大五和组织公平感对进谏行为的影响研究

以361名长三角地区17家国有企业白领员工为样本,本研究探索了大五个性、组织公平知觉与进谏行为之间的关系。结果表明:责任感、外向性与进谏行为具有正相关,神经质、开放性与进谏行为呈负相关;组织公平知觉对进谏行为具有显著促进作用;此外,组织公平知觉对部分个性特征,如神经质与进谏行为之间的关系具有缓冲作用,高公平知觉会削弱神经质对进谏行为的负面效应。文章还对研究结果做了相关讨论。     

Relationship between organizational justice and cyberloafing in the workplace: has "anomia" a say in the matter?

Anomia describes the individual's lack of integration in social life. This study examines the moderating role of work anomia (WA) in the relationship between employees' perceptions of organizational justice (OJ) and workplace Internet misuse (or cyberloafing). The model suggests that WA interacts with that link by tightening their theoretic negative association. Data were collected from 270 (17.46%) of the 1,547 teachers of a Spanish university by Internet e-mail. Multiple hierarchical regression results support that WA acts as a moderator of the OJ-cyberloafing link because the perceptions of three types of OJ (distributive, procedural, and interactional) among employees with low, as compared to high anomia, have a stronger negative relationship with cyberloafing. The findings contribute to a better understanding of the OJ-cyberloafing link, and favor the control of cyberloafing through WA.     

网络怠工研究:回顾与展望*

网络怠工是员工基于网络平台而产生的一种工作场所偏差行为。近十年来,员工网络怠工问题开始为人力资源管理和组织行为学研究人员所重视。本文回顾网络怠工的由来、定义及测量;介绍网络怠工的社会交换理论、组织公正感理论和中和技术理论;分析员工人口学特征、个体心理以及环境因素对网络怠工的影响的研究;整合网络怠工的理论研究,提出网络怠工现有研究存在的问题,并对未来研究发展提出了展望。     

Event justice perceptions and employees' reactions: perceptions of social entity justice as a moderator

Building on 2 paradigms in organizational justice research and on fairness heuristic theory, the author argues that employees' perceptions about the fairness of social entities (their supervisor and their organization) moderate the relationship between their perceptions about the fairness of specific events and their reactions. A survey of 265 supervisor-employee pairs in 4 companies was conducted to test this argument. Hierarchical linear modeling analyses showed that when employees perceived their organization to be generally fair, this perception moderated the relationship between the perceived justice of a particular event and their reactions to the organization (organizational commitment and organization-directed citizenship behavior). In addition, employees' perceptions of the fairness of their supervisor were found to moderate the relationship between the perceived justice of a particular event and their supervisor-directed responses (trust in managers and supervisor-directed citizenship behavior) and their organization-directed responses. The results suggest that employee attitudes and behavior can be better understood when both event justice perceptions and social entity justice perceptions are considered together.     

Personality and Perceived Justice as Predictors of Survivors’ Reactions Following Downsizing1

Downsizing, when deemed unfair, can result in negative outcomes in terras of survivors’ job attitudes and behaviors. Little research to date has examined whether a survivor's personality moderates these reactions. The present study examines the roles of personality and organizational justice in survivors’ reactions to downsizing. Results show that angry hostility moderates the relationships between survivors’ perceived interactional justice and (a) their organizational commitment, and (b) their intention to quit following downsizing. Specifically, the relationship between interactional justice and both criterion variables was significant only when angry hostility was low. Self‐discipline was found to moderate the relationship between survivors’ interactional justice and their organizational citizenship behavior (OCB) such that there was a significant positive correlation between interactional justice and OCB only for those employees who were low on self‐discipline. These findings are discussed in light of how supervisors could best manage downsizing.     

Exploring the black box of the contingent reward leadership–performance relationship: The role of perceived justice and emotional exhaustion

Using data collected from three different sources (N = 294), we examined a model in which perceived organizational justice (distributive, procedural, and interactional) and emotional exhaustion mediate the relationship between contingent reward leadership (CRL) and two performance indicators, namely organizational citizenship behaviours (OCB) and absenteeism. We found that procedural justice mediates the negative relationship between CRL and emotional exhaustion while controlling for work overload and transformational leadership. We also found that emotional exhaustion plays a mediating role in the relationship between two dimensions of justice (procedural and interactional) and both OCB and absenteeism. Interactional justice and distributive justice were also directly linked to OCB. Implications of these findings for research on leadership, psychological health, and organizational justice are discussed.     

