澳洲福林德斯大学论文代写：态度变量

Armitage and Conner（2001）解释说态度是一个非常重要的变量，并且在人类行为中起着至关重要的作用，因为态度包含了个人的基本心理特征，这些特征反过来勾勒了他们的行为。 Vakola，Tsaousis和Nikolaou（2004）指出，态度的形成会受到一个人对情况或对象的信念以及该人所包含的数量和信息的影响。因斯和古尔（Ince and Gul，2011）在这方面说明了与正义有关的看法，与此同时，管理者的公正和公平做法影响了组织态度。作者（Bernhard-Oettel等人，2011年）指出，组织公正是对组织行为和相关结果一致的看法，这些结果塑造了员工的态度。在这种情况下，尼克森，沃瑟斯特和达顿（Nickson，Warhurst and Dutton，2005）得出结论，员工对组织的情感，行为和满意感的基础，是他们将自己的努力和收获与其他收获和努力进行比较的结果。因此，很明显，这种看法对员工的态度有积极的影响。这是因为有一个基本原理，当员工意识到自己的努力和收获与他人的努力和收获是平行的时，他或她将对组织表现出满意和积极的态度（Gong等，2009）。

澳洲福林德斯大学论文代写：态度变量

Armitage and Conner (2001) explicated that attitude is an extremely significant variable and plays a vital role in human behaviour, considering that it comprises of a fundamental psychological characteristic of individuals which in turn contours their behaviour. Vakola, Tsaousis and Nikolaou (2004) have cited that attitude formation is impacted by a person’s beliefs about a situation or object as well as the quantity and information the person encompasses. Ince and Gul (2011) have explicated in this regard that perception related to justice, and at the same time, the just and fair practices of managers impact the organisational attitude. It has been stated by authors (Bernhard-Oettel, et al., 2011) that organisational justice is the perception towards the conformity of organisational practices and related outcomes that shapes employees attitudes. In this context, Nickson, Warhurst and Dutton (2005) concluded that the foundation of employee’s emotions, behaviours and sense of satisfaction toward the organisation is the perception outcome from the comparison of their efforts and gains with other gains and efforts. It is, therefore, apparent that the perception has a positive consequence on employee’s attitude. This is because of the rationale that when an employee perceives that his or her efforts and gains are parallel with other’s efforts and gains, he or she will show satisfied and positive attitude towards the organisation (Gong, et al., 2009).