Osborne Danny, Huo Yuen J, Smith Heather J
School of Psychology, University of Auckland, New Zealand.
Br J Soc Psychol. 2015 Mar;54(1):159-75. doi: 10.1111/bjso.12069. Epub 2014 Apr 1.
Although group-based relative deprivation predicts people's willingness to protest unfair outcomes, perceiving that one's subgroup is respected increases employees' support for organizations. An integration of these perspectives suggests that subgroup respect will dampen the impact of group-based relative deprivation on workers' responses to unfair organizational outcomes. We examined this hypothesis among university faculty (N = 804) who underwent a system-wide pay cut. As expected, group-based relative deprivation predicted protest intentions. This relationship was, however, muted among those who believed university administrators treated their area of expertise (i.e., their subgroup) with a high (vs. low) level of respect. Moderated mediation analyses confirmed that group-based relative deprivation had a conditional indirect effect on protest intentions via participants' (dis)identification with their university at low to moderate, but not high, levels of subgroup respect. Our finding that satisfying relational needs can attenuate responses to group-based relative deprivation demonstrates the benefits of integrating insights from distinct research traditions.
尽管基于群体的相对剥夺感能够预测人们抗议不公平结果的意愿，但感觉到自己所在的子群体受到尊重会增强员工对组织的支持。将这些观点整合起来表明，子群体尊重会减弱基于群体的相对剥夺感对员工对不公平组织结果反应的影响。我们在经历全系统减薪的大学教师（N = 804）中检验了这一假设。正如预期的那样，基于群体的相对剥夺感预测了抗议意图。然而，在那些认为大学管理人员对其专业领域（即他们的子群体）给予高度（而非低度）尊重的人中，这种关系并不明显。调节中介分析证实，在子群体尊重程度低到中等而非高的情况下，基于群体的相对剥夺感通过参与者对大学的（不）认同对抗议意图产生有条件的间接影响。我们的研究结果表明，满足关系需求可以减弱对基于群体的相对剥夺感的反应，这证明了整合不同研究传统见解的益处。
