反生产行为与组织不公正：归因风格的调节作用
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摘要
反生产行为是员工在工作场所中实施的蓄意伤害组织利益或与组织利益有关的其他成员的行为。本文在整理和分析已有理论和实证研究成果的基础上,进行了归因风格对反生产行为与组织不公正之间关系调节作用的实证研究。
本研究通过文献搜集法、问卷调查法等研究方法,以中国企业员工为被试,综合研究考虑了人口学、组织学因素,通过对308名组织员工进行调查,采用相关分析、分层回归分析、多因素方差分析等统计方法,得到如下结论:
第一,对不同人口学变量的方差分析结果表明:不同年龄、不同婚姻状况、不同工作年限、不同职位级别,以及不同单位性质的组织员工,在反生产行为部分维度上存在显著差异;不同性别、不同学历层次和不同职业领域的员工在反生产行为的各个维度得分上不存在显著差异。
第二,控制了人口学、组织学变量之后,通过回归分析,对组织不公正与反生产行为的关系进行了预测。其中领导不认同、程序不公正对反生产行为总体有显著正影响,而互动不公正对反生产行为有显著负影响。结果表明:组织不公正与反生产行为之间存在显著相关,且组织不公正对反生产行为有显著预测作用。
第三,通过多因素方差分析,探讨了归因风格对组织不公正与反生产行为关系的调节作用。结果表明:归因风格在组织不公正与反生产行为之间起部分调节作用。其中,“归因风格”对“分配不公正”与“主动越轨”之间关系,对“分配不公正”与“消极怠工”之间关系,对“分配不公正”与“反生产行为”之间关系,对“领导不认同”与“主动越轨”之间关系,对“组织不公正”与“主动越轨”之间关系,对“组织不公正”与“消极怠工”之间关系,对“组织不公正”与“反生产行为”之间关系的调节作用显著。
Counterproductive Work Behavior (CWB) is an intentional behavior of the organization member, hurts colleagues or organizations` legitimate interests. In this paper, based on studying those existing theory and empirical research, I taked the empirical research: a test about the moderate role of attribution style between counterproductive behavior and organizational injustice.
The purposes of this dessertation were to investigate the relation between Counterproductive Work Behavior and organizational injustice as well as to test the role of attribution style between counterproductive work behavior and organizational injustice. For these purposes, some standard research method, such as literature review and survey were used. This research considered the demographic factors, and by 308 employee to investigate, used the statistical methods of correlation analysis, regression analysis, variance analysis. The study obtained conclusions as follows:
Firstly, the research discussed about the demographical variable`s dffects on counterproductive work behavior. We found that the significant effects in demographical variable included age, marital status, woking life, position classes and units characters. While the sex, academy degree and profession have not significant effects.
Secondly, after control the demographical variable, through regression analysis, we found that‘leader injustice’and‘procedural injustice’have a significant positive effect on‘initiative deviant’.‘leader injustice’and‘procedural injustice’have a significant positive effect on‘passive work’.‘leader injustice’and‘procedural injustice’have a significant positive effect on‘personal aggressio’,‘interactional injustice’have a significant negative effect on‘personal aggressio’.‘leader injustice’and‘procedural injustice’have a significant positive effect on‘counterproductive work behavior’,‘interactional injustice’have a significant negative effect on‘counterproductive work behavior’.
Thirdly, through MNOVA ,the main conclusions are as follows: attribution style was found to partly moderate the relationships between counterproductive behavior and organizational injustice. To be more specific, attribution style significantly moderates the relationships between‘distributive injustice’and ‘inttiative deviant’, attribution style significantly moderates the relationships between‘distributive injustice’and‘passve work’, attribution style significantly moderates the relationships between‘distributive injustice’and‘counterproductive work behavior’, attribution style significantly moderates the relationships between‘leader injustice’and‘inttiative deviant’, attribution style significantly moderates the relationships between‘organizational injustice’and‘inttiative deviant’, attribution style significantly moderates the relationships between‘organizational injustice’and‘passive work’, attribution style significantly moderates the relationships between‘organizational injustice’and‘counterproductive work behavior’.
