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首页> 外文期刊>Employee Responsibilities and Rights Journal >When Employees Engage in Workplace Incivility: The Interactive Effect of Psychological Contract Violation and Organizational Justice
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When Employees Engage in Workplace Incivility: The Interactive Effect of Psychological Contract Violation and Organizational Justice

机译：当员工参与工作场所的不活跃性时：违反心理契约与组织公正的互动效应

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摘要

The primary objective of this research was to examine both procedural and interactional justice perceptions as moderators of the relationship between psychological contract violation and workplace incivility. Affect Infusion Model (AIM) was used as a theoretical basis for predicting an interaction in which there was, in general, a positive relationship between violation and incivility. However, a stronger relationship between contract violation and incivility was predicted under high-justice conditions, compared to low-justice conditions, due to the deeper, more elaborate information processing needed to reconcile a psychological contract violation occurring in an otherwise just organization. An online survey was administered to 975 U.S. respondents. The hypotheses were confirmed. Results indicated that the positive relationship between violation and instigated incivility was stronger among employees reporting a just work environment. Implications for applying AIM to organizational settings are discussed.
机译：这项研究的主要目的是研究程序正义和互动正义感，它们是心理契约违背与工作场所不活跃之间关系的调节者。情感输注模型（AIM）被用作预测互动的理论基础，该互动通常在违规和不活跃之间存在正相关关系。但是，与低司法率条件相比，在高司法率条件下，合同违约与不活跃之间的关系预计会更强，这是由于调和在其他情况下公正的组织中发生的心理合同违约需要更深入，更精细的信息处理。对975位美国受访者进行了在线调查。假设得到证实。结果表明，在举报公正工作环境的员工中，违规行为与煽动不文明行为之间的正向关系更强。讨论了将AIM应用于组织设置的含义。

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