Perceived organizational injustice and counterproductive work behaviours: mediated by organizational identification, moderated by discretionary human resource practices

组织公正 组织承诺 适得其反的工作行为 工作满意度 组织行为学 组织公民行为 人力资源管理 公共关系 程序正义 应用心理学 工作表现
作者
Dirk De Clercq,Yasir Mansoor Kundi,Shakir Sardar,Subhan Shahid
出处
期刊:Personnel Review [Emerald (MCB UP)]
卷期号:50 (7): 1545-1565 被引量:5
标识
DOI:10.1108/pr-06-2020-0469
摘要

This research unpacks the relationship between employees' perceptions of organizational injustice and their counterproductive work behaviour, by detailing a mediating role of organizational identification and a moderating role of discretionary human resource (HR) practices.,The hypotheses were tested with a sample of employees in Pakistan, collected over three, time-lagged waves.,An important reason that beliefs about unfair organizational treatment lead to enhanced counterproductive work behaviour is that employees identify less strongly with their employing organization. This mediating role of organizational identification is less salient, however, to the extent that employees can draw from high-quality, discretionary HR practices that promote their professional development and growth.,For management practitioners, this study pinpoints a key mechanism – the extent to which employees personally identify with their employer – by which beliefs about organizational favouritism can escalate into purposeful efforts to inflict harm on the organization and its members. It also reveals how this risk can be subdued by discretionary practices that actively support employees' careers.,This study adds to previous research by detailing why and when employees' frustrations about favouritism-based organizational decision making may backfire and elicit deviant responses that likely compromise their own organizational standing.
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