本研究通过文献搜集法、问卷调查法等研究方法,以中国企业员工为被试,综合研究考虑了人口学、组织学因素,通过对308名组织员工进行调查,采用相关分析、分层回归分析、多因素方差分析等统计方法,得到如下结论:
第一,对不同人口学变量的方差分析结果表明:不同年龄、不同婚姻状况、不同工作年限、不同职位级别,以及不同单位性质的组织员工,在反生产行为部分维度上存在显著差异;不同性别、不同学历层次和不同职业领域的员工在反生产行为的各个维度得分上不存在显著差异。
第二,控制了人口学、组织学变量之后,通过回归分析,对组织不公正与反生产行为的关系进行了预测。其中领导不认同、程序不公正对反生产行为总体有显著正影响,而互动不公正对反生产行为有显著负影响。结果表明:组织不公正与反生产行为之间存在显著相关,且组织不公正对反生产行为有显著预测作用。
第三,通过多因素方差分析,探讨了归因风格对组织不公正与反生产行为关系的调节作用。结果表明:归因风格在组织不公正与反生产行为之间起部分调节作用。其中,“归因风格”对“分配不公正”与“主动越轨”之间关系,对“分配不公正”与“消极怠工”之间关系,对“分配不公正”与“反生产行为”之间关系,对“领导不认同”与“主动越轨”之间关系,对“组织不公正”与“主动越轨”之间关系,对“组织不公正”与“消极怠工”之间关系,对“组织不公正”与“反生产行为”之间关系的调节作用显著。
Counterproductive Work Behavior (CWB) is an intentional behavior of the organization member, hurts colleagues or organizations` legitimate interests. In this paper, based on studying those existing theory and empirical research, I taked the empirical research: a test about the moderate role of attribution style between counterproductive behavior and organizational injustice.
The purposes of this dessertation were to investigate the relation between Counterproductive Work Behavior and organizational injustice as well as to test the role of attribution style between counterproductive work behavior and organizational injustice. For these purposes, some standard research method, such as literature review and survey were used. This research considered the demographic factors, and by 308 employee to investigate, used the statistical methods of correlation analysis, regression analysis, variance analysis. The study obtained conclusions as follows:
Firstly, the research discussed about the demographical variable`s dffects on counterproductive work behavior. We found that the significant effects in demographical variable included age, marital status, woking life, position classes and units characters. While the sex, academy degree and profession have not significant effects.
Secondly, after control the demographical variable, through regression analysis, we found that‘leader injustice’and‘procedural injustice’have a significant positive effect on‘initiative deviant’.‘leader injustice’and‘procedural injustice’have a significant positive effect on‘passive work’.‘leader injustice’and‘procedural injustice’have a significant positive effect on‘personal aggressio’,‘interactional injustice’have a significant negative effect on‘personal aggressio’.‘leader injustice’and‘procedural injustice’have a significant positive effect on‘counterproductive work behavior’,‘interactional injustice’have a significant negative effect on‘counterproductive work behavior’.
Thirdly, through MNOVA ,the main conclusions are as follows: attribution style was found to partly moderate the relationships between counterproductive behavior and organizational injustice. To be more specific, attribution style significantly moderates the relationships between‘distributive injustice’and ‘inttiative deviant’, attribution style significantly moderates the relationships between‘distributive injustice’and‘passve work’, attribution style significantly moderates the relationships between‘distributive injustice’and‘counterproductive work behavior’, attribution style significantly moderates the relationships between‘leader injustice’and‘inttiative deviant’, attribution style significantly moderates the relationships between‘organizational injustice’and‘inttiative deviant’, attribution style significantly moderates the relationships between‘organizational injustice’and‘passive work’, attribution style significantly moderates the relationships between‘organizational injustice’and‘counterproductive work behavior’.
引文
(美) B·维纳著,张爱卿等译. (2004).责任推断:社会行为的理论基础.上海:华东师范大学出版社.
(美) D·赫尔雷格尔等著,俞文钊译. (2001).组织行为学(第九版):华东师范大学出版社.
