Qin Ge, Zhang Lihua
School of Labor and Human Resources, Renmin University of China, Beijing, China.
Front Psychol. 2022 Dec 5;13:1023724. doi: 10.3389/fpsyg.2022.1023724. eCollection 2022.
This study is dedicated to exploring the influence of perceived overall injustice on employee anger and deviant behavior. Based on fairness heuristic theory and cognitive appraisal theory of emotion, a model was developed to investigate the relationship between perceived overall injustice, anger and organizational deviance. Based on social cognitive theory, the moderating role of moral disengagement was proposed.
The data were collected from three Chinese manufacturing corporations with a total effective sample size of 264. SPSS 26 and Mplus 8.3 were adopted to analyze data. Confirmatory factor analysis, descriptive statistics analysis and correlation results were illustrated. Hierarchical regression was used to test the model.
Statistical results showed that there is a significant positive relationship among perceived overall injustice, anger and organizational deviance. The moderating effect of moral disengagement on the relationship between perceived overall injustice and organizational deviance is significant, while that on the relationship between anger and organizational deviance is insignificant.
This study built a model to discuss the emotional and behavioral influences of perceived overall injustice. The findings suggest that individuals feel more anger as the level of perceived overall injustice increases, which thus lead to higher level of organizational deviance. Morally disengaged employees are more likely to engage in organizational deviance after being treated unfairly. However, the moderating effect of moral disengagement on the relationship of anger and organizational deviance was insignificant. The reason might be because anger is an aggressive emotion and individual experiencing anger may lead to impulsive behavior regardless of moral rules. Implications and limitations have been discussed.
本研究致力于探讨感知到的总体不公正对员工愤怒和越轨行为的影响。基于公平启发式理论和情绪的认知评价理论，构建了一个模型来研究感知到的总体不公正、愤怒与组织越轨之间的关系。基于社会认知理论，提出了道德推脱的调节作用。
数据收集自三家中国制造业企业，有效样本总量为264。采用SPSS 26和Mplus 8.3进行数据分析。展示了验证性因素分析、描述性统计分析和相关性结果。采用层次回归对模型进行检验。
统计结果表明，感知到的总体不公正、愤怒与组织越轨之间存在显著的正相关关系。道德推脱对感知到的总体不公正与组织越轨之间关系的调节作用显著，而对愤怒与组织越轨之间关系的调节作用不显著。
本研究构建了一个模型来探讨感知到的总体不公正的情感和行为影响。研究结果表明，随着感知到的总体不公正程度的增加，个体感到更多的愤怒，进而导致更高水平的组织越轨。道德推脱的员工在受到不公平对待后更有可能从事组织越轨行为。然而，道德推脱对愤怒与组织越轨关系的调节作用不显著。原因可能是愤怒是一种攻击性情绪，经历愤怒的个体可能会不顾道德规则而导致冲动行为。已讨论了研究的意义和局限性。
