组织(不)公正对组织报复行为的影响及其机制

doi:10.3724/SP.J.1042.2021.02260

摘要/Abstract

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

中图分类号:

B849: C03

刘德鹏, 高翔宇. (2021). 组织(不)公正对组织报复行为的影响及其机制. 心理科学进展 , 29(12), 2260-2271.

LIU Depeng, GAO Xiangyu. (2021). The effect of organizational (in)justice on organizational retaliation behavior and the underlying mechanisms. Advances in Psychological Science, 29(12), 2260-2271.

图/表 6

图1 研究框架

图2 接受者视角单公正类型理论视角定位===222注：①代表目前学者对情绪机制与自我控制理论的整合与比较; ②代表自我控制理论与社会交换理论的整合与比较; ③代表情绪机制与社会交换理论的整合与比较

图3 资源分配及资源距离示意图

图4 接受者视角多公正类型交互理论视角定位===444注：“}”代表现有研究对归因和情绪机制的整合

图5 观察者视角单公正类型理论视角定位

图6 观察者视角多公正类型理论视角定位

参考文献 61

[1]	林英晖, 于晓倩. (2020). 团队成员为何会做出亲团队非伦理行为?来自团队绩效压力的影响. 中国人力资源开发, 37(07), 34-46.
[2]	皮永华, 宝贡敏. (2006). 西方组织报复行为理论研究述评. 外国经济与管理, 28(3), 40-44.
[3]	皮永华. (2006). 组织公正与组织公民行为、组织报复行为之间关系的研究 (博士学位论文). 浙江大学, 杭州,
[4]	王宇清, 龙立荣, 周浩. (2012). 消极情绪在程序和互动不公正感与员工偏离行为间的中介作用:传统性的调节机制. 心理学报, 44(12), 1663-1676.
[5]	王宇清. (2012). 组织公正感对员工偏离行为的作用与机制 (博士学位论文). 华中科技大学, 武汉,
[6]	韦慧民, 农梅兰. (2020). 领导者攻击型幽默对员工偏差行为的影响. 中国人力资源开发, 37(01), 68-83.
[7]	徐世勇, 欧阳侃. (2012). 基于参照认知理论视角的领导公平与信息公平对组织报复行为的影响研究. 管理学报, 9(10), 1457-1463.
[8]	张桂林. (2009). 组织公正与员工报复行为关系研究 (硕士学位论文). 山东大学, 济南,
[9]	张伶, 连智华. (2017). 基于组织公正调节中介模型的新生代员工自我效能和创新绩效研究. 管理学报, 14(8), 1162-1171.
[10]	周浩, 龙立荣, 王燕, 王忠军, 吴怡, 柯善玉. (2005). 分配公正、程序公正、互动公正影响效果的差异. 心理学报, 37(5), 687-693.
[11]	朱瑜, 李云健, 马智妍, 王小霏. (2014). 员工组织规避劳动合同法认知、工作不安全感与组织报复行为的关系:基于华南地区新生代员工的实证研究. 管理评论, 26(3), 113-127.
[12]	Adams, J. S.(1965). Inequity in social exchange. Advances in Experimental Social Psychology, 2(4), 267-299.
[13]	Barclay, L. J., Skarlicki, D. P., & Pugh, S. D.(2005). Exploring the role of emotions in injustice perceptions and retaliation. Journal of Applied Psychology, 90(4), 629-643. pmid: 16060783
[14]	Barclay, L. J., Whiteside, D. B., & Aquino, K.(2014). To avenge or not to avenge? Exploring the interactive effects of moral identity and the negative reciprocity norm. Journal of Business Ethics, 121(1), 15-28. doi: 10.1007/s10551-013-1674-6 URL
[15]	Barsky, A., Kaplan, S. A., & Beal, D. J.(2011). Just feelings? The role of affect in the formation of organizational fairness judgments. Journal of Management, 37(1), 248-279. doi: 10.1177/0149206310376325 URL
[16]	Baumeister, R. F., Bratslavsky, E., Muraven, M., & Tice, D. M.(1998). Ego depletion: Is the active self a limited resource? Journal of Personality and Social Psychology, 74(5), 1252-1265. pmid: 9599441
[17]	Bies, R. J., & Moag, J. S.(1986). Interactional justice: Communication criteria of fairness. In R. J. Lewicki, B. H. Sheppard, & M. H. Bazerman (Eds.), Research on Negotiations in Organizations (Vol. 1, pp. 43-55) Greenwich, CT: JAI Press.
[18]	Brockner, J.(2002). Making sense of procedural fairness: How high procedural fairness can reduce or heighten the influence of outcome favorability. Academy of Management Review, 27(1), 58-76. doi: 10.2307/4134369 URL
[19]	Brockner, J., Konovsky, M., Cooper-Schneider, R., Folger, R., Martin, C., & Bies, R. J.(1994). Interactive effects of procedural justice and outcome negativity on victims and survivors of job loss. Academy of Management Journal, 37(2), 397-409.
[20]	Brockner, J., & Wiesenfeld, B. M.(1996). An integrative framework for explaining reactions to decisions: Interactive effects of outcomes and procedures. Psychological Bulletin, 120(2), 189-208. pmid: 8831296
[21]	Cole, M. S., Bernerth, J. B., Walter, F., & Holt, D. T.(2010). Organizational justice and individuals' withdrawal: Unlocking the influence of emotional exhaustion. Journal of Management Studies, 47(3), 367-390. doi: 10.1111/joms.2010.47.issue-3 URL
[22]	Colquitt, J. A., Scott, B. A., Rodell, J. B., Long, D. M., Zapata, C. P., Conlon, D. E., & Wesson, M. J.(2013). Justice at the millennium, a decade later: A meta-analytic test of social exchange and affect-based perspectives. Journal of Applied Psychology, 98(2), 199-236. doi: 10.1037/a0031757 pmid: 23458336
[23]	Cropanzano, R., & Mitchell, M. S.(2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31(6), 874-900. doi: 10.1177/0149206305279602 URL
