Ali Shahab, Shahzad Farrukh, Hussain Iftikhar, Yongjian Pu, Khan Muhammad Mahroof, Iqbal Zafar
School of Economics and Business Administration, Chongqing University, Chongqing, China.
School of Economics and Management, Guangdong University of Petrochemical Technology, Maoming, China.
Front Psychol. 2022 May 5;13:805262. doi: 10.3389/fpsyg.2022.805262. eCollection 2022.
The current research examines the possible outcomes of cronyism like organizational deviance (OD), organizational cynicism (OCy), and counterproductive work behavior and also investigates the mediating variable violation of psychological contract (VPC) among cronyism and its possible outcomes. Many studies have investigated the presence of organizational cronyism (OC) at the workplace and its impacts on certain variables. However, the outcomes observed in this study, i.e., OD, OCy, and counter-productive work behavior were not empirically investigated previously as per researchers' knowledge. The second gap this study fills is the mediating effect of VPC between the studied variables. Thirdly, the study was conducted in Azad Jammu and Kashmir, Pakistan, which is almost the first attempt to investigate this phenomenon in Azad Jammu and Kashmir. Data were collected from the employees working under different ministries of Azad Jammu and Kashmir, Pakistan like education, forest, sports, information, local government, finance, and tourism. The data from 350 employees were collected through convenience sampling. The data collection process was conducted at two distinct time lags. Results show that OC significantly and positively relates with OD, OCy, and counter-productive work behavior, whereas VPC mediates the relationship among OC and OD, OC, and counter-productive work behavior. Employees enjoying special favors from the leadership seem to be more dedicated toward the organization than the employees who do not have this favor, and the ultimate result is negative for the organization.
当前的研究考察了任人唯亲可能产生的结果，如组织越轨行为（OD）、组织犬儒主义（OCy）和反生产工作行为，同时还研究了任人唯亲与其可能结果之间的中介变量——心理契约违背（VPC）。许多研究调查了职场中组织任人唯亲（OC）的存在及其对某些变量的影响。然而，据研究人员所知，本研究中观察到的结果，即OD、OCy和反生产工作行为，此前并未经过实证研究。本研究填补的第二个空白是VPC在所研究变量之间的中介作用。第三，该研究在巴基斯坦的阿扎德查谟和克什米尔地区进行，这几乎是在阿扎德查谟和克什米尔地区首次对这一现象进行调查。数据收集自巴基斯坦阿扎德查谟和克什米尔不同部委（如教育、森林、体育、信息、地方政府、财政和旅游部门）的员工。通过便利抽样收集了350名员工的数据。数据收集过程分两个不同的时间间隔进行。结果表明，OC与OD、OCy和反生产工作行为显著正相关，而VPC在OC与OD、OC与反生产工作行为之间起中介作用。与未享受领导特殊关照的员工相比，享受领导特殊关照的员工似乎对组织更忠诚，而最终结果对组织不利。
