组织公平感与反生产行为关系的调节中介模型

Mingzheng Wu, Xiaoling Sun, Delin Zhang, Ci Wang
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引用次数: 17

摘要

本研究旨在建立一个有调节的中介模型来解释公务员组织公平感与反生产行为之间的关系。在此模型中,作者假设工作倦怠在组织公平感与反反行为之间起中介作用,而道德认同在工作倦怠与反反行为之间起调节作用。设计/方法/方法中国共有210名公务员参与了这项研究,并通过自我报告工具测量了他们的特征。采用层次多元回归分析对有调节的中介模型进行检验。结果组织公平感、工作倦怠感和道德认同对员工弃职行为有影响。道德认同对工作倦怠与反行为之间的关系有调节作用,道德认同低的个体更有可能从事反行为。此外,工作倦怠在组织公平感对员工行为的影响中起中介作用,并且工作倦怠的中介作用受道德认同的调节。组织公平感对工作倦怠的间接影响在低道德同一性个体中显著,在高道德同一性个体中不显著。研究局限/启示研究结果突出了道德认同在预防绕道行为中的自我调节功能。本研究为减少中国公共部门行政管理中的不忠行为提供了一些有意义的建议,如提高组织公平感、根据员工的道德认同进行招聘和选择、定期监测员工的工作倦怠等。作者建立并验证了组织公平感与CWB关系的有调节中介模型。本研究发现,工作倦怠对组织公平感- CWB关系具有中介作用,为组织公平感影响CWB的过程提供了重要的认识。
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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.
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CiteScore
1.20
自引率
0.00%
发文量
5
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