工作场所偏差行为：概念、测量、前因与后效

摘要/Abstract

摘要： 工作场所偏差行为在组织中广泛存在,对个人、组织、企业和公共部门都会造成恶劣的影响和损失。国内外学者结合本国实际对工作场所偏差行为的结构维度进行了不同的划分,并编制了测量工作场所偏差行为的量表。个体的人格和情绪,组织的公平和绩效考核,以及情境内的人际关系、工作压力、工作满意度等因素都会对工作场所偏差行为产生影响。工作场所偏差行为一方面会带来威胁个体利益、损害组织绩效、恶化伦理氛围等消极影响,另一方面在长远上也对组织的健康发展有一定的积极影响,一些违背组织的利益但却符合社会利益的工作场所偏差行为有利于组织的长远健康发展。目前对工作场所偏差行为的研究在研究视角、研究对象、本土化测量、影响因素、研究方法等方面仍存在较大的探讨空间。

关键词: 工作场所偏差行为, 反生产行为, 维度测量, 前因后效

Abstract: Workplace deviant behavior widely exists in organizations, which will cause a bad influence on and a loss to individuals, organizations, enterprises and public departments. Domestic and foreign scholars have divided the structural dimensions of workplace deviant behavior according to their own reality, and compiled a scale to measure workplace deviant behavior. Individual personality and emotion, organizational fairness and performance appraisal, as well as interpersonal relationship, work pressure, job satisfaction and other factors in scenarios will have an influence on workplace deviant behavior. On the one hand, workplace deviant behavior will bring negative effects such as threatening individual interests, damaging organizational performance and deteriorating ethical atmosphere. On the other hand, it also has a certain positive influence on the healthy development of organizations in a long run. Some workplace deviant behaviors that violate the interests of organizations but are in line with social interests are conducive to the long-term healthy development of organizations. At present, there is still much room for discussion in the research on workplace deviant behavior in terms of research perspective, research object, localization measurement, influencing factors and research methods.

Key words: Workplace deviant behavior, Anti-production behavior, Dimension measurement, Antecedents and aftereffects

中图分类号:

潘丽娟, 吴红梅. 工作场所偏差行为：概念、测量、前因与后效[J]. 中国人事科学, 2022, 49(2): 38-48.

Pan Lijuan, Wu Hongmei. Workplace Deviant Behavior: Concept, Measurement, Antecedents and Aftereffects[J]. Chinese Personnel Science, 2022, 49(2): 38-48.

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