Earticle

초록

영어

Counterproductive work behaviors(CWB) are behaviors by employees intended to harm their organization or organization members, such as theft, sabotage, interpersonal aggression, work slowdowns, wasting time and/or materials, and spreading rumors. This research CWB are conceptualized workplace deviance as voluntary behavior that violates significant organizational norms and in so doing threatens the well-being of an organization, its members, or both(Bennett & Robinson, 2000; Robinson & Bennett, 1995). CWB are consist of types of deviance was whether the deviance was directed or targeted at either the organization(organizational deviance) or at members of the organization (interpersonal deviance) and its associated organizational costs necessitates a specific, systematic, theoretically focused program of study into this behavior. This research investigate to critical antecedents of CWB such as perception of organizational politics(POP). Also perceived corporate social responsibility(CSR) legitimacy mediated between POP and CWB. Finally, we checked job insecurity moderate between POP and CSR legitimacy and verify the moderated mediation effect. POP defined perceived behavior of proves beneficial or harmful to the organization may depend more on how that behavior is perceived rather than reality. The management of influence to obtain ends not sanctioned by the organization or to obtain sanctioned ends through non-sanctioned influence which divided into go along to get ahead and pay/promotion policies. Based on the literature review, we set the direct effect, mediated effect, moderate effect, and moderated mediation effect of hypotheses. To test whole of hypotheses, total of 315 questionnaires are used for analysis. To protect the common method bias, 2nd times collecting the questionnaires with time lag of three months. The samples are focus on the CSR activities of 15 companies at Gwanju and Choennam area. The results of empirical test conducted process macro(Hayes, 2018) are as follows. First, POP: pay/promotion policies increased both of interpersonal and organizational CWB. Second, POP: pay/promotion policies decreased perceived CSR legitimacy. Third, job insecurity increased both of interpersonal and organizational CWB however decreased perceived CSR legitimacy. Third, perceived CSR legitimacy mediated between POP: pay/promotion policies and both of interpersonal and organizational CWB. Fourth, job insecurity moderate between POP: pay/promotion policies and perceived CSR legitimacy. Finally, conditionally indirect effect reflected moderation of job insecurity and mediation of perceived CSR legitimacy which POP: pay/promotion policies and both of interpersonal and organizational CWB relationship. Based on the result, we found that POP: pay/promotion policies, job insecurity are determinants of both of interpersonal and organizational CWB. It was found that if an employee perceives the work environment to be political, he or she reports greater levels of CWB, and lower levels of CSR legitimacy. So that means organization use political manipulations of performance pay and promotion appraisal systems to reward favored employees, send messages to employees who have fallen out of favor, and to build paper trails justifying expected terminations and should attempt to reduce politics in the work environment, as employees’ perceptions of such activities lead to CWB. Moreover, perceived CSR legitimacy conducted mediating role of those of relationship and moderating role of job insecurity. If high on job insecurity, POP: pay/promotion policies negative impacts on boost up perceived CSR legitimacy. This results show that if company dedicate CSR activities, they must build up the alignment of mission, vision, value for legitimacy and mitigate of political behavior in the organizations. Also organizations have been downsizing for competitive advantage caused employee feelings of unstable and violating psychological contract concerning the nature and continued existence of their jobs. The efforts of diminish job insecurity thus become important undertakings. it may be that organizations might be able to take steps to prevent job insecurity from occurring CSR legitimacy and CWB.

목차

Ⅰ. 서론
Ⅱ. 이론적 배경과 연구가설
Ⅲ. 연구설계
Ⅳ. 실증분석 결과
Ⅴ. 결론
참고문헌
<별표> 타당도, 신뢰도 분석결과
Abstract

키워드

저자

• 심미라 [ Mi-Ra Shim | 조선대학교 일반대학원 박사과정 ] 제1저자
• 조윤형 [ Yoon-Hyung Cho | 조선대학교 경영학부 교수 ] 교신저자

참고문헌

발행기관

간행물

표지보기 관심저널 등록

• 간행물명

  생산성연구: 국제융합학술지 [Productivity Research: An International Interdisciplinary Journal]

• 간기

  격월간

• pISSN

  1225-3553

• 수록기간

  1987~2025

• 등재여부

  KCI 등재

• 십진분류

  KDC 325 DDC 330