工作异化在感知组织不公正与反生产工作行为关系中的作用

Q4 Psychology

Psihologia Resurselor Umane Pub Date : 2021-05-30 DOI:10.24837/PRU.V19I1.487

Gabriel Amzulescu, Andreea Butucescu

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引用次数: 3

摘要

先前的研究支持感知到的组织不公正与工作中的反作用行为之间的关系，而在当前的研究中，重点是异化的解释机制。本研究旨在探讨工作异化是否可能成为两种结构之间关系的潜在中介。为了研究文献中较少提及的解释机制，基于来自不同行业的145名参与者的样本，进行了一项非实验性的横断面研究。统计分析的结果表明，感知到的组织不公正是反作用行为的重要预测因素。此外，工作场所异化完全中介了感知到的组织不公正与员工适得其反行为之间的关系。这些发现重申了员工对组织正义的感知在出现和可能减少对组织和个人都有害的反作用行为中的作用和重要性。所获得的数据也支持了它们之间关系的可能解释机制。

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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The Role of Work Alienation in the Relationship Between Perceived Organizational Injustice and Counterproductive Work Behaviors

Previous studies supported the relationship between perceived organizational injustice and counterproductive behaviors at work, and in the current research the emphasis is on the explanatory mechanism of alienation. This study aims to investigate whether work alienation could be a potential mediator in the relationship between the two constructs. In an attempt to research an explanatory mechanism that is less addressed in the literature, a non-experimental cross-sectional study was conducted, based on a sample of 145 participants from different industries. The statistical analysis’ results indicated that perceived organizational injustice is a significant predictor of counterproductive behavior. Furthermore, workplace alienation has completely mediated the relationship between perceived organizational injustice and employees’ counterproductive behaviors. These findings reiterate the role and importance of employees' perceptions of organizational justice in the emergence and possible reduction of counterproductive behaviors that are detrimental to both the organization and individuals. The data obtained also supported a possible explanatory mechanism of their relationship.

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来源期刊

Psihologia Resurselor Umane Psychology-Clinical Psychology

CiteScore

0.70

自引率

0.00%

发文量

期刊介绍： The Psihologia Resurselor Umane Journal is the official journal of the Association of Industrial and Organizational Psychology (APIO). PRU is devoted to publishing original investigations that contribute to an understanding of situational and individual challenges within an organizational context and that bring forth new knowledge in the field. The journal publishes primarily empirical articles and also welcomes methodological and theoretical articles on a broad range of topics covered by Organizational, Industrial, Work, Personnel and Occupational Health Psychology. Audience includes scholars, educators, managers, HR professionals, organizational consultants, practitioners in organizational and employee development.