Bystanders' reactions towards co‐punishment events in the Taiwanese military: Examining the moderating effects of organizational norms

The present study examined bystanders' justice perceptions about co‐punishment events. In a sample of 169 logistic officers in the Taiwanese military, responsibility attributions (i.e. liability attributed to co‐punished persons) had a negative relationship with perceived harshness, and a positive relationship with perceived procedural justice. In addition, the effects of responsibility attributions on procedural justice were weaker if the person perceived stronger rather than weaker organizational norms of co‐punishment.     

互动公平开启女性管理者责任心之门：“双承诺”视角

采用问卷调查法,以国内十二家企业520名在职女性管理者为研究对象,运用层级回归分析方法,探讨了互动公平对管理者责任心的影响及其内在作用机制。结果表明：互动公平通过组织支持感的完全中介效应影响管理者责任心;职业承诺和组织承诺在互动公平与管理者责任心的关系中,分别起到了调节作用;当两者进入同一个调节模型时,组织承诺的调节作用掩盖了职业承诺的作用。文章最后讨论了本研究的理论价值和实践启示。     

愉快的人更易体验公正？——员工的情绪特质对组织公正感的影响研究

摘要：情绪和公正感之间的关系一直以来颇受研究者的关注。本研究通过对260名组织员工的取样调查,探讨了情绪特质对各层面组织公正感的影响。相关分析及多元调节回归分析结果表明：积极情绪特质（TPA） 对公正感存在显著的主效应,消极情绪特质（TNA）则与工作环境特征形成交互作用,共同影响对组织（或主管）实体的公正感。文章也讨论了这一研究结论对现实管理的意义。关键词：积极情绪特质 消极情绪特质 组织公正感     

Israeli Teachers’ Perceptions of Lateness: A Gender Comparison

The study examines the relationship between distributive justice and teachers’ lateness, focusing on the mediation effect of organizational commitment and taking into account gender differences. The sample consisted of 1,016 teachers from 35 high schools in Israel. Results, based on multi-level analysis, showed that, for women, organizational commitment partially mediated the relation between perceived distributive justice and lateness. No such effect was found for men. The findings are explained in terms of women using lateness behavior to establish a balance between their amount of effort and the measure of their perceived reward.     

Why Does Interactional Justice Promote Organizational Loyalty,Job Performance,and Prevent Mental Impairment? The Role of Social Support and Social Stressors

Using social exchange theory as a conceptual framework, we investigated the relationship between interactional justice and the outcomes organizational loyalty (affective commitment, turnover intentions), perceived job performance (self-rated performance, personal accomplishment), and mental impairment (cognitive irritation, emotional exhaustion) in an online survey of 218 employees working in the field of computer technology. Specifically, we predicted that interactional justice would heighten the quality of social exchange relationships and therefore expected perceived social support (POS) and bullying to mediate the proposed relationships. We tested our hypotheses applying a latent structural equation model. Our findings revealed that POS mediated the relationship between interactional justice and organizational loyalty, whereas bullying mediated the relationship between interactional justice and mental impairment. Practical implications are discussed concerning how to foster interactional justice and POS and how to weaken bullying behavior.     

教师组织公平感与组织公民行为:工作倦怠的中介作用

采用问卷调查法,检验教师组织公平感与组织公民行为之间关系以及教师工作倦怠在二者之间的作用。通过对来自重庆和湖南郴州共32所中小学1325名教师的调查数据进行层次回归分析、中介效应检验和优势分析,结果显示:学校组织程序公平是教师组织公民行为的显著正向预测变量;教师工作倦怠是教师组织公民行为的显著负向预测变量;教师工作倦怠在教师组织公平感与其组织公民行为关系之间有显著的中介作用,其中热情枯竭和成就丧失的中介效应更为显著。     

The Interactive Effects of Procedural Justice and Equity Sensitivity in Predicting Responses to Psychological Contract Breach: An Interactionist Perspective

