“偷偷报复”:基于报复公平理论对 不合规任务影响机制的研究

“Stealth Revenge” : A Study on the Influence Mechanism of Illegitimate Tasks Based on Retributive Justice Theory

摘要:

面对不公,除了接受,报复也是一种应对方式。不合规任务,作为员工主观认定的一种不公感知,虽已引发学界的关注,但对其如何触发员工的报复行为及背后的影响机制仍缺乏充分的讨论与检验。本文旨在考察不合规任务如何影响员工的两类消极反生产工作行为(人际/组织)。作为一种被员工认为不合理或不必要的任务指派,不合规任务所蕴含的不公感知可能直接侵蚀员工与领导之间的信任纽带,进而诱发他们以消极抵制为表现的隐蔽报复。通过报复公平理论,本文提出员工对领导的情感信任在此过程中起到中介作用,而权力距离取向则调节这一中介效应。通过对488 名企业员工的三轮调查发现,员工的不合规任务感知会削弱他们对上级领导的情感信任,进而导致其消极的人际反生产工作行为和消极的组织反生产工作行为的增加。与此同时,权力距离取向则会调节这一间接效应,当员工的权力距离取向较高时,不合规任务通过情感信任与消极反生产工作行为(人际/组织)之间的正向关系会变弱。

Abstract:

When faced with injustice , revenge is an alternative to acceptance . Although illegitimate tasks have been studied as a specific form of perception of injustice , the mechanisms underlying their triggering of retributive behaviors remain inadequately examined. The present research aims to investigate how illegitimate tasks influence two types of passive counterproductive work behaviors (interpersonal/organizational) among employees. As unreasonable or unnecessary task assignments from employees' perspective , illegitimate tasks convey a sense of perceived injustice that can directly weaken the trust between employees and their supervisors , which in turn provokes covert retribution in the form of passive resistance . Drawing on retributive justice theory , it is proposed that employees' affective trust in supervisors mediates this process while power distance orientation moderates the mediating effect. Based on a three-wave survey of 488 employees , it was found that employees' perception of illegitimate tasks undermined their affective trust in supervisors which in turn led to an increase in passive interpersonal counterproductive work behaviors (passive CWBI) and passive organizational counterproductive work behaviors (passive CWBO). Furthermore , it was also found that power distance orientation moderated this indirect effect. Specifically , the positive relationship between illegitimate tasks and passive counterproductive work behaviors (interpersonal/organizational ) mediated by employees?? affective trust was attenuated among employees with higher power distance orientation.