Departamento de Psicología Social y de las Organizaciones, Universidad Nacional de Educación a Distancia, 28040 Madrid, Spain.
Psicothema. 2013;25(2):214-21. doi: 10.7334/psicothema2012.237.
Research on organizational injustice has mainly focused on the victim's perspective. This study attempts to contribute to our understanding of third parties' perspective by empirically testing a model that describes third party reactions to mistreatment of employees.
Data were obtained from a sample (N = 334) of Spanish employees from various organizations, nested into 66 work-groups, via a survey regarding their perceptions of organizational mistreatment. Structural equation modeling was used to analyze the data.
The proposed model had a limited fit to the data and it was re-specified. Organizational mistreatment, employee performance, and employee organizational commitment explained internal attributions blaming the organization. Moreover, coworkers' organizational identification showed a positive impact on external attributions of responsibility. Lastly, supportive organizational climate and internal attributions accounted for a large percentage of variance in coworkers' perceptions of organizational unfairness.
The final model explains the perceptions of injustice on the basis of internal attributions of responsibility in the face of organizational mistreatment of employees.
组织不公正的研究主要集中在受害者的角度。本研究试图通过实证检验一个描述第三方对员工虐待反应的模型，为我们理解第三方的观点做出贡献。
通过一项关于员工感知组织虐待的调查，从来自不同组织的 334 名西班牙员工样本（嵌套在 66 个工作群体中）中获取数据。使用结构方程模型对数据进行分析。
所提出的模型对数据的拟合程度有限，因此对其进行了重新指定。组织虐待、员工绩效和员工组织承诺解释了将责任归咎于组织的内部归因。此外，同事的组织认同对责任的外部归因有积极影响。最后，支持性的组织氛围和内部归因解释了同事对组织不公平的感知的大部分差异。
在面对员工遭受组织虐待时，最终模型基于内部责任归因来解释不公正的感知。
