工作场所偏离行为研究中自我报告法应用探讨

科研管理 ›› 2012, Vol. 33 ›› Issue (11): 76-83.

工作场所偏离行为研究中自我报告法应用探讨

张燕, 陈维政

四川师范大学旅游学院,四川成都 610068;四川大学工商管理学院,四川成都 610064

收稿日期:2011-04-22 修回日期:2011-10-25 出版日期:2012-11-27 发布日期:2012-11-21
基金资助:
国家自然科学基金项目:基于员工对人力资源管理感知的工作场所偏离行为研究(70972107);四川省科技厅"软科学"项目:知识型员工工作场所偏离行为的成因和控制。

The exploration of the self-reports on workplace deviant behavior

Zhang Yan, Chen Weizheng

School of Tourism, Sichuan Normal University, Chengdu 610068, China; School of Business, Sichuan University, Chengdu 610064, China

Received:2011-04-22 Revised:2011-10-25 Online:2012-11-27 Published:2012-11-21

摘要/Abstract

摘要： 许多学者对自我报告法在工作场所偏离行为研究中的使用提出了质疑。本研究从研究方法角度,对工作场所偏离行为的调查方法进行了比较,并通过SEM多组分析法对传统自我报告法和"投射式"自我报告法进行了对比。研究发现"投射式"自我报告法可以改善自我报告法低报告问题,但两种方法在模型验证时所得到的研究结论不具有显著差异。这表明无论是传统自我报告法和"投射式"自我报告法都是工作场所偏离行为研究的有效方法。同时,本研究也验证了招聘和甑选、薪酬策略对工作场所偏离行为有显著影响。

关键词: 工作场所偏离行为, 自我报告法, SEM多组分析

Abstract: The studies on workplace deviance behavior are criticized for over-reliance on self-report methodology. Two samples of self-reports and projective self-reports of workplace deviant behavior are tested using SEM multiple-group analysis. The result demonstrates that projective self-reports is able to deal with the under-reporting of self-repots to a great extent, and self-reports and projective self-reports are both useful for assessing deviant behavior in organizations. Moreover, it is proved that the selection and recruitment with reward strategy are able to directly affect workplace deviant behavior.

Key words: workplace deviant behavior, self-report, SEM multiple-group analysis

中图分类号:

F272.92

张燕, 陈维政. 工作场所偏离行为研究中自我报告法应用探讨[J]. 科研管理, 2012, 33(11): 76-83.

Zhang Yan, Chen Weizheng. The exploration of the self-reports on workplace deviant behavior[J]. Science Research Management, 2012, 33(11): 76-83.

参考文献

[1] Robinson, S.L. & Bennett, R.J. Development of a measure of workplace deviance[J]. Journal of Applied Psychology, 2000,85(2): 349-360.
[2] Dalal, R.S. A Meta-Analysis of the Relationship Between Organizational Citizenship Behavior and Counterproductive Work Behavior[J]. Journal of Applied Psychology, 2005,90(6): 1241-1255.
[3] Dilchert, S., Ones, D.S., Davis, R.D. & Rostow, C.D. Cognitive ability predicts objectively measured counterproductive work behaviors[J]. Journal of Applied Psychology, 2007,92(3): 616-633.
[4] Mulki, J.P., Fernando, J. & Locander, W.B. Emotional Exhaustion and Organizational Deviance: Can the Right Job and a Leader’s Style Make a Difference?[J]. Journal of Business Research, 2006,59(6): 1222-1230.
[5] Penney, L.M. & Spector, P.E. Job stress, incivility, and counterproductive work behavior: The moderating role of negative affectivity[J]. Journal of Organizational Behavior, 2005,26(7): 777-796.
[6] Stamper, C.L. & Masterson, S.S. Insider or outsider? How employee perceptions of insider status affect their work behavior[J]. Journal of Organizational Behavior, 2002,23(8): 875-890.
[7] Koslowsky, M. & Dishon-Berkovits, M. Self-report measures of employee lateness:Conceptual and methodological issues[J]. European Journal of Work and Organizational Psychology, 2001,10(2): 145-159.
[8] Ones, D.S., Viswesvaran, C. & Schmidt, F. Comprehensive metaanalysis of integrity test validities: Findings and implications for personnel selection and theories of job performance[J]. Journal of Applied Psychology, 1993,78(6): 679-703.
[9] Spector, P.E., Fox, S., Penney, L.M. & Bruursema, K. The dimensionality of counterproductivity: Are all counterproductive behaviors created equal?[J]. Journal of Vocational Behavior, 2006,68(3): 446-458.
[10] Fox, S. & Spector, P.E. A model of work frustration-aggression[J]. Journal of Organizational Behavior, 1999,20(6): 915-931.
[11] Berry, C.M., Ones, D.S. & Sackett, P.R. Interpersonal Deviance, Organizational Deviance, and Their Common Correlates: A Review and Meta-Analysis[J]. Journal of Applied Psychology, 2007,92(2): 410-426.
[12] Fox, S., Spector, P.E., Goh, A. & Bruursema, K. Does your coworker know what you’re doing? Convergence of self- and peer-reports of counterproductive work behavior[J]. International Journal of Stress Management, 2007,14(1): 41-60.
[13] Lilienfeld, S.O., Wood, J.M. & Garb, H.N. The scientific status of projective techniques[J]. Psychological Science in the Public Interest, 2000,1(2): 27-66.
[14] 张燕,陈维政. 工作场所偏离行为的研究发展回顾及展望[J]. 管理评论, 2011,23(6): 81-87.
[15] Ones, D.S. & Viswesvaran, C. Industrial-organizational (I/O) psychology to organizational behavior management (OBM): Join the family - individual differences matter[J]. Journal of Organizational Behavior Management, 2003,22(4): 41-57.
[16] 张燕,陈维政. 基于多维尺度法的工作场所偏离行为的分类结构研究[J]. 软科学, 2011,25(7): 131-134.
[17] 侯杰泰,温忠麟,成子娟. 结构方程模型及其应用[M]. 北京: 教育科学出版社, 2004.