The Role of Work Alienation in the Relationship Between Perceived Organizational Injustice and Counterproductive Work Behaviors
DOI:
https://doi.org/10.24837/pru.v19i1.487Keywords:
perceived organizational injustice, counterproductive behaviors, work alienationAbstract
Previous studies supported the relationship between perceived organizational injustice and counterproductive behaviors at work, and in the current research the emphasis is on the explanatory mechanism of alienation. This study aims to investigate whether work alienation could be a potential mediator in the relationship between the two constructs. In an attempt to research an explanatory mechanism that is less addressed in the literature, a non-experimental cross-sectional study was conducted, based on a sample of 145 participants from different industries. The statistical analysis’ results indicated that perceived organizational injustice is a significant predictor of counterproductive behavior. Furthermore, workplace alienation has completely mediated the relationship between perceived organizational injustice and employees’ counterproductive behaviors. These findings reiterate the role and importance of employees' perceptions of organizational justice in the emergence and possible reduction of counterproductive behaviors that are detrimental to both the organization and individuals. The data obtained also supported a possible explanatory mechanism of their relationship.
Downloads
References
Banai, M., & Reisel, W. D. (2007). The influence of supportive leadership and job characteristics on work alienation: A six-country investigation. Journal of World Business, 42(4), 463–476. https://doi.org/10.1016/j.jwb.2007.06.007
Baron, R. M., & Kenny, D. A. (1986). The Moderator-Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations. 10.
Bennett, R. J., & Robinson, S. L. (2000). Development of a measure of workplace deviance. Journal of Applied Psychology, 85(3), 349–360. https://doi.org/10.1037/0021-9010.85.3.349
Berry, C. M., Carpenter, N. C., & Barratt, C. L. (2012). Do other-reports of counterproductive work behavior provide an incremental contribution over self-reports? A meta-analytic comparison. Journal of Applied Psychology, 97(3), 613–636. https://doi.org/10.1037/a0026739
Bowling, N. A., & Gruys, M. L. (2010). Overlooked issues in the conceptualization and measurement of counterproductive work behavior. Human Resource Management Review, 20(1), 54–61. https://doi.org/10.1016/j.hrmr.2009.03.008
Ceylan, A., & Seyfettin, S. (2011). Organizational injustice and work alienation. Ekonomie a Management. 14. 65-78.
Chernyak-Hai, L., & Tziner, A. (2014). Relationships between counterproductive work behavior, perceived justice and climate, occupational status, and leader-member exchange. Revista de Psicología Del Trabajo y de Las Organizaciones, 30(1), 1–12. https://doi.org/10.5093/tr2014a1
Chiaburu, D. S., Thundiyil, T., & Wang, J. (2014). Alienation and its correlates: A meta-analysis. European Management Journal, 32(1), 24–36. https://doi.org/10.1016/j.emj.2013.06.003
Cohen-Charash, Y., & Spector, P. E. (2001). The Role of Justice in Organizations: A Meta-Analysis. Organizational Behavior and Human Decision Processes, 86(2), 278–321. https://doi.org/10.1006/obhd.2001.2958
Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86(3), 386–400. https://doi.org/10.1037/0021-9010.86.3.386
Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., & Ng, K. Y. (2001). Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86(3), 425–445. https://doi.org/10.1037/0021-9010.86.3.425
Colquitt, J. A., & Rodell, J. B. (2011). Justice, Trust, and Trustworthiness: A Longitudinal Analysis Integrating Three Theoretical Perspectives. Academy of Management Journal, 54(6), 1183–1206. https://doi.org/10.5465/amj.2007.0572
Colquitt, J. A., Scott, B. A., Rodell, J. B., Long, D. M., Zapata, C. P., Conlon, D. E., & Wesson, M. J. (2013). Justice at the millennium, a decade later: A meta-analytic test of social exchange and affect-based perspectives. Journal of Applied Psychology, 98(2), 199–236. https://doi.org/10.1037/a0031757
Cropanzano, R., Anthony, E. L., Daniels, S. R., & Hall, A. V. (2017). Social Exchange Theory: A Critical Review with Theoretical Remedies. Academy of Management Annals, 11(1), 479–516. https://doi.org/10.5465/annals.2015.0099
Cropanzano, R., & Mitchell, M. S. (2005). Social Exchange Theory: An Interdisciplinary Review. Journal of Management, 31(6), 874–900. https://doi.org/10.1177/0149206305279602
Dalal, R. S. (2005). A Meta-Analysis of the Relationship Between Organizational Citizenship Behavior and Counterproductive Work Behavior. Journal of Applied Psychology, 90(6), 1241–1255. https://doi.org/10.1037/0021-9010.90.6.1241
Faul, F., Erdfelder, E., Buchner, A., & Lang, A.-G. (2009). Statistical power analyses using G*Power 3.1: Tests for correlation and regression analyses. Behavior Research Methods, 41(4), 1149–1160. https://doi.org/10.3758/BRM.41.4.1149
Fox, S., Spector, P. E., & Miles, D. (2001). Counterproductive Work Behavior (CWB) in Response to Job Stressors and Organizational Justice: Some Mediator and Moderator Tests for Autonomy and Emotions. Journal of Vocational Behavior, 59(3), 291–309. https://doi.org/10.1006/jvbe.2001.1803
G., M., Okoli, I., & Gozie, A. (2015). Examining the link between organizational justice and counterproductive work behavior. Journal of Business & Management Studies,1, 1-10.
