ABSTRACT

This study investigated the impact of sport organization employees’ justice perceptions on organizational citizenship behavior (OCB) and organizational dysfunctional behavior (ODB). Drawing from social exchange and frustration–aggression hypothesis, we presented an affect-based model of employees’ behavioral responses to justice perceptions. We sampled paid staff from NCAA Division I universities’ athletic departments (N = 602) and found that procedural, interpersonal and informational justice relate positively (negatively) to positive (negative) affect, which in turn leads to organizational citizenship (dysfunctional) behavior. Further, exchange orientation moderated the positive relationship between negative affect and ODB, such that the positive impact of employees’ negative affect – caused by organizational injustice – on ODB became stronger as exchange orientation increased. Our findings advance the understanding of organizational justice in sport by illuminating the role of affect and exchange orientation in the relationship between organizational justice and OCB/ODB. Our research also offers sports organizations practical insights into how to effectively manage their employees for eliciting OCB and diminishing ODB.

摘要

本研究调查了体育组织员工的正义感对组织公民行为 (OCB) 和组织功能失调行为 (ODB) 的影响。借鉴社会交换和挫折-攻击假设，我们提出了一个基于情感的员工对正义感知的行为反应模型。我们从 NCAA 第一类大学的体育部门 ( N= 602) 并发现程序、人际和信息公正与积极（消极）影响呈正（负）相关，进而导致组织公民（功能失调）行为。此外，交换导向缓和了负面情绪与 ODB 之间的正相关关系，因此，随着交换导向的增加，由组织不公正引起的员工负面影响对 ODB 的积极影响变得更强。我们的研究结果通过阐明影响和交换取向在组织公平与 OCB/ODB 之间关系中的作用，推进了对体育组织公平的理解。我们的研究还为体育组织提供了关于如何有效管理其员工以引发 OCB 和减少 ODB 的实用见解。