Purpose  The purpose of the study was to examine the combined interactive effects of a situational variable (procedural justice) and a dispositional (equity sensitivity) variable on the relationship between breach and employee outcomes. Design/methodology/approach   Data were obtained from 403 full-time employees representing a wide variety of business sectors in the Philippines. Supervisors were requested to provide an assessment of their subordinate’s civic virtue behavior. Findings  Results showed that equity sensitivity and breach interacted in predicting affective commitment. The negative relationship between breach and affective commitment was stronger for employees with an input-focused approach to organizational relationships (referred to as benevolents) than for those with an outcome-focused approach (referred to as entitleds). Results also indicated a stronger negative relationship between contract breach and civic virtue behavior under conditions of high procedural justice. Finally, a three-way interaction was found between contract breach, procedural justice and equity sensitivity in predicting affective commitment. Implications  Our findings provide a new insight suggesting that worse outcomes are to be anticipated especially if employees have an expectation that procedural justice can prevent any form of contract breach. In addition, although previous research has portrayed benevolents as more accepting of situations of u under-reward, this study has demonstrated that they too have their limits or threshold for under-reward situations. Originality/value  This research suggests that the type and intensity of one’s reactions to psychological contract breach is influenced by interactive forces of the individual’s disposition and the organizational procedures. A portion of this paper was presented at the 64th annual meeting of the academy of management meeting, New Orleans, USA, August, 2004.     

Trust in the face of conflict: the role of managerial trustworthy behavior and organizational context

The authors explored the role of attributions in shaping employees' trust in their managers in the context of negative events. The authors examined how 2 forms of managerial trustworthy behavior (open communication and demonstrating concern for employees) and organizational policies relate to attributions, trust in the manager, and organizational citizenship behavior. Participants were 115 credit union employees who responded to a critical incident regarding a disagreement with their managers. As hypothesized, trustworthy behavior was negatively related to attributions of personal responsibility for negative encounters, and this relationship was stronger when human resource policies were perceived as unfair. Managerial trustworthy behavior was also positively related to trust in the manager and organizational citizenship behavior. Personal attributions partially mediated the relationship between trustworthy behavior and trust.     

工作场所的组织政治会危害员工绩效吗？基于个人-组织契合理论的视角

本研究基于个人-组织契合理论的视角, 通过对286份员工与直接主管的配对数据, 揭示了组织政治知觉对员工绩效(任务绩效和组织公民行为)的影响, 马基雅维利主义人格对这两者之间关系的调节作用, 组织认同在这两者之间的中介作用。层次回归分析结果发现：组织政治知觉对任务绩效、组织公民行为具有显著的消极影响, 马基雅维利主义人格可以显著调节组织政治知觉与任务绩效、组织公民行为两者之间的关系, 而组织认同是组织政治知觉与任务绩效、组织公民行为之间的完全中介变量。调节路径分析结果表明：马基雅维利主义对组织政治知觉与员工绩效之间关系的调节作用也是以组织认同为中介, 具体表现为被中介的调节作用。     

Eldercare demands, strain, and work engagement: The moderating role of perceived organizational support

Demographic changes give rise to an increasing number of middle-aged employees providing home-based care to an elderly family member. However, the potentially important role of employees' perceptions of organizational support for eldercare has so far not been investigated. The goal of this study was to examine a stressor–strain–outcome model (Koeske & Koeske, 1993) of eldercare strain as a mediator of the relationship between eldercare demands and caregivers' work engagement. Perceived organizational eldercare support was expected to attenuate the positive relationship between eldercare demands and eldercare strain and to buffer the negative relationship between eldercare strain and work engagement. Results of mediation and moderated mediation analyses with data collected from 147 employees providing eldercare supported the hypotheses. The findings suggest that perceived organizational eldercare support is especially beneficial for employees' work engagement when eldercare demands and strain are high.     

The impact of perceived effort–reward imbalance on workplace bullying: also a matter of organizational identification

Work environments characterized by inadequate work conditions have been widely recognized as being particularly prone to the occurrence and exacerbation of bullying behavior. Accordingly, this longitudinal study aimed to explore whether the impact of effort–reward imbalance (ERI) on workplace bullying was mediated by a lower perception of organizational justice, and whether the association between ERI and perceptions of justice was moderated by organizational identification. In the current study, a sample of N = 195 Spanish employees from different occupational sectors filled in an online questionnaire at two different times with a time lag of 8 months. In line with the hypothesized moderated mediation model, results showed that organizational justice mediated the impact of ERI on workplace bullying. Moreover, the effect of perceived ERI on organizational justice was stronger for employees with low organizational identification. Overall, this study can contribute to better understanding how and when ERI boosts the risk of workplace bullying. Accordingly, early intervention designed to buffer the negative effects of ERI should focus on increasing individual levels of organizational identification.     