Hershcovis, M. S., Turner, N., Barling, J., Arnold, K. A., Dupré, K. E., Inness, M., LeBlanc, M. M., & Sivanathan, N. (2007). Predicting workplace aggression: A meta-analysis. Journal of Applied Psychology, 92(1), 228–238. https://doi.org/10.1037/0021-9010.92.1.228
Jesús Suárez‐Mendoza, M., & Zoghbi‐Manrique‐de‐Lara, P. (2008). The impact of work alienation on organizational citizenship behavior in the Canary Islands. International Journal of Organizational Analysis, 15(1), 56–76. https://doi.org/10.1108/19348830710860156
Kanungo, R. N. (1979). The concepts of alienation and involvement revisited. Psychological Bulletin, 86(1), 119–138. https://doi.org/10.1037/0033-2909.86.1.119
Khan, A. K., Quratulain, S., & Crawshaw, J. R. (2013). The Mediating Role of Discrete Emotions in the Relationship Between Injustice and Counterproductive Work Behaviors: A Study in Pakistan. Journal of Business and Psychology, 28(1), 49–61. https://doi.org/10.1007/s10869-012-9269-2
Lance, C. E., & Vandenberg, R. J. (2009). Statistical and Methodological Myths and Urban Legends: Doctrine, Verity and Fable in the Organizational and Social Sciences. Taylor & Francis.
Le Roy, J., Bastounis, M., & -Poussard, J. M. (2012). Interactional Justice and Counterproductive Work Behaviors: The Mediating Role of Negative Emotions. Social Behavior and Personality: An International Journal, 40(8), 1341–1355. https://doi.org/10.2224/sbp.2012.40.8.1341
Mottaz, C. J. (1981). Some Determinants of Work Alienation. The Sociological Quarterly, 22(4), 515–529. https://doi.org/10.1111/j.1533-8525.1981.tb00678.x
Nair, N., & Vohra, N. (2009). Developing a New Measure of Work Alienation. Journal of Workplace Rights, 14(3), 293–309. https://doi.org/10.2190/WR.14.3.c
Nair, N., & Vohra, N. (2010). An exploration of factors predicting work alienation of knowledge workers. Management Decision, 48(4), 600–615. https://doi.org/10.1108/00251741011041373
Penney, L. M., & Spector, P. E. (2005). Job stress, incivility, and counterproductive work behavior (CWB): The moderating role of negative affectivity. Journal of Organizational Behavior, 26(7), 777–796. https://doi.org/10.1002/job.336
Podsakoff, P. M., & Organ, D. W. (1986). Self-Reports in Organizational Research: Problems and Prospects. Journal of Management, 12(4), 531–544. https://doi.org/10.1177/014920638601200408
Robbins, S. P., & Judge, T. A. (2003). Essentials of organizational behavior (Vol. 7).
Seeman, M. (1983). Alienation Motifs in Contemporary Theorizing: The Hidden Continuity of the Classic Themes. Social Psychology Quarterly, 46(3), 171. https://doi.org/10.2307/3033789
Seeman, M. (1991). Alienation and Anomie. În Measures of Personality and Social Psychological Attitudes (pp. 291–371). Elsevier. https://doi.org/10.1016/B978-0-12-590241-0.50011-3
Spector, P. E., Fox, S., Penney, L. M., Bruursema, K., Goh, A., & Kessler, S. (2006). The dimensionality of counterproductivity: Are all counterproductive behaviors created equal? Journal of Vocational Behavior, 68(3), 446–460. https://doi.org/10.1016/j.jvb.2005.10.005
Stewart, S. M., Bing, M. N., Davison, H. K., Woehr, D. J., & McIntyre, M. D. (2009). In the eyes of the beholder: A non-self-report measure of workplace deviance. Journal of Applied Psychology, 94(1), 207–215. https://doi.org/10.1037/a0012605
Teti, D. M. (Ed.). (2006). Handbook of research methods in developmental science (1. publ. in paperback). Blackwell Publ.
Wu, M., Sun, X., Zhang, D., & Wang, C. (2016). Moderated mediation model of relationship between perceived organizational justice and counterproductive work behavior. Journal of Chinese Human Resources Management, 7(2), 64–81. https://doi.org/10.1108/JCHRM-07-2016-0016
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2021 Psihologia Resurselor Umane
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.
Authors who publish with this journal agree to the following terms:
- Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgement of the work's authorship and initial publication in this journal,it also allows for use of the work for non-commercial purposes and if others remix, transform or build upon the works found in this journal they must distribute the contributions under the same licence as the original.
- Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in this journal.
- Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See: The Effect of Open Access).
