|Alternative Title||The Third Party Punishment under the Organizational Distribution Injustice Condition—— the Function of Anger and Deontic Justice|
|Place of Conferral||北京|
|Keyword||分配不公正 第三方惩罚 道德公正感 愤怒情绪|
|Other Abstract||Organizational distribution injustice is refers to the employees who are not satisfied with the distribution result of the organization or superior. Meanwhile, injustice is not limited to the parties’ feelings, also includes the perspective of a third party’ perception and response to the perceived injustice for the party. However, there were few studies to explore distribution injustice effect from the perspective of the third party through integrating the research situation and achievements of domestic and foreign. Therefore, this research adopted the third party punishment game as a basic task paradigm and used the dictator game to operate the allocation injustice of organization behavior. We conducted five experiments to verify our hypothesis on the basis of problem posing, the purpose was to explore if there is a third-party punishment behavior in the situation of organization unfair distribution, as well as the existence of boundary conditions, the theory support and the psychological mechanism behind them.|
Study 1 inspected the third-party participants who were willing to sacrifice 1 Yuan of self-interest to punish dictator. Results proved that most of the third party participants will punitive actions to dictator in the situation of organizational inequality. Study 2 added an option of absolutely self interests on the basis of the study 1, results indicated that third party participants still choose to sacrifice their own interests to punish dictator. Meanwhile, the participants within the team tended to choose to cooperation with leaders more than with the participants from the outside of team, and less to punish the leaders. Study 3 examined the relationship between the degree of distribution injustice and third party punishment, and found the different degree unfair of distribution will lead to different levels of punishment.
Study 1 and study 2 proved widely to the punishment phenomenon for the unfair distribution from the perspective of "quality", and study 3 showed people's punishment level will be affected by the organization degree of inequality from the view of "quantity". The punishment not only exist the difference between "have" and "no", but also has the amount of differences. Therefore, there is a third party punishment phenomenon in the unfair distribution situation of Chinese organization through study 1-3, and the degree of inequality is higher, the level of punishment is stronger.
Study 4 and study 5 discussed the influencing factors in the influence of distribution injustice to third party punishment. Results of the study 4 found that anger partially explained the effect of distribution injustice on third party punishment. The study 5 found that moral responsibility played a moderating role of distribution injustice on third party punishment. At the same time, moral responsibility played a first stage mediated moderation effect among distribution injustice, anger and third party punishment.
The significance of this study is mainly embodied in the theory, method and practice aspects. In theory, results of the third party punishment phenomenon provides supporting evidence for the applicability to the deontic theory of organization justice, and reveals the psychological mechanism behind the behavior of the third party punishment to a certain extent. In method, we recomposed the third-party punishment game in the stranger situation to the organization situation, combined a variety of dictator role start (including team character modeling, team task operation and situational role operation) and third party punishment game to study the punitive behavior behind the third party decision makers to the phenomenon of unfair distribution. In practice, to guide managers how to create corporate culture atmosphere of fair and just.
|张珊珊. 组织分配不公情境下的第三方惩罚——愤怒情绪和道德公正感的作用[D]. 北京. 中国科学院研究生院,2013.|
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