[24]	Deng, H., Coyle-Shapiro, J., & Yang, Q.(2018). Beyond reciprocity: A conservation of resources view on the effects of psychological contract violation on third parties. Journal of Applied Psychology, 103(5), 561-577. doi: 10.1037/apl0000272 URL
[25]	Foa, U. G., & Foa, E. B.(1974). Societal Structures of the Mind. Springfeld, IL: Charles C. Tomas Publisher.
[26]	Folger, R., & Cropanzano, R.(2001). Fairness theory:Justice as accountability. In J. Greenberg & R. Cropanzano (Eds.), Advances in Organizational Justice (pp.1-55). Stanford, CA: Stanford University Press.
[27]	Fortin, M., Blader, S. L., Wiesenfeld, B. M., & Wheeler-Smith, S. L.(2015). Justice and affect:A dimensional Approach. In R. S. Cropanzano & M. L. Ambrose (Eds.), The Oxford Handbook of Justice in the Workplace, (pp.419-442). New York, NY: Oxford University Press.
[28]	Greenbaum, R. L., Mawritz, M. B., Mayer, D. M., & Priesemuth, M.(2013). To act out, to withdraw, or to constructively resist? Employee reactions to supervisor abuse of customers and the moderating role of employee moral identity. Human Relations, 66(7), 925-950. doi: 10.1177/0018726713482992 URL
[29]	Hussain, I., Shu, R., Tangirala, S., & Ekkirala, S.(2019). The voice bystander effect: How information redundancy inhibits employee voice. Academy of Management Journal, 62(3), 828-849. doi: 10.5465/amj.2017.0245
[30]	Jones, D. A., Willness, C. R., & Madey, S.(2014). Why are job seekers attracted by corporate social performance? Experimental and field tests of three signal-based mechanisms. Academy of Management Journal, 57(2), 383-404. doi: 10.5465/amj.2011.0848 URL
[31]	Lavelle, J. J., Mcmahan, G. C., & Harris, C. M.(2009). Fairness in human resource management, social exchange relationships, and citizenship behavior: Testing linkages of the target similarity model among nurses in the United States. International Journal of Human Resource Management, 20(12), 2419-2434. doi: 10.1080/09585190903363748 URL
[32]	Lazarus, R. S.(1991). Emotion and Adaptation. New York: Oxford University Press.
[33]	Leventhal, G. S.(1980). What should be done with equity theory? New approaches to the study of fairness in social relationships. In K. Gergen, M. Greenberg & R. Willis (Eds.), Social exchange: Advances in theory and research (pp.27-55). New York, NY: Plenum Press.
[34]	Lian, H., Brown, D. J., Ferris, D. L., Liang, L. H., Keeping, L. M., & Morrison, R.(2014). Abusive supervision and retaliation: A self-control framework. Academy of Management Journal, 57(1), 116-139. doi: 10.5465/amj.2011.0977 URL
[35]	Lian, H., Yam, K. C., Ferris, D. L., & Brown, D. J.(2017). Self-control at work. Academy of Management Annals, 11(2), 703-732. doi: 10.5465/annals.2015.0126 URL
[36]	Liu, P., Li, X., Li, A., Wang, X., & Xiong, G.(2021). How third parties respond to workplace incivility: The moderating role of the dark triad and task interdependence. Personality and individual differences, 171, 1-6.
[37]	Long, E. C., & Christian, M. S.(2015). Mindfulness buffers retaliatory responses to injustice: A regulatory approach. Journal of Applied Psychology, 100(5), 1409-1422. doi: 10.1037/apl0000019 URL
[38]	Masterson, S. S., Lewis, K., Goldman, B. M., & Taylor, M. S.(2000). Integrating justice and social exchange: The differing effects of fair procedures and treatment on work relationships. Academy of Management Journal, 43(4), 738-748.
[39]	Mitchell, M. S., & Ambrose, M. L.(2007). Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs. Journal of Applied Psychology, 92(4), 1159-1168. pmid: 17638473
[40]	Mitchell, M. S., Vogel, R. M., & Folger, R.(2015). Third parties' reactions to the abusive supervision of coworkers. Journal of Applied Psychology, 100(4), 1040-1055. doi: 10.1037/apl0000002 pmid: 25243999
[41]	Muraven, M., & Slessareva, E.(2003). Mechanisms of self-control failure: Motivation and limited resources. Personality and Social Psychology Bulletin, 29(7), 894-906. pmid: 15018677
[42]	O'Reilly, J., & Aquino, K.(2011). A model of third parties' morally motivated responses to mistreatment in organizations. Academy of Management Review, 36(3), 526-543.
