整体公平感、情感承诺和员工偏离行为:基于多对象视角的分析

›› 2016, Vol. 28 ›› Issue (11): 162-169.

• 组织行为与人力资源管理 • 上一篇下一篇

整体公平感、情感承诺和员工偏离行为:基于多对象视角的分析

周浩¹, 龙立荣², 王宇清³

1. 四川大学商学院, 成都 610064;
2. 华中科技大学管理学院, 武汉 430074;
3. 中国建设银行江苏省分行, 南京 210000

收稿日期:2014-10-22 出版日期:2016-11-28 发布日期:2016-11-23
作者简介:周浩,四川大学商学院副教授,硕士生导师,博士;龙立荣,华中科技大学管理学院教授,博士生导师,博士;王宇清,中国建设银行江苏省分行职员,博士。
基金资助:
国家自然科学基金项目（71472129；71232001；71002047）；四川省系统科学与企业发展研究中心重点项目（xq15B04）。

Overall Justice, Affective Commitment and Deviant Behavior: From the Perspective of Multifoci

Zhou Hao¹, Long Lirong², Wang Yuqing³

1. Business School, Sichuan University, Chengdu 610064;
2. School of Management, Huazhong University of Science and Technology, Wuhan 430074;
3. Jiangsu Branch, China Construction Bank, Nanjing 210000

Received:2014-10-22 Online:2016-11-28 Published:2016-11-23

摘要/Abstract

摘要：

基于多对象视角分析了整体公平感、情感承诺和偏离行为的关系。以341对员工-同事配对数据为样本发现，组织整体公平感通过组织情感承诺的中介作用对组织偏离行为产生负向影响，主管整体公平感通过主管情感承诺和组织情感承诺的中介作用对主管偏离行为和组织偏离行为产生负向影响。中介模型的第一阶段符合代理人主导模型，第二阶段符合目标相似性模型。最后，讨论了研究的理论贡献并提出了应对员工偏离行为的管理对策。

关键词: 整体公平感, 情感承诺, 员工偏离行为, 目标相似性模型, 代理人主导模型

Abstract:

The purpose of this study is to examine the effects of overall justice on employees' deviant behavior and investigate the media-ting effect of affective commitment from the perspective of multifoci in Chinese organizational context. The research based on the sample of 341 pairs of employees-colleagues finds that overall justice has a negative impact on deviant behavior, and the effect is mediated by af-fective commitment. Furthermore, we find that the first phase of the mediated model is consistent with the agent dominance model and the second stage of the mediated model is consistent with the target similarity model. Finally, the theoretical contributions and empirical im-plications of this study are discussed.

Key words: overall justice, affective commitment, deviant behavior, target similarity model, agent dominance model

周浩, 龙立荣, 王宇清. 整体公平感、情感承诺和员工偏离行为:基于多对象视角的分析[J]. , 2016, 28(11): 162-169.

Zhou Hao, Long Lirong, Wang Yuqing. Overall Justice, Affective Commitment and Deviant Behavior: From the Perspective of Multifoci[J]. , 2016, 28(11): 162-169.