(美)菲尔德,阳志平等译. (2004).工作评价:组织诊断与研究实用量表:中国轻工业出版社.
(美)黛布拉·L·纳尔逊·坎贝尔·奎克著,桑强等译. (2004).组织行为学——基础、现实与挑战:中信出版社.
Baron, R. A., & Neuman, J. H. (1998). Workplace aggression--the iceberg beneath the tip of workplace violence:evidence on its forms, frequency, and targets. Public Administration Quarterly, 21(4), 446-464.
Berry, K. L., Keil, E. C., & Robin, S. S. (1969). Role expectations of the vocational rehabilitation counselor in a therapeutic milieu. Journal of Counseling Psychology, 16(3), 203-208.
Campbell, J. P., Dunnette, M. D., & Hough, L. M. (1990). Modeling the performance prediction problem in industrial and organizational psychology. In Handbook of industrial and organizational
psychology, Vol. 1 (2nd ed.). (pp. 687-732). Palo Alto, CA US: Consulting Psychologists Press.
Conlon, D. E., Meyer, C. J., Nowakowski, J. M., Greenberg, J., & Colquitt, J. A. (2005). How Does Organizational Justice Affect Performance, Withdrawal, and Counterproductive Behavior? In Handbook of organizational justice. (pp. 301-327). Mahwah, NJ US: Lawrence Erlbaum Associates Publishers.
Cropanzano, R., & greenberg, J. (1997). Progress in organizational justice: Tunneling through the maze. International Journal of Selection & Assessment(John mtey&Sons), 317-372.
Douglas, S. C., & Martinko, M. J. (2001). Exploring the role of individual differences in the prediction of workplace aggression. Journal of Applied Psychology, 86(4), 547-559.
Fox, S., Spector, P. E., Goh, A., & Bruursema, K. (2007). Does your coworker know what you're doing? Convergence of self- and peer-reports of counterproductive work behavior. International Journal of Stress Management, 14(1), 41-60.
Fox, S., Spector, P. E., & Miles, D. (2001). Counterproductive work behavior (CWB) in response to job stressors and organizational justice: Some mediator and moderator tests for autonomy and emotions. Journal of Vocational Behavior, 59(3), 291-309.
Geddes, D., & Baron, R. A. (1997). Workplace aggression as a consequence of negative performance feedback. Management Communication Quarterly, 10(4), 433.
Greenberg, J. (1990). Employee theft as a reaction to underpayment inequity: The hidden cost of pay cuts. Journal of Applied Psychology, 75(5), 561-568.
Gruys, M. L., & Sackett, P. R. (2003). Investigating the Dimensionality of Counterproductive Work Behavior. International Journal of Selection & Assessment, 11(1), 30-42.
Harper, D. (1990). Spotlight Abuse-Save Profits. Industrial Distribution, 79(3), 47-51.
Hollinger, R. C., & Clark, J. P. (1983). Deterrence in the Workplace: Perceived Certainty, PerceivedSeverity, and Employee Theft. Social Forces, 62(2), 398-418.
Hollinger , R. C., & Clark , J. P. (1983). Theft by Employees. Lexington: MA. Judge, T. A., Locke, E. A., Durham, C. C., & Kluger, A. N. (1998). Dispositional effects on job and life satisfaction: The role of core evaluations. Journal of Applied Psychology, 83(1), 17-34.
Judge, T. A., Scott, B. A., & Ilies, R. (2006). Hostility, job attitudes, and workplace deviance: Test of a multilevel model. Journal of Applied Psychology, 91(1), 126-138.
Kaplan, S., Bradley, J. C., Luchman, J. N., & Haynes, D. (2009). On the role of positive and negative affectivity in job performance: A meta-analytic investigation. Journal of Applied Psychology, 94(1), 162-176.
Leventhal, G. S., Kmuza, J., & Fry, W. R. (1980). Beyond fairness:Atheory of allocation preferences. NY: Springer-Verlag.
Lievens, F., Conway, J. M., & De Corte, W. (2008). The relative importance of task, citizenship and counterproductive performance to job performance ratings: Do rater source and team-based culture matter? Journal of Occupational and Organizational Psychology, 81(1), 11-27.