[43]	O'Reilly, J., Aquino, K., & Skarlicki, D.,(2016). The lives of others: Third parties' responses to others' injustice. Journal of Applied Psychology, 101(2), 171-189. doi: 10.1037/apl0000040 pmid: 26214088
[44]	Qin, X., Ren, R., Zhang, Z.-X., & Johnson, R. E.(2015). Fairness heuristics and substitutability effects: Inferring the fairness of outcomes, procedures, and interpersonal treatment when employees lack clear information. Journal of Applied Psychology, 100(3), 749-766. doi: 10.1037/a0038084 URL
[45]	Rupp, D. E., & Bell, C. M.(2010). Extending the deontic model of justice: Moral self-regulation in third-party responses to injustice. Business Ethics Quarterly, 20(1), 89-106. doi: 10.5840/beq20102017 URL
[46]	Rupp, D. E., & Cropanzano, R.(2002). The mediating effects of social exchange relationships in predicting workplace outcomes from multifoci organizational justice. Organizational Behavior and Human Decision Processes, 89(1), 925-946. doi: 10.1016/S0749-5978(02)00036-5 URL
[47]	Rupp, D. E., Shao, R., Jones, K. S., & Liao, H.(2014). The utility of a multifoci approach to the study of organizational justice: A meta-analytic investigation into the consideration of normative rules, moral accountability, bandwidth-fidelity, and social exchange. Organizational Behavior and Human Decision Processes, 123(2), 159-185. doi: 10.1016/j.obhdp.2013.10.011 URL
[48]	Rupp, D. E., & Spencer, S.(2006). When customers lash out: The effects of customer interactional injustice on emotional labor and the mediating role of discrete emotions. Journal of Applied Psychology, 91(4), 971-978. doi: 10.1037/0021-9010.91.4.971 URL
[49]	Russell, J. A.(1980). A circumplex model of affect. Journal of Personality and Social Psychology, 39(6), 1161-1178. doi: 10.1037/h0077714 URL
[50]	Skarlicki, D. P., Ellard, J. H., & Kelln, B. R. C.(1998). Third-party perceptions of a layoff: Procedural, derogation, and retributive aspects of justice. Journal of Applied Psychology, 83(1), 119-127. doi: 10.1037/0021-9010.83.1.119 URL
[51]	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. doi: 10.1037/0021-9010.82.3.434 URL
[52]	Skarlicki, D. P., & Folger, R.(2004). Broadening our understanding of organizational retaliatory behavior. In R. W. Griffin & A. O'Leary-Kelly (Eds.), The Dark Side of Organizational Behavior (pp.373-402). San Francisco: Jossey-Bass Press.
[53]	Skarlicki, D. P., & Kulik, C. T.(2004). Third-party reactions to employee (mis) treatment: A justice perspective. Research in Organizational Behavior, 26, 183-229. doi: 10.1016/S0191-3085(04)26005-1 URL
[54]	Skarlicki, D. P., O'Reilly, J., & Kulik, C. T.(2015). 10 The third-party perspective of (in) justice. In R. S. Cropanzano & M. L. Ambrose (Eds.), The Oxford Handbook of Justice in the Workplace (pp.235-255). New York, NY: Oxford University Press.
[55]	Skarlicki, D. P., & Rupp, D. E.(2010). Dual processing and organizational justice: The role of rational versus experiential processing in third-party reactions to workplace mistreatment. Journal of Applied Psychology, 95(5), 944-952. doi: 10.1037/a0020468 pmid: 20836589
[56]	Tangney, J. P., & Dearing, R. L.(2002). Shame and guilt. New York, NY: Guilford.
[57]	Taylor, S. M.(2015). The roles of workplace justice in the midst of organizational change. In R. S. Cropanzano & M. L. Ambrose (Eds.), The Oxford Handbook of Justice in the Workplace (pp.577-604). New York, NY: Oxford University Press.
[58]	Törnblom, K., & Kazemi, A.(2012). Handbook of Social Resource Theory. Springer New York.
[59]	Walker, L., Lind, E. A., & Thibaut, J.(1979). The relation between procedural and distributive justice. Virginia Law Review, 65(8), 1401-1420. doi: 10.2307/1072580 URL
[60]	Wang, M., Liao, H., Zhan, Y., & Shi, J.(2011). Daily customer mistreatment and employee sabotage against customers: Examining emotion and resource perspectives. Academy of Management Journal, 54(2), 312-334.
[61]	Whetten, D. A.(1989). What constitutes a theoretical contribution? Academy of Management Review, 14(4), 490-495. doi: 10.2307/258554 URL