参考文献

[1] Kluemper D. H., McLarty B. D., Bing M. N. Acquaintance Ratings of the Big Five Personality Traits:Incremental Validity be-yond and Interactive Effects With Self-Reports in the Prediction of Workplace Deviance[J]. Journal of Applied Psychology, 2015, 100(1):237-248
[2] Yang L. Q., Bauer J., Johnson R. E., et al. Physiological Mechanisms That Underlie the Effects of Interactional Unfairness on De-viant Behavior:The Role of Cortisol Activity[J]. Journal of Applied Psychology, 2014,99(2):310-321
[3] 朱瑜,张浠铃,陈浩.组织不端行为研究前沿探析与未来展望[J]. 管理评论, 2015,27(3):163-173
[4] Kluemper D. H., DeGroot T., Choi S. Emotion Management Ability:Predicting Task Performance, Citizenship, and Deviance[J]. Journal of Management, 2013,39(4):878-905
[5] Lian H., Ferris D. L., Morrison R., et al. Blame It on the Supervisor or the Subordinate? Reciprocal Relations between Abusive Supervision and Organizational Deviance[J]. Journal of Applied Psychology, 2014,99(4):651-664
[6] 樊耘,马贵梅,颜静.社会交换关系对建言行为的影响——基于多对象视角的分析[J]. 管理评论, 2014,26(12):68-77
[7] Bennett R. J., Robinson S. L. Development of a Measure of Workplace Deviance[J]. Journal of Applied Psychology, 2000,85(3):349-360
[8] Berry C. M., Ones D. S., Sackett P. R. Interpersonal Deviance, Organizational Deviance, and Their Common Correlates:A Re-view and Meta-Analysis[J]. Journal of Applied Psychology, 2007,92(2):410-424
[9] Akremi A. E., Vandenberghe C., Camerman J. The Role of Justice and Social Exchange Relationships in Workplace Deviance:Test of a Mediated Model[J]. Human Relations, 2010,63(11):1687-1717
[10] Hollensbe E. C., Khazanchi S., Masterson S. S. How Do I Assess If My Supervisor and Organization Are Fair? Identifying the Rules Underlying Entity-Based Justice Perceptions[J]. Academy of Management Journal, 2008,51(6):1099-1116
[11] Liden R. C., Wayne S. J., Kraimer M. L., et al. The Dual Commitments of Contingent Workers:An Examination of Contingents' Commitment to the Agency and the Organization[J]. Journal of Organizational Behavior, 2003,24(5):609-625
[12] Lavelle J. J., Rupp D. E., Brockner J. Taking a Multifoci Approach to the Study of Justice, Social Exchange, and Citizenship Behavior:The Target Similarity Model[J]. Journal of Management, 2007,33(6):841-866
[13] Rupp D. E., Cropanzano R. The Mediating Effects of Social Exchange Relationships in Predicting Workplace Outcomes from Mul-tifoci Organizational Justice[J]. Organizational Behavior and Human Decision Processes, 2002,89(1):925-946
[14] Cropanzano R., Byrne Z. S., Bobocel D. R. Moral Virtues, Fairness Heuristics, Social Entities, and Other Denizens of Organiza-tional Justice[J]. Journal of Vocational Behavior, 2001,58(2):164-209
[15] Choi J. Event Justice Perceptions and Employees' Reactions:Perceptions of Social Entity Justice As a Moderator[J]. Journal of Applied Psychology, 2008,93(3):513-528
[16] 王石磊,彭正龙,高源.中国式领导情境下的80后员工越轨行为研究[J]. 管理评论, 2013,25(8):142-150
[17] Hui C., Lee C., Rousseau D. M. Psychological Contract and Organizational Citizenship Behavior in China:Investigating General-izability and Instrumentality[J]. Journal of Applied Psychology, 2004,89(2):311-321
[18] 姜定宇,郑伯埙,郑纪莹,等.华人效忠主管的概念分析与量表建构[J]. 中华心理学刊, 2007,49(4):407-432
[19] Meyer J. P., Stanley D. J., Herscovitch L., et al. Affective, Continuance, and Normative Commitment to the Organization:A Meta-Analysis of Antecedents, Correlates, and Consequences[J]. Journal of Vocational Behavior, 2002,61(1):20-52
[20] Rhoades L., Eisenberger R., Armeli S. Affective Commitment to the Organization:The Contribution of Perceived Organizational Support[J]. Journal of Applied Psychology, 2001,86(5):825-836
[21] Chen Z. X., Francesco A. M. The Relationship between the Three Components of Commitment and Employee Performance in Chi-na[J]. Journal of Vocational Behavior, 2003,62(3):490-510
[22] Kim T., Leung K. Forming and Reacting to Overall Fairness:A Cross-Cultural Comparison[J]. Organizational Behavior and Hu-man Decision Processes, 2007,104(1):83-95
[23] Holtz B. C., Harold C. M. Interpersonal Justice and Deviance:The Moderating Effects of Interpersonal Justice Values and Justice Orientation[J]. Journal of Management, 2013,39(2):339-365
[24] Yang J., Mossholder K. W., Peng T. K. Procedural Justice Climate and Group Power Distance:An Examination of Cross-Level Interaction Effects[J]. Journal of Applied Psychology, 2007,92(3):681-692
[25] Rupp D. E., Silke Mccance A., Spencer S., et al. Customer (In) Justice and Emotional Labor:The Role of Perspective Taking, Anger, and Emotional Regulation[J]. Journal of Management, 2008,34(5):903-924
[26] Stewart S. M., Bing M. N., Davison H. K., et al. In the Eyes of the Beholder:A Non-Self Report Criterion Measure of Work-place Deviance[J]. Journal of Applied Psychology, 2009,94(1):207-215
[27] Berry C. M., Carpenter N. C., Barratt C. L. Do Other-Reports of Counterproductive Work Behavior Provide an Incremental Con-tribution Over Self-Reports? A Meta-Analytic Comparison[J]. Journal of Applied Psychology, 2012,97(3):613-636

整体公平感、情感承诺和员工偏离行为:基于多对象视角的分析

Overall Justice, Affective Commitment and Deviant Behavior: From the Perspective of Multifoci

PDF (PC)

可视化

摘要/Abstract

引用本文

使用本文

参考文献

相关文章 4

编辑推荐

Metrics

本文评价

[1]	樊子立, 马君. 基于情感动力模型的金钱情感价值与组织情感承诺关系研究[J]. 管理评论, 2023, 35(3): 232-245.
[2]	覃大嘉, 呼玲妍, 刘人怀. 转型升级背景下制造业人资管理实践与情感承诺：基于易学阴阳和谐视角[J]. , 2018, 30(11): 164-175.
[3]	马贵梅1，2 樊耘于维娜1，2 颜静1，2. 员工-组织价值观匹配影响建言行为的机制[J]. , 2015, 27(4): 85-.
[4]	刘远, 周祖城. 员工感知的企业社会责任、情感承诺与组织公民行为的关系——承诺型人力资源实践的跨层调节作用[J]. , 2015, 27(10): 118-127.