组织内亲社会性违规行为研究现状与展望
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外国经济与管理 2013 年 第 35 卷第 06 期, 页码：43 - 51
摘要
参考文献
摘要
长期以来,有关员工偏差行为的研究一般都认为此种行为源于消极意图,并且对组织有害。实际上,员工的偏差行为也有可能是受积极意图驱动并且对组织有益的,亲社会性违规行为即是此类行为的典型代表。本文通过系统梳理亲社会性违规行为最新研究成果,介绍了亲社会性违规的概念界定和结构测量,总结了亲社会性违规的影响因素与作用结果,并对现有研究的不足和未来研究方向进行了分析。
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[13]Peterson D K.Deviant workplace behavior and the organiza-tion’s ethical climate[J].Journal of Business and Psychology,2002,17(1):47-61.
[14]Robinson S L and Bennett R J.A typology of deviant work-place behaviors:A multi-dimensional scaling study[J].Acade-my of Management Journal,1995,38(2):555-572.
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[16]Spector P E,et al.Measurement artifacts in the assessment of counterproductive work behavior and organizational citizen-ship behavior:Do we know what we think we know?[J].Journal of Applied Psychology,2010,95(4):781-790.
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[19]Suazo M M,et al.Characteristics of the supervisor-subordi-nate relationship as predictors of psychological contract breach[J].Journal of Managerial Issues,2008,20(3):295-312.
[20]Vardaman J M,et al.Ethical climate and pro-social rule breaking in the workplace[J].Human Resource Management Review,DOI:10.1016/j.hrmr.2012.05.001,2012.
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[22]Warren D E.Constructive and destructive deviance in organi-zations[J].Academy of Management Review,2003,28(4):622-632.
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引用本文
何立, 李锐, 凌文辁. 组织内亲社会性违规行为研究现状与展望[J]. 外国经济与管理, 2013, 35(6): 43–51.
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