ISSN 1671-3710
CN 11-4766/R
主办:中国科学院心理研究所
出版:科学出版社

心理科学进展 ›› 2021, Vol. 29 ›› Issue (12): 2260-2271.doi: 10.3724/SP.J.1042.2021.02260

• 研究前沿 • 上一篇    下一篇

组织(不)公正对组织报复行为的影响及其机制

刘德鹏1, 高翔宇2()   

  1. 1山东大学管理学院, 济南 250100
    2南京大学商学院, 南京 210093
  • 收稿日期:2020-08-24 发布日期:2021-10-26
  • 通讯作者: 高翔宇 E-mail:gaoxy6495@163.com
  • 基金资助:
    国家自然科学基金青年项目(71902100);国家自然科学基金重点项目(71632005);教育部创新团队发展计划(IRT-17R67)

The effect of organizational (in)justice on organizational retaliation behavior and the underlying mechanisms

LIU Depeng1, GAO Xiangyu2()   

  1. 1School of Management, Shandong University, Jinan 250100, China
    2Business School, Nanjing University, Nanjing 210093, China
  • Received:2020-08-24 Published:2021-10-26
  • Contact: GAO Xiangyu E-mail:gaoxy6495@163.com

摘要:

组织报复行为是员工因感知组织及其代理人不公正而针对他们采取的惩罚行为, 它是当今社会不可忽视的工作场所现象。总结现有综述文献, 存在缺乏系统梳理、不重视解释机制等重要问题。根据(不)公正感知类型复杂性和(不)公正感知主体两个维度提出一个新的研究思路, 并在此基础上, 进一步从解释机制角度出发, 对相关文献进行评述。未来研究可进一步探讨自我控制、情绪和资源理论等解释机制, 并整合不同解释机制, 同时增加对观察者视角的讨论。

关键词: 组织报复行为, 组织(不)公正, 接受者, 观察者, 内在机制

Abstract:

Organizational retaliation behaviors, defined as employees' retaliatory behaviors towards the organization and its agents due to unjust treatment of employees, are prevalent in workplaces. A systematic review of the literature identifies several prominent research gaps, such as a lack of integrated framework and ignorance of theoretical mechanisms. This study proposes new underlying mechanisms and enriches the related literature by focusing on the dimensions of perceived justice complexity and perceived justice subject. Future research can further explore other possible mechanisms by integrating self-control, emotions, and resources theoretical perspectives from the angle of observers.

Key words: organizational retaliation behavior, organizational (in)justice, receiver, observer, mechanism

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