|
Organizational retaliatory behavior (ORB) is a form of workplace deviance. ORB is defined in the bottom up sense as an employee's reacting against a perceived injustice from their employer. ORB is also a top down issue occurring when an employee speaks out or acts in an unfavorable way against the employer. The International Journal of Conflict Management divides ORB into four different conceptual indicators; rule breaking, level or work behavior, affective commitment, and turnover intention. All of these are forms of Workplace Deviance. ==Organizational justice and retaliatory behavior== (詳細はInteractional justice: An employees evaluation of the perceived fairness of interpersonal treatment from his or her own superiors (Bies and Moag 1986), and includes an organization’s leaders treating employees with respect, dignity, sensitivity and sincerity. # Procedural justice: An employee’s evaluation of the perceived fairness of rules and processes used by the organization to distribute outcomes to all employees within the organization (Thibault and Walker 1975). # Distributive justice: An employee’s perception of the fairness of his or her own outcomes such as pay (Adams 1965). Employees who feel they are being treated fairly are more likely to be loyal to their companies, have higher morale and increased helping behaviors. Employees who feel there are being treated unfairly tend to have lower morale, higher turnover rates and are more likely to exhibit ORB and another forms of workplace deviance including theft and/or sabotage in attempts to get even with their wrongdoer. 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「Organizational retaliatory behavior」の詳細全文を読む スポンサード リンク
|