Marcus, B., & Schuler, H. (2004). Antecedents of counterproductivebehavio at work:a general perspective. Journal of Applied Psychology, 89, 647-660.
Marcus, B., & Wagner, U. (2007). "Combining dispositions and evaluations of vocation and job to account for counterproductive work behavior in adolescent job apprentices": Correction. Journal of Occupational Health Psychology, 12(3), 278-278.
Martinko, M. J., & Gardner, W. L. (1982). Learned Helplessness: An Alternative Explanation for Performance Deficits. Academy of Management Review, 7(2), 195-204.
Martinko, M. J., Gundlach, M. J., & Douglas, S. C. (2002). Toward an Integrative Theory of Counterproductive Workplace Behavior: A Causal Reasoning Perspective. International Journal of Selection & Assessment, 10(1/2), 36.
Martinko, M. J., Zellars, K. L., Griffin, R. W., O'Leary-Kelly, A., & Collins, J. M. (1998). Toward a theory of workplace violence and aggression: A cognitive appraisal perspective. In Dysfunctional behavior in organizations: Violent and deviant behavior. (pp. 1-42). US: Elsevier Science/JAI Press.
Mikulay, S., Neuman, G., & Finkelstein, L. (2001). Counterproductive Workplace Behaviors. Genetic, Social & General Psychology Monographs, 127(3), 279.
Murphy, K. R. (1993). Honesty in the workplace. Belmont, CA US: Thomson Brooks/Cole Publishing Co. Parrott, W. G., & Smith, R. H. (1993). Distinguishing the experiences of envy and jealousy. Journal of Personality and Social Psychology, 64(6), 906-920.
Robinson, S. L., & Bennett, R. J. (1995). A typology of deviant workplace behaviors: A multidimensional scaling study. Academy of Management Journal, 38(2), 555-572.
Roscigno, V. J., & Hodson, R. (2004). The Organizational and Social Foundations of Worker Resistance. American Sociological Review, 69(1), 14-39.
Sackett , P. R., & Berry, C. M. (2001). Counterproductive behaviors at work (Vol. personnel psychology). London: Sage Publications Ltd.
Sackett, P. R., Berry, C. M., Wiemann, S. A., & Laczo, R. M. (2006). Citizenship and Counterproductive Behavior: Clarifying Relations Between the Two Domains. Human Performance, 19(4), 441-464.
Schwarzwald, J., Koslowsky, M., & Shalit, B. (1992). A field study of employees' attitudes and behaviors after promotion decisions. Journal of Applied Psychology, 77(4), 511-514.
Skarlicki, D. P., & Folger, R. (1997). Retaliation in the workplace: The roles of distributive, procedural,and interactional justice. Journal of Applied Psychology, 82(3), 434-443.
Skarlicki, D. P., Folger, R., & Tesluk, P. (1999). PERSONALITY AS A MODERATOR IN THE RELATIONSHIP BETWEEN FAIRNESS AND RETALIATION. Academy of Management Journal, 42(1), 100-108.
Spector, P. E., & Fox, S. (2002). An emotion-centered model of voluntary work behavior: Some parallels between counterproductive work behavior and organizational citizenship behavior. Human Resource Management Review, 12(2), 269-292.
Spector, P. E., & Fox, S. (2005). The Stressor-Emotion Model of Counterproductive Work Behavior. In Counterproductive work behavior: Investigations of actors and targets. (pp. 151-174). Washington, DC US: American Psychological Association.
Spector, P. E., Fox, S., Penney, L. M., Bruursema, K., Goh, A., & Kessler, S. (2006). The dimensionality of counterproductivity: Are all counterproductive behaviors created equal? Journal of Vocational Behavior, 68(3), 446-460.
Spector, P. E., Fox, S., & Van Katwyk, P. (1999). The role of negative affectivity in employee reactions to job characteristics: Bias effect or substantive effect? Journal of Occupational & Organizational Psychology, 72(2), 205-218.
