{"title":"组织公平感与反生产行为关系的调节中介模型","authors":"Mingzheng Wu, Xiaoling Sun, Delin Zhang, Ci Wang","doi":"10.1108/JCHRM-07-2016-0016","DOIUrl":null,"url":null,"abstract":"Purpose \n \n \n \n \nThis study aimed to develop a moderated mediation model to explain the relationship between perceived organizational justice and the counterproductive work behavior (CWB) of Chinese public servants. In this model, the authors assumed that job burnout mediates the relationship between perceived organizational justice and CWB and that moral identity moderates the relationship between job burnout and CWB. \n \n \n \n \nDesign/methodology/approach \n \n \n \n \nA total of 210 public servants in China participated in this study, and their characteristics were measured by self-report tools. Hierarchical multiple regression analyses were used to test the moderated mediation model. \n \n \n \n \nFindings \n \n \n \n \nAnalysis of the data demonstrated that perceived organizational justice, job burnout and moral identity influenced CWB. Moral identity moderated the relationship between job burnout and CWB, such that individuals with low moral identity are more likely to engage in CWB. Moreover, job burnout mediated the effect of perceived organizational justice on CWB, and the mediating effect of job burnout was moderated by moral identity. The indirect effect of perceived organizational justice on CWB through job burnout was significant among individuals with low moral identity but not among individuals with high moral identity. \n \n \n \n \nResearch limitations/implications \n \n \n \n \nThe findings highlight the self-regulatory function of moral identity in preventing CWB. \n \n \n \n \nPractical implications \n \n \n \n \nThe study offers several significant suggestions to reduce CWB in Chinese public sector administration, such as by improving organizational justice perception, recruiting and selecting individuals with reference to their moral identity and monitoring employees’ job burnout regularly. \n \n \n \n \nOriginality/value \n \n \n \n \nThe authors developed and verified a moderated mediated model on the relationship between perceived organizational justice and CWB. The study revealed that job burnout has a mediating effect on the perceived organizational justice–CWB relation, providing important insights into the processes through which perceived organizational justice affects CWB.","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":"7 1","pages":"64-81"},"PeriodicalIF":2.3000,"publicationDate":"2016-12-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-07-2016-0016","citationCount":"17","resultStr":"{\"title\":\"Moderated mediation model of relationship between perceived organizational justice and counterproductive work behavior\",\"authors\":\"Mingzheng Wu, Xiaoling Sun, Delin Zhang, Ci Wang\",\"doi\":\"10.1108/JCHRM-07-2016-0016\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"Purpose \\n \\n \\n \\n \\nThis study aimed to develop a moderated mediation model to explain the relationship between perceived organizational justice and the counterproductive work behavior (CWB) of Chinese public servants. In this model, the authors assumed that job burnout mediates the relationship between perceived organizational justice and CWB and that moral identity moderates the relationship between job burnout and CWB. \\n \\n \\n \\n \\nDesign/methodology/approach \\n \\n \\n \\n \\nA total of 210 public servants in China participated in this study, and their characteristics were measured by self-report tools. Hierarchical multiple regression analyses were used to test the moderated mediation model. \\n \\n \\n \\n \\nFindings \\n \\n \\n \\n \\nAnalysis of the data demonstrated that perceived organizational justice, job burnout and moral identity influenced CWB. Moral identity moderated the relationship between job burnout and CWB, such that individuals with low moral identity are more likely to engage in CWB. Moreover, job burnout mediated the effect of perceived organizational justice on CWB, and the mediating effect of job burnout was moderated by moral identity. The indirect effect of perceived organizational justice on CWB through job burnout was significant among individuals with low moral identity but not among individuals with high moral identity. \\n \\n \\n \\n \\nResearch limitations/implications \\n \\n \\n \\n \\nThe findings highlight the self-regulatory function of moral identity in preventing CWB. \\n \\n \\n \\n \\nPractical implications \\n \\n \\n \\n \\nThe study offers several significant suggestions to reduce CWB in Chinese public sector administration, such as by improving organizational justice perception, recruiting and selecting individuals with reference to their moral identity and monitoring employees’ job burnout regularly. \\n \\n \\n \\n \\nOriginality/value \\n \\n \\n \\n \\nThe authors developed and verified a moderated mediated model on the relationship between perceived organizational justice and CWB. The study revealed that job burnout has a mediating effect on the perceived organizational justice–CWB relation, providing important insights into the processes through which perceived organizational justice affects CWB.\",\"PeriodicalId\":54013,\"journal\":{\"name\":\"Journal of Chinese Human Resources Management\",\"volume\":\"7 1\",\"pages\":\"64-81\"},\"PeriodicalIF\":2.3000,\"publicationDate\":\"2016-12-08\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"https://sci-hub-pdf.com/10.1108/JCHRM-07-2016-0016\",\"citationCount\":\"17\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Journal of Chinese Human Resources Management\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://doi.org/10.1108/JCHRM-07-2016-0016\",\"RegionNum\":0,\"RegionCategory\":null,\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q3\",\"JCRName\":\"MANAGEMENT\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Chinese Human Resources Management","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1108/JCHRM-07-2016-0016","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q3","JCRName":"MANAGEMENT","Score":null,"Total":0}
Moderated mediation model of relationship between perceived organizational justice and counterproductive work behavior
Purpose
This study aimed to develop a moderated mediation model to explain the relationship between perceived organizational justice and the counterproductive work behavior (CWB) of Chinese public servants. In this model, the authors assumed that job burnout mediates the relationship between perceived organizational justice and CWB and that moral identity moderates the relationship between job burnout and CWB.
Design/methodology/approach
A total of 210 public servants in China participated in this study, and their characteristics were measured by self-report tools. Hierarchical multiple regression analyses were used to test the moderated mediation model.
Findings
Analysis of the data demonstrated that perceived organizational justice, job burnout and moral identity influenced CWB. Moral identity moderated the relationship between job burnout and CWB, such that individuals with low moral identity are more likely to engage in CWB. Moreover, job burnout mediated the effect of perceived organizational justice on CWB, and the mediating effect of job burnout was moderated by moral identity. The indirect effect of perceived organizational justice on CWB through job burnout was significant among individuals with low moral identity but not among individuals with high moral identity.
Research limitations/implications
The findings highlight the self-regulatory function of moral identity in preventing CWB.
Practical implications
The study offers several significant suggestions to reduce CWB in Chinese public sector administration, such as by improving organizational justice perception, recruiting and selecting individuals with reference to their moral identity and monitoring employees’ job burnout regularly.
Originality/value
The authors developed and verified a moderated mediated model on the relationship between perceived organizational justice and CWB. The study revealed that job burnout has a mediating effect on the perceived organizational justice–CWB relation, providing important insights into the processes through which perceived organizational justice affects CWB.