自上世纪六、七十年代起,国外组织行为学界就将组织中的个体行为研究作为组织

功能及组织绩效研究的重要途径。并在之后很长一段时间内,始终将研究重点集中在由

人性光辉所产生的积极态度和积极行为上,而忽略了人性固有的阴暗面,以及由此产生

的消极态度和消极行为。进入21世纪,随着社会的发展,现代组织中,员工享受着比以

往更多的行为自由和更宽的选择权利,有些员工在其本职工作之外,可能会做一些对组

织有利的份外之事,但也有可能会在暗中,有时甚至是公开的去做一些对组织不利的反

生产行为。并且,人们逐渐发现,作为三大角色外行为的反生产行为在各类组织中具有

极强的破坏性,甚至会出现非常恶劣的结果,影响到组织的核心竞争力及组织未来的发

展。同时,研究发现,大部分反生产行为具有普遍性、隐蔽性、多样性和反复性的特征。

因此,国内外的一些学者,甚至企业家们纷纷开始关注起对反生产行为的研究。

本文通过大量的文献阅读发现,目前反生产行为的前因变量主要集中在对个体差

异的探讨,以及低组织承诺、低工作满意度、工作压力感、组织不公平感等变量上,

而从组织气氛角度进行深入探讨的研究相对较少。因此,本文从“生态心理学”的角度

出发,根据员工所处不同的工作和生活场所、不同的组织人际交往方式、不同的领导

管理风格、以及不同的组织的规章制度等,分析由此形成的不同的组织气氛,来研究

处于某种组织氛围下的员工如何通过调整自己的心理状态和行为方式以更好地适应

组织环境。与此同时,本文引入心理契约违背作为中介变量,丰富了现有的相关理论。

研究结果验证了:(1)组织气氛包括情感温暖、管理和制度、个人发展三个维度。

(2)员工心理契约违背包括交易型、关系型和团队成员型三个维度。(3)反生产行为

包括蓄意破坏、消极怠工、财产侵占、人际恶意、公司政治五个维度。(4)情感温暖、

管理和制度、个人发展组织气氛分别对蓄意破坏、消极怠工、财产侵占、人际恶意以及

公司政治反生产行为具有显著负向影响。(5)情感温暖、管理和制度、个人发展组织气

氛分别对交易型、关系型和团队成员型心理契约违背具有显著负向影响。(6)交易型、

关系型和团队成员型心理契约违背分别对蓄意破坏、消极怠工、财产侵占、人际恶意以

及公司政治反生产行为具有显著正向影响。(7)心理契约违背在组织气氛对反生产行为

的影响中起着部分中介作用。(8)性别、年龄等人口组织特征在组织气氛对心理契约违

背和反生产行为的影响,及心理契约违背对反生产行为的影响过程中,不存在显著差异。

关键词:组织气氛;心理契约违背;反生产行为

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华东理工大学硕丨位论义

Research on Relationships between the Organization Climate and

Counterproductive Work Behavior Psychological Contract Violation

as Intermediary Variable

Abstract

Since the early ,60s to 70s, foreign organizational behavior academic world has already put

the study of individual behavior in organizations as an important way and respect for the

function in organization and organizational performance. And after a long period of time,

they always focused on the positive attitude created by humanity and positive behavior, while

ignoring the inherent in the dark side of human nature and the resulting negative attitude and

negative behavior. In recent years, in the academic world, people gradually found that, the

counterproductive work behavior, as one of the three extra role behavior, is destructive in

various tissues, and sometimes they will lead to very bad results. At the same time, people

found that, most of the counterproductive work behavior has the characteristics of

universality, concealment, diversity and repetitive. Therefore, some foreign scholars of the

academic world and some entrepreneurs have started to pay attention to the production

behavior research.

Based on reading lots of literature found that, at present, in the studies of CWB, attention was

mainly paid on the individual differences, as well as the low organizational commitment, low

job satisfaction, sense of job stress, sense of organization unfair and some other variables,

while the in-depth discussion and research studied from organization climate angle is

relatively less. According to ecological psychology” theory, this paper will analysis the

relationship between organization climate and counterproductive work behavior at different

life, work place, organizational interpersonal style, leadership style, organizational rules and

regulations. At the same time, this paper will introduce the psychological contract violation

as an intermediary variable, to enrich the existing relevant theory.

Research shows that: (1) Organization climate has three dimensions, which are emotional

warmth,management system and personal development. (2) Psychological contract violation

consists of three parts, transactional dimension, relation dimension, and team member

dimension. (3) CWB is constituted by the five dimensions as follows: Sabotage, go-slow,

embezzlement of property, interpersonal malicious and company politics, (4)Three types of

organization climate, emotional warmth, management system and personal development have

significant affect on five types of CWB. (5)Three types of organization climate, emotional

warmth, management system and personal development have significant affect on three types

of psychological contract violation. (6)Three types of psychological contract violation,

transactional dimension, relation dimension, and team member dimension have significant

affect on five types of CWB. (7)The psychological contract violation plays a partial