组织(不)公正对组织报复行为的影响及其机制

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刘德鹏¹, 高翔宇²(

)

¹山东大学管理学院, 济南 250100
²南京大学商学院, 南京 210093

收稿日期:2020-08-24发布日期:2021-10-26
通讯作者:高翔宇E-mail:gaoxy6495@163.com

基金资助:国家自然科学基金青年项目(71902100);国家自然科学基金重点项目(71632005);教育部创新团队发展计划(IRT-17R67)

The effect of organizational (in)justice on organizational retaliation behavior and the underlying mechanisms

LIU Depeng¹, GAO Xiangyu²(

)

¹School of Management, Shandong University, Jinan 250100, China
²Business School, Nanjing University, Nanjing 210093, China

Received:2020-08-24Published:2021-10-26
Contact:GAO Xiangyu E-mail:gaoxy6495@163.com

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。

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****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

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