and psychological ownership, while simultaneously examines the mediating roles of organizational justice. Data was collected from 61 store managers and 309 subordinates of a food chain store in China. Using Structural Equation Modeling analysis to test our hypotheses, which subordinates with higher LMX quality will posses higher psychological ownership, and their perception of organizational justice will mediate the relationship between LMX and psychological ownership.