| Summary: | 碩士 === 國立彰化師範大學 === 人力資源管理研究所 === 105 === The purpose of this study is to explore the relationship between organizational justice potency and innovative behavior. Organizational justice potency refers to the cross level interaction of supervisor justice adherence and subordinate perceived justice. In addition, motives for justice adherence and abusive supervision were viewed as an antecedent variable of justice.
Samples were collected through the survey including 158 supervisors and 404 subordinates. Data were analyzed via regression analysis and hierarchical linear modeling to test the hypothesis. Results showed that: (1) motives for justice adherence have a positive impact on both distributive justice adherence and procedural justice adherence. (2) Abusive supervision has a negative impact on both distributive justice perceived and procedural justice perceived. (3) Distributive justice potency has a positive effect on innovative behavior. (4) Procedural justice potency has a positive effect on innovative behavior.
The contribution of this study lies in measuring organizational justice from supervisors and subordinates at the same time. Next, first put forward the concept of organizational justice potency. Moreover, the hierarchical linear model is used to analysis the cross level interaction of organizational justice potency on innovative behavior. Finally, management implications were focus on the importance of adhering justice in the organization, when the supervisor adhere to justice, and subordinates are also perceive higher justice, it will contribute to subordinates’ innovative behaviors.
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