公务员薪酬公平感对职场偏差行为的影响机制——基于个体-情境交互视角被引量：10

导出

摘要本文以751名公务员为研究对象,从个体-情境交互的视角,考察了薪酬公平感对职场偏差行为的影响及其作用机制。结果表明,薪酬公平感对惰怠、渎职、贪墨、自利、不合作等偏差行为具有显著负向影响。薪酬公平感可通过直接路径和"薪酬满意度"的中介路径,共同作用于各类偏差行为。人格特质在薪酬公平感对公务员偏差行为影响的过程中存在调节作用。

作者韩锐李景平张记国

机构地区西安交通大学人文学院

出处《经济体制改革》 CSSCI 北大核心 2014年第2期20-24,共5页 Reform of Economic System

基金国家社会科学基金项目"公务员薪酬对其廉洁行为影响机制研究"(11BZZ055) 中国纪检监察学院科研基金项目"把权力关进制度的笼子里的惩戒机制防范机制和保障机制研究"(2013B-05)

关键词薪酬公平感职场偏差行为薪酬满意度人格特质

分类号 F244 [经济管理—劳动经济]

引文网络
相关文献

参考文献22

1Lawler, E. E. Pay and Organizational Effectiveness: A Psychological View [ M ]. New York: McGraw - Hill, 1971. 被引量：1
2Kulik, Brian W. Michael J. O. Fallon, and Manjula S. Salimath. Do Competitive Environments Lead to the Rise and Spread of Unethical Behavior Parallels from Enron [ J ]. Journal of Business Ethics, 2008, 83: 713. 被引量：1
3Colbert, A. E., Mount, M. K., Harter, J. K., etal. Interactive Effects of Personality and Perceptions of the Work Situa- tion on Workplace Deviance [ J ]. Journal of Applied Psychology, 2004, 89:599 - 609. 被引量：1
4Cropanzano R. , and Ambrose, M. L. Procedural and Distributive Justice Are More Similar than You Think: A Monistic Perspective and a Research Agenda [ R ]. In: Greenberg J. , Cro- panzano R (Eds.) , Advances in Organizational Justice. Lexing- ton, M A: New Lexington Press, 2001. 119- 151. 被引量：1
5Bies, R. J., Moag, J. F. Interactional Justice: Com- munication Criteria of Fairness [ J. ]. Research on Negotiations in Organizations, 1986, (01) : 43 - 55. 被引量：1
6Colquitt, J. A. On the Dimensionality of Organizational Justice: A Construct Validation of a Measure [ J ]. Journal of Applied Psychology, 2001, 86:386-400. 被引量：1
7Robinson, S. L. , Bennett, R. J. Development of a Measure of Workplace Deviance [ J ]. Journal of Applied Psy- chology, 2000, 85 (02) : 349 -360. 被引量：1
8Spector, P. E., Fox, S., Penney, L. M., et al. The Dimensionality of Counter productivity: Are All Counter Productive Behaviors Created Equal? [ J ]. Journal of Vocational Behavior, 2006, 68 (03) : 446 -458. 被引量：1
9Kidwell, Roland E. Jr. , and Nathan Bennett. Employee Propensity to Withhold Effort: A Conceptual Model to Intersect three Avenues of Research [ J ]. Academy of Management Review, 1993, 18 (03) : 429 -456. 被引量：1
10Murphy, Susan M. , Sandy J. Wayne, Robert C. Li- den, and Berrin Erdogan. Understanding Social Loafing: The Role of Justice Perceptions and Exchange Relationships [ J ]. Human Relations, 2003, 56 (01): 61-84. 被引量：1

二级参考文献53

1温忠麟,张雷,侯杰泰,刘红云.中介效应检验程序及其应用[J].心理学报,2004,36(5):614-620. 被引量：7788
2[3]MacKinnon D P, Lockwood C M, Hoffman J M, West S G, Sheets V. A Comparison of methods to test mediation and other intervening variable effects. Psychological Methods, 2002, 7(1): 83～104 被引量：1
3[4]MacKinnon D P, Lockwood C M, Hoffman J M. A new method to test for mediation. Paper presented at the annual meeting of the Society for Prevention Research, Park City, UT. 1998, June 被引量：1
4[5]Duncan O D, Featherman D L, Duncan B. Socioeconomic background and achievement. New York: Seminar Press, 1972 被引量：1
5[6]James L R, Brett J M. Mediators, moderators and tests for mediation. Journal of Applied Psychology, 1984,69(2): 307～321 被引量：1
6[7]Judd C M, Kenny D A. Process analysis: Estimating mediation in treatment evaluations. Evaluation Review, 1981, 5(5): 602～619 被引量：1
7[8]Baron R M, Kenny D A. The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 1986, 51(6): 1173～1182 被引量：1
8[9]Sobel M E. Asymptotic confidence intervals for indirect effects in structural equation models. In: S Leinhardt (Ed.). Sociological methodology 1982. Washington, DC: American Sociological Association, 1982. 290～312 被引量：1
9[10]Sobel M E. Direct and indirect effects in linear structural equation models. In: J S Long (Ed.) Common problems/proper solutions. Beverly Hills, CA: Sage, 1988. 46～64 被引量：1
10[11]Clogg C C, Petkova E, Shihadeh E S. Statistical methods for analyzing collapsibility in regression models. Journal of Educational Statistics, 1992, 17(1): 51～74 被引量：1