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Multifoci Organizational Justice, Organizational Citizenship Behavior, and Counterproductive Work Behavior: The Mediating Effects of Emotions.

机译:多焦点组织正义,组织公民行为和适得其反的工作行为:情绪的中介作用。

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摘要

Organizational justice perceptions have been shown to influence several types of work behavior. Recent conceptualizations of organizational justice indicate that there are two foci for justice perceptions, agent- and system-referenced organizational justice. The current study examined the relationship between these two types of organizational justice and organizational citizenship behavior (OCB), counterproductive work behavior (CWB), emotions, and trait affect. Specifically, the mediating effect of emotions in the relationship between organizational justice and OCB/CWB was examined. Additionally, this research investigated the moderating effect of trait affect in the relationship between organizational justice and emotions. Employed adults (N = 185) from a variety of occupations completed measures of the aforementioned variables via online survey. Results showed support for a positive relationship between system-referenced organizational justice and organizational OCB (OCBO). Moreover, the relationship between these variables was mediated by high valence emotions. Also, results displayed a negative relationship between system-referenced organizational justice and organizational CWB (CWBO), and between agent-referenced organizational justice and interpersonal CWB (CWBI). Mediation analyses revealed that low valence emotions mediated the relationship between system-referenced organizational justice and CWBO, and between agent-referenced organizational justice and CWBI. In addition, positive affectivity moderated the relationship between organizational justice and high valence emotions. Finally, an exploratory portion of this study found unique associations for the relationships between valence and arousal levels of emotions and active versus passive forms of OCB and CWB. These findings highlight the importance of multifoci organizational justice and emotions in predicting work behavior, and provide empirical support for affect-mediated models of work behavior. Additional implications for research and practice are discussed.
机译:组织公正感已被证明会影响几种类型的工作行为。组织正义的最新概念表明,正义观有两个焦点,即代理人和系统参照的组织正义。当前的研究检查了这两种类型的组织正义与组织公民行为(OCB),适得其反的工作行为(CWB),情绪和特质影响之间的关系。具体而言,研究了情绪在组织公正与OCB / CWB之间关系中的中介作用。此外,本研究还研究了特质影响对组织公正与情绪之间关系的调节作用。各种职业的成年人(N = 185)通过在线调查完成了上述变量的测量。结果表明,支持系统性组织公正与组织OCB(OCBO)之间的积极关系。此外,这些变量之间的关系是由高价态情绪介导的。此外,结果显示,系统参考的组织公正与组织CWB(CWBO)之间以及代理人参考的组织公正与人际CWB(CWBI)之间存在负相关关系。中介分析显示,低价情感介导了系统参照的组织公正与CWBO之间,以及代理参照的组织公正与CWBI之间的关系。此外,积极的情感调节了组织公正与高价情感之间的关系。最后,本研究的探索性部分发现了价位与情绪唤醒水平以及OCB和CWB的主动与被动形式之间的关系的独特关联。这些发现凸显了多焦点组织正义和情绪在预测工作行为中的重要性,并为情感介导的工作行为模型提供了经验支持。讨论了对研究和实践的其他影响。

著录项

  • 作者

    Gotlib, Tomer.;

  • 作者单位

    Florida Institute of Technology.;

  • 授予单位 Florida Institute of Technology.;
  • 学科 Psychology Industrial.
  • 学位 Ph.D.
  • 年度 2011
  • 页码 159 p.
  • 总页数 159
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 农学(农艺学);
  • 关键词

  • 入库时间 2022-08-17 11:45:11

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