Storms, P. L., & Spector, P. E. (1987). Relationships of organizational frustration with reported behavioral reactions: The moderating effect of locus of control. Journal of Occupational Psychology, 60(3), 227-234.
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(美) D·赫尔雷格尔等著,俞文钊译. (2001).组织行为学(第九版):华东师范大学出版社.
(美)菲尔德,阳志平等译. (2004).工作评价:组织诊断与研究实用量表:中国轻工业出版社.
(美)黛布拉·L·纳尔逊·坎贝尔·奎克著,桑强等译. (2004).组织行为学——基础、现实与挑战:中信出版社.
Baron, R. A., & Neuman, J. H. (1998). Workplace aggression--the iceberg beneath the tip of workplace violence:evidence on its forms, frequency, and targets. Public Administration Quarterly, 21(4), 446-464.
Berry, K. L., Keil, E. C., & Robin, S. S. (1969). Role expectations of the vocational rehabilitation counselor in a therapeutic milieu. Journal of Counseling Psychology, 16(3), 203-208.
Campbell, J. P., Dunnette, M. D., & Hough, L. M. (1990). Modeling the performance prediction problem in industrial and organizational psychology. In Handbook of industrial and organizational
psychology, Vol. 1 (2nd ed.). (pp. 687-732). Palo Alto, CA US: Consulting Psychologists Press.
Conlon, D. E., Meyer, C. J., Nowakowski, J. M., Greenberg, J., & Colquitt, J. A. (2005). How Does Organizational Justice Affect Performance, Withdrawal, and Counterproductive Behavior? In Handbook of organizational justice. (pp. 301-327). Mahwah, NJ US: Lawrence Erlbaum Associates Publishers.
Cropanzano, R., & greenberg, J. (1997). Progress in organizational justice: Tunneling through the maze. International Journal of Selection & Assessment(John mtey&Sons), 317-372.
Douglas, S. C., & Martinko, M. J. (2001). Exploring the role of individual differences in the prediction of workplace aggression. Journal of Applied Psychology, 86(4), 547-559.
Fox, S., Spector, P. E., Goh, A., & Bruursema, K. (2007). Does your coworker know what you're doing? Convergence of self- and peer-reports of counterproductive work behavior. International Journal of Stress Management, 14(1), 41-60.
Fox, S., Spector, P. E., & Miles, D. (2001). Counterproductive work behavior (CWB) in response to job stressors and organizational justice: Some mediator and moderator tests for autonomy and emotions. Journal of Vocational Behavior, 59(3), 291-309.
Geddes, D., & Baron, R. A. (1997). Workplace aggression as a consequence of negative performance feedback. Management Communication Quarterly, 10(4), 433.
Greenberg, J. (1990). Employee theft as a reaction to underpayment inequity: The hidden cost of pay cuts. Journal of Applied Psychology, 75(5), 561-568.
Gruys, M. L., & Sackett, P. R. (2003). Investigating the Dimensionality of Counterproductive Work Behavior. International Journal of Selection & Assessment, 11(1), 30-42.
Harper, D. (1990). Spotlight Abuse-Save Profits. Industrial Distribution, 79(3), 47-51.
Hollinger, R. C., & Clark, J. P. (1983). Deterrence in the Workplace: Perceived Certainty, PerceivedSeverity, and Employee Theft. Social Forces, 62(2), 398-418.
Hollinger , R. C., & Clark , J. P. (1983). Theft by Employees. Lexington: MA. Judge, T. A., Locke, E. A., Durham, C. C., & Kluger, A. N. (1998). Dispositional effects on job and life satisfaction: The role of core evaluations. Journal of Applied Psychology, 83(1), 17-34.
Judge, T. A., Scott, B. A., & Ilies, R. (2006). Hostility, job attitudes, and workplace deviance: Test of a multilevel model. Journal of Applied Psychology, 91(1), 126-138.
Kaplan, S., Bradley, J. C., Luchman, J. N., & Haynes, D. (2009). On the role of positive and negative affectivity in job performance: A meta-analytic investigation. Journal of Applied Psychology, 94(1), 162-176.
