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Breach and willingness to support the organization: An attribution and social exchange perspective

机译：违反和愿意支持组织：归因和社会交流的观点

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摘要

Purpose - This study aims to integrate the attribution theory into the traditional social exchange viewrnof the breach-outcome relationship. Perceived disinterested support (PDS), perceived organizationalrnsupport (POS) and job satisfaction are included as serial mediators of the relationship between breachrnand willingness to support the organization.rnDesign/methodology/approach - Data were collected through a field study in which 579 employeesrntook part.rnFindings - The results indicated partial mediation of the examined relationship. More specifically,rnPOS and PDS (through POS) were found to mediate the breach-willingness to support the organizationrnrelationship. Job satisfaction contributed weakly to the explanation of the examined relationship.rnResearch limitations/implications - The cross-sectional nature of the study limits the ability tornclaim causality.rnPractical implications - Managers should be aware of how employees interpret breach in terms ofrnorganizational motives. Interpreting breach as a lack of disinterest on the part of the organization canrnspark social exchange processes leading to lower willingness to support the organization.rnOriginality/value - The study makes a unique contribution to the literature by being the first tornexamine PDS as a mediator of the breach-outcome relationship.
机译：目的-这项研究旨在将归因理论整合到传统的社会交换观点中，即突破与成果的关系。感知的无私支持（PDS），感知的组织支持（POS）和工作满意度是违规和支持组织意愿之间关系的系列中介。设计/方法/方法-数据是通过579名员工参与的实地研究收集的。发现-结果表明所检查的关系有部分中介作用。更具体地说，发现POS和PDS（通过POS）可以协调违规意愿以支持组织关系。工作满意度不足以解释所检查的关系。研究的局限性/含意-研究的横断面性质限制了因果关系的宣告能力。实践意义-管理者应意识到员工如何根据组织动机来解释违规行为。将违规解释为组织缺乏无私的利益，会扰乱社会交往过程，从而降低了支持组织的意愿。原始性/价值-该研究作为第一个作为托勒密胺PDS的调解人而对文献做出了独特的贡献。违约结果关系。

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