两种社会交换对组织公民行为的影响: 组织认同和自尊需要的不同作用

从社会交换理论的角度探讨了组织支持感(POS)和组织外在声望感知(PEP)对组织公民行为的影响, 以及在这一影响过程中组织认同和自尊需要的角色和地位。采用结构方程建模和层次回归分析的方法, 通过对23家企业的员工和主管的配对问卷调查所获取的234份有效数据进行分析, 结果表明: (1)POS对组织认同有着直接的显著影响, 并完全通过组织认同的中介作用对两种组织公民行为(注重个体的和注重组织的组织公民行为)产生间接的影响; (2)PEP对组织认同也有着直接的显著影响, 并完全通过组织认同的中介作用对两种组织公民行为产生间接的影响; (3)个体的自尊需要对POS和组织认同的关系有调节作用, 但对PEP和组织认同的关系没有调节作用。     

Understanding the employee job satisfaction depending on manager's fair treatment: The role of cynicism towards the organization and co-worker support

IntroductionThe present study claims that perceived interactional justice can be a significant antecedent of job satisfaction. In this relationship, cynicism towards the organization has a mediating role on the impact of perceived interactional justice on employees’ job satisfaction. In addition, co-worker support has a moderator role on the impact of employees’ cynic attitudes and behavior on their job satisfaction.ObjectiveThis study discusses the above mentioned theoretical research model and tries to clarify the relationship among present concepts.MethodTo this end, a cross-sectional research study has been performed with the participation of 1606 employees from various banks (public and private) in Istanbul/Turkey during the coronovirus pandemic.ResultsAccording to the findings of the research, perceived interactional justice has significant positive impacts on employees’ job satisfaction. In addition, the results indicated that cynicism towards the organization has significant mediating role between perceived interactional justice and job satisfaction. Subsequently, the findings confirmed that co-worker support has significant moderating role in the relationship between cynicism towards the organization and job satisfaction.ConclusionThis study helps to understand and evaluate the factors influencing attitudes towards work at the organizational and relational levels. All study variables and the possible relationship among these, are discussed in the literature review. Finally, the implications of study for both the individual and the organization are presented in the conclusion and discussion section.     

Perceived Parental Monitoring and Online Deviant Behavior Among Chinese Adolescents: a Moderated Mediation Model

Previous studies uncovered that perceived parental monitoring, personality, and self-control were three important external and internal factors that influenced adolescents’ online deviant behaviors. However, as the dark side of personality, the Dark triad, which implies a disagreeable disposition, lack of humility, belief of being able to predict future outcomes and an opportunistic life strategy, has rarely been used to explore its relationship with online deviant behaviors. Based on problem behavior theory, general aggression model, and models of risk factors and protective factors on problem/deviant behaviors, the current study investigated the relationship among perceived parental monitoring, the Dark Triad, and self-control on online deviant behaviors. A total of 1921 middle and high school students (aged 11–18 years) from China reported their online deviant behaviors (cyberbullying behavior, Internet rumors, deception on the Internet, and cyber obscenity/pornography), perceived parental monitoring, and the Dark Triad as well as the self-control level of individuals. The results of the Pearson correlation showed there were significant correlations among perceived parental monitoring, the Dark Triad, and self-control on online deviant behaviors. The results of the structural equation model (SEM) indicated that the Dark Triad partially mediated the relationship between perceived parental monitoring and online deviant behaviors. Self-control moderated the mediation effect of the Dark Triad. Specifically, self-control weakened the positive relationship between the Dark Triad and online deviant behaviors, and increased the negative relationship between perceived parental monitoring and online deviant behaviors. Our findings expand the applicable environment of the Dark Triad and emphasize its association with online deviant behaviors. Attention should be paid to the interaction of internal traits (e.g., personality and self-control) and explicit family environment (e.g., perceived parental monitoring) in online deviant behavior interventions.