Leventhal, G. S., Kmuza, J., & Fry, W. R. (1980). Beyond fairness:Atheory of allocation preferences. NY: Springer-Verlag.
Lievens, F., Conway, J. M., & De Corte, W. (2008). The relative importance of task, citizenship and counterproductive performance to job performance ratings: Do rater source and team-based culture matter? Journal of Occupational and Organizational Psychology, 81(1), 11-27.
Marcus, B., & Schuler, H. (2004). Antecedents of counterproductivebehavio at work:a general perspective. Journal of Applied Psychology, 89, 647-660.
Marcus, B., & Wagner, U. (2007). "Combining dispositions and evaluations of vocation and job to account for counterproductive work behavior in adolescent job apprentices": Correction. Journal of Occupational Health Psychology, 12(3), 278-278.
Martinko, M. J., & Gardner, W. L. (1982). Learned Helplessness: An Alternative Explanation for Performance Deficits. Academy of Management Review, 7(2), 195-204.
Martinko, M. J., Gundlach, M. J., & Douglas, S. C. (2002). Toward an Integrative Theory of Counterproductive Workplace Behavior: A Causal Reasoning Perspective. International Journal of Selection & Assessment, 10(1/2), 36.
Martinko, M. J., Zellars, K. L., Griffin, R. W., O'Leary-Kelly, A., & Collins, J. M. (1998). Toward a theory of workplace violence and aggression: A cognitive appraisal perspective. In Dysfunctional behavior in organizations: Violent and deviant behavior. (pp. 1-42). US: Elsevier Science/JAI Press.
Mikulay, S., Neuman, G., & Finkelstein, L. (2001). Counterproductive Workplace Behaviors. Genetic, Social & General Psychology Monographs, 127(3), 279.
Murphy, K. R. (1993). Honesty in the workplace. Belmont, CA US: Thomson Brooks/Cole Publishing Co. Parrott, W. G., & Smith, R. H. (1993). Distinguishing the experiences of envy and jealousy. Journal of Personality and Social Psychology, 64(6), 906-920.
Robinson, S. L., & Bennett, R. J. (1995). A typology of deviant workplace behaviors: A multidimensional scaling study. Academy of Management Journal, 38(2), 555-572.
Roscigno, V. J., & Hodson, R. (2004). The Organizational and Social Foundations of Worker Resistance. American Sociological Review, 69(1), 14-39.
Sackett , P. R., & Berry, C. M. (2001). Counterproductive behaviors at work (Vol. personnel psychology). London: Sage Publications Ltd.
Sackett, P. R., Berry, C. M., Wiemann, S. A., & Laczo, R. M. (2006). Citizenship and Counterproductive Behavior: Clarifying Relations Between the Two Domains. Human Performance, 19(4), 441-464.
Schwarzwald, J., Koslowsky, M., & Shalit, B. (1992). A field study of employees' attitudes and behaviors after promotion decisions. Journal of Applied Psychology, 77(4), 511-514.
Skarlicki, D. P., & Folger, R. (1997). Retaliation in the workplace: The roles of distributive, procedural,and interactional justice. Journal of Applied Psychology, 82(3), 434-443.
Skarlicki, D. P., Folger, R., & Tesluk, P. (1999). PERSONALITY AS A MODERATOR IN THE RELATIONSHIP BETWEEN FAIRNESS AND RETALIATION. Academy of Management Journal, 42(1), 100-108.
Spector, P. E., & Fox, S. (2002). An emotion-centered model of voluntary work behavior: Some parallels between counterproductive work behavior and organizational citizenship behavior. Human Resource Management Review, 12(2), 269-292.
Spector, P. E., & Fox, S. (2005). The Stressor-Emotion Model of Counterproductive Work Behavior. In Counterproductive work behavior: Investigations of actors and targets. (pp. 151-174). Washington, DC US: American Psychological Association.
Spector, P. E., Fox, S., Penney, L. M., Bruursema, K., Goh, A., & Kessler, S. (2006). The dimensionality of counterproductivity: Are all counterproductive behaviors created equal? Journal of Vocational Behavior, 68(3), 446-460.
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