第八章 组织中的恶行

第八章 组织中的恶性
反生产职场行为 counterproductive workplace behavior=CWB：有害于组织and/or社会中的人的行为。Counterproductive workplace behavior (CWB) is defined broadly as behavior that harms organizations and/or people in organizations (Sackett & DeVore, 2002; Martinko, Gundlach, & Douglas, 2002;Spector & Fox, 2005, 2010).
特点是不顾及组织和社会的规范、标准和价值观。有证据表明这些行为有损于组织盈利能力和员工生活质量。CWBs are characterized by the disregard for both organizational and societal norms, standards, and values (Griffin, O’Leary-Kelly, & Collins, 1998), and they have been shown to harm both the profitability of firms and the quality of life of employees (Camara & Schneider, 1994; Dunlop & Lee, 2004; Robinson, Wang, &Kiewitz, 2014).
研究进展：
CWB与组织层面的政策、实践和行为有关，但并不单纯由后者决定。e.g.同一个组织不同部分的CWB可以有显著的类型和层次差异，可能在组织的一些部分常见另一些部分罕见，可能是在回应局部条件（如一位特别恶劣的主管）而非组织层面的政策和实践。
CWB分类法，Robinson and Bennett (1995)：
2个维度：目标（组织/个人organizations vs. individuals），严重程度或危害性seriousness or harmfulness；
组织：生产越轨production deviance（e.g. leaving early, intentionally working slowly, taking excessive breaks）--财务越轨Property deviance（e.g.stealing from the company,accepting bribes or kickbacks, and sabotage）
个人：政治越轨political deviance（e.g., gossiping, showing favoritism）--人身攻击Personal Aggression（sexual harassment, bullying and verbal abuse, and stealing from or endangering coworkers）.
Mackey, McAllister, Ellen and Carson’s (in press)：人际越轨与组织越轨的相关性比较强(ρ =.67)。
Robinson and Bennett的CWB分类法未能涵盖的CWB分类：
Vardi and Wiener (1996)3 types of organizational misbehavior: (1) 为自己谋利的Type S（self） misbehavior that intends to benefit the self, (2) 为组织谋利的Type O （organization） misbehavior that intends to benefit the organization, and (3)为了造成破坏的 Type D（damage） misbehavior that intends to inflict damage.
why engage in CWB?
生产越轨production deviance和财务越轨Property deviance一直有一个主题：被理解为一种个人感觉遭到不正当对待于是报复组织的行为。e.g.员工对主管决策与行动公平性的感知与CWB高度相关。these acts can best be understood as a form of protest or as a way of getting back at the organization for perceived mistreatment (Altheide, Adler, Alder &Altheide, 1978; Henry & Mars, 1978; Hollinger & Clark, 1982).
社会交换理论social exchange theory(Blau, 1964 Colquitt et al., 2013; Greenberg &Scott, 1996)提供了理解框架：
Kish-Gephart and colleagues (Kish-Gephart, Harrison, & Treviño, 2010)：认为组织的政策与行为公平却符合伦理的员工不太可能做出CWB，反之则更可能。employees who perceive the policies and practices of their organization as fair and ethical are less likely to engage in CWB.Conversely, organizations that are seen as treating their employees badly or unfairly (e.g., low pay, poor working conditions, arbitrary rules,and unfair policies and procedures) are more likely to become targets for deviant behavior (Colquitt et al., 2013; Hollinger & Clark, 1982).
“心理契约”“psychological contract”在塑造员工对组织的态度和恶性中扮演的角色：心理契约是不成文的隐含的，因而对于七月施加于雇主和员工的义务，默认同意中的各方可能有不同看法。
组织中的侮辱行为Abusive Behaviors in Organization
Hackney and Perrewé (2018) ，abusive acts in organizations的categories：workplace aggression, workplace harassment, interpersonal deviance, workplace violence, bullying, and incivility. 2 categories of abusive behavior in organizations, 攻击性行为和骚扰aggression and harassment and 辱虐式管理abusive supervision,have been the focus of a substantial body of research in the last 25years.
攻击性行为和骚扰aggression and harassment：学界关注比较多的是3种：
(1) incivility不文明行为Andersson and Pearson (1999) ：incivility in organizations = acting rudely or discourteously without regard for others and in violation of organizational norms for respect in interactions.
低强度+常有伤害他人的模糊意图 They classify incivility as low-intensity behaviors with frequently ambiguous intent to cause harm to others.
长期或反复不文明行为是重要的压力源，能对身心健康造成相当大的负面影响。chronic or repeated incivility is a significant stressor that can have substantial negative effects on physical and mental health (Lim, Cortina, & Magley, 2008;Lim & Lee, 2011).
目睹不文明行为而不亲身经历也可以是重要压力源。Even witnessing incivility, as opposed to directly experiencing it, can be a significant stressor (Schilpzand, De Pater, &Erez, 2016).
不文明行为并不总是意在伤害。
(2) bullying霸凌：通常被认为是蓄意伤害intentionally harmful.；定义有多个，但通常有以下共同特征：
敌意hostility—bullying is usually a conscious behavioral choice that involves some level of hostility to the victim, either individually or as an exemplar of a group;
重复发生repeated acts—acts of bullying are rarely isolated, and they are often repeated;
攻击性aggression—bullying might represent different combinations of verbal and physical aggression;
软弱可欺victimization—the persons and groups who are targets of bullying are often unable to defend themselves effectively from bullying
可以是个体行为or集体行为。
霸凌可以对受害者+目睹者的身心健康造成严重影响。
组织中的霸凌&操场上的霸凌有很多相似点：青春期霸凌有多种动机，但最好理解为一种追求社会支配的策略。霸凌者很少收到挑战且常常会得到同侪群体的支持；霸凌者往往很清楚自身行为对被霸凌者的影响。Bullying in organizations has many parallels with bullying in the schoolyard. Adolescent bullying has many motives, but it is probably best understood in terms of a strategy for achieving social dominance (Juvonen & Graham, 2014). Bullies are rarely challenged, and they often receive support from their peer groups (Salmivalli, 2010).Furthermore, bullies often have a good understanding of how their behavior affects the targets of bullying (Sutton, Smith, & Swettenham,1999).
(3) harassment骚扰：基于性别、种族、性少数、肥胖等因素的骚扰在组织中非常普遍。
性骚扰sexual harrassment：普遍，对亲历者和目睹者的身心健康都有显著影响，孤立or普遍、有时得到组织容忍乃至鼓励；与权力和支配关系更大而非性；
种类多样：unwarranted sexualization of the work environment, unwelcome sexual advances, requests for sexual favors,and sexual assault.
辱虐式管理abusive supervision
跟攻击性行为和骚扰aggression and harassment相比增加了一个关键要素：权力和权威power and authority；
定义：持续的行为模式，涉及言语和非言语的无端敌意行为。sustained pattern of behavior that involves unduly hostile verbal and nonverbal behavior；
对遭受者+目睹者targets and witnesses of that abuse都有严重负面影响；
遭受者+目睹者targets and witnesses of that abuse的常见反应是职场越轨workplace deviance增多；