“Investigating the effect of psychological contract breach on counterproductive work behavior: The mediating role of organizational cynicism”

IF 1.5 Q3 MANAGEMENT

Human systems management Pub Date : 2024-01-30 DOI:10.3233/hsm-230010

Mohamed Abdelkhalek Omar Ahmed, Junguang Zhang

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引用次数: 0

Abstract

BACKGROUND: The negative consequences of Counterproductive work behaviors (CWBs) include intentional malfeasance that damages an organization or its employees. These include decreased output, increased costs, decreased employee morale and discontent. When CWBs exist, the company’s reputation and employee turnover rates may suffer. OBJECTIVE: The purpose of this study is to increase the current understanding of PCB and CWBs, as well as the mediating function of OC in this relationship, among higher education employees. METHODS: Using IBM SPSS AMOS, the results of the survey were analyzed. RESULTS: PCB is positively correlated with CWB-O and CWB-I, suggesting that employee perspectives on PCB negatively influence their emotions and contribute to unethical business behavior. This study found that OC mediates the relationship between PCBs and CWBs and that uninformed organization behavior causes employees to be more discouraged and angrier and participate in CWB. CONCLUSIONS: Academic administrators must discover salary and benefit inadequacies to give incentives based on accurate performance reports, taking into consideration their bosses’ PC infractions. Therefore, institutions must promote loyalty and belonging to reduce PCB if it is poorly broken. Managers may lessen employee cynicism by stressing organizational support and listening to and rewarding employees.

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"调查心理契约违约对反工作行为的影响：组织犬儒主义的中介作用"

背景：适得其反的工作行为（CWB）的负面影响包括蓄意损害组织或其员工的渎职行为。这些后果包括产出减少、成本增加、员工士气下降和不满。当 CWB 存在时，公司的声誉和员工流失率可能会受到影响。目的：本研究的目的是加深高等教育员工对 PCB 和 CWBs 以及 OC 在这一关系中的中介作用的理解。方法：使用 IBM SPSS AMOS 对调查结果进行分析。结果：PCB 与 CWB-O 和 CWB-I 呈正相关，表明员工对 PCB 的看法会对其情绪产生负面影响，并导致不道德的商业行为。本研究发现，OC 在多氯联苯和 CWB 之间起到了中介作用，不了解情况的组织行为会导致员工更加气馁和愤怒，并参与 CWB。结论：学术管理人员必须发现薪酬和福利的不足，根据准确的绩效报告给予激励，同时考虑到上司的 PC 违规行为。因此，院校必须提高员工的忠诚度和归属感，以减少PCB的不良记录。管理者可以通过强调组织支持、倾听和奖励员工来减少员工的愤世嫉俗情绪。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human systems management MANAGEMENT-

CiteScore

3.50

自引率

30.40%

发文量

期刊介绍： Human Systems Management (HSM) is an interdisciplinary, international, refereed journal, offering applicable, scientific insight into reinventing business, civil-society and government organizations, through the sustainable development of high-technology processes and structures. Adhering to the highest civic, ethical and moral ideals, the journal promotes the emerging anthropocentric-sociocentric paradigm of societal human systems, rather than the pervasively mechanistic and organismic or medieval corporatism views of humankind’s recent past. Intentionality and scope Their management autonomy, capability, culture, mastery, processes, purposefulness, skills, structure and technology often determine which human organizations truly are societal systems, while others are not. HSM seeks to help transform human organizations into true societal systems, free of bureaucratic ills, along two essential, inseparable, yet complementary aspects of modern management: a) the management of societal human systems: the mastery, science and technology of management, including self management, striving for strategic, business and functional effectiveness, efficiency and productivity, through high quality and high technology, i.e., the capabilities and competences that only truly societal human systems create and use, and b) the societal human systems management: the enabling of human beings to form creative teams, communities and societies through autonomy, mastery and purposefulness, on both a personal and a collegial level, while catalyzing people’s creative, inventive and innovative potential, as people participate in corporate-, business- and functional-level decisions. Appreciably large is the gulf between the innovative ideas that world-class societal human systems create and use, and what some conventional business journals offer. The latter often pertain to already refuted practices, while outmoded business-school curricula reinforce this problematic situation.

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