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Few studies have examined the relationship between customer injustice and employees' retaliatory counterproductive behaviors toward customers, and those that have done so have been conducted in a Western setting. We extend these studies by examining the relationship in a Singaporean context where retaliatory behaviors by employees might be culturally constrained. While the previously established positive relationship between customer injustice and counterproductive behaviors was not replicated using peer‐reported data from employees across two hotels in Singapore, we found that individuals' self‐efficacy and perceived social support moderated it. Specifically, the injustice‐to‐counterproductive behaviors relationship was positive for individuals with high self‐efficacy, and for those who perceived high levels of supervisor social support. The findings offer insights into when Singaporean employees and, potentially, employees from other Confucian Asian societies will retaliate against customer injustice, and provide practical implications of how managers can help employees cope with customer injustice. 相似文献
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This article examines the relationship between employee gender and gender similarity on the one hand and supervisor-subordinate cross-evaluations and subordinate rewards on the other, using a sample of 651 employees from five midwestern organizations. Data were obtained through structured interviews, supervisor ratings of subordinates, and employee personnel records. Two-way analysis of variance results indicated that (a) evaluations of women are more positive than evaluations of men and (b) opposite-sex evaluations tend to be higher than same-sex evaluations, but (c) men subordinates receive more promotions, and same-sex subordinates more pay increases, than do women subordinates and opposite-sex subordinates respectively. 相似文献
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