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首页> 外文期刊>Journal of managerial psychology >Relationships between status judgments, identification, and counterproductive behavior
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Relationships between status judgments, identification, and counterproductive behavior

机译：状态判断，识别和适得其反行为之间的关系

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Purpose - The purpose of this paper is to investigate the relationships among perceived external prestige (PEP), perceived internal respect (PIR), organizational and work-group identification (OID and WID), and counterproductive work behavior (CWB). Design/methodology/approach - Data were gathered from a cement firm's employees, using longitudinal research. Descriptive statistics, confirmatory factor analysis and structural equation modeling were employed. Findings - PEP and top management respect were positively related to organizational identification (OID), and the latter negatively related to organizational deviance; perceived co-workers and supervisor respect was positively related to WID, and the latter negatively related to interpersonal deviance; and identification foci mediated the relationship between status judgments and CWB. Research limitations/implications - The sample was based on one organization, limiting the results' generalizability, and interactive relationships between WID and OID were not considered. The findings' implications suggest that organizations need specific strategies for reducing deviant organizational behavior and deviant interpersonal behavior, and for fostering identification of their members. Originality/value - The study shows that employees' evaluations of prestige and respect are important predictors of their identification with their organization and work group. It is the first study to investigate the relationship between social identification foci and deviant work behaviors as a negative outcome of identification. It developed a new scale to assess employees' perception of internal respect; it supports operationalizing PIR as a multifoci construct. It has also answered the call for longitudinal research as opposed to cross-sectional research.
机译：目的-本文的目的是调查感知到的外部信誉（PEP），感知到的内部尊重（PIR），组织和工作组标识（OID和WID）以及适得其反的工作行为（CWB）之间的关系。设计/方法/方法-使用纵向研究从水泥公司的员工那里收集数据。采用描述性统计，验证性因子分析和结构方程模型。调查结果-PEP和最高管理层的尊重与组织认同（OID）正相关，而后者与组织偏差负相关；同事和上司的尊重与WID正相关，而WID与人际偏差则负相关；识别焦点介导了状态判断与CWB之间的关系。研究的局限性/意义-该样本基于一个组织，因此限制了结果的概括性，并且未考虑WID和OID之间的交互关系。研究结果的含义表明，组织需要特定的策略来减少偏差的组织行为和偏差的人际交往行为，并促进对其成员的认同。原创性/价值-研究表明，员工对信誉和尊重的评估是对其与组织和工作组认同的重要预测指标。这是第一个研究社会认同焦点与越轨工作行为之间关系作为认同的负面结果的研究。它开发了一种新的量表来评估员工对内部尊重的看法；它支持将PIR作为多焦点构造进行操作。它也满足了对纵向研究而不是横断面研究的呼吁。

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