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Cited by 129Job Satisfaction and Organizational BehaviorWorkplace Violence and BullyingCyberloafing and Workplace Behavior

Relationships between counterproductive work behavior, perceived justice and climate, occupational status, and leader-member exchange

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Chernyak-Hai, Lily, Tziner, Aharon·2014·Revista de Psicología del Trabajo y de las Organizaciones
DOI 10.5093/tr2014a1
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Abstract

The present work used Social Exchange Theory as a framework for understanding Counterproductive Work Behavior (CWB). We sought to contribute to the existing body of knowledge by examining psychologically experienced organizational distributive justice and climate as predictors of counterproductive workplace behavior, while exploring whether immediate job and exchange characteristics - employee occupational level and leader-member exchange - can clarify these associations. Two studies were conducted in different organizations respectively: (1) a governmental electricity company and (2) a private company specializing in electronic device commerce. The results supported the hypotheses and indicated negative relationships between perceived organizational distributive justice, overall and ethical climates, and CWB. Importantly, the quality of perceived leader-member exchange and employee's occupational level were found to moderate the relationship between perceived distributional justice and organizational ethical climate (respectively) and counterproductive work behavior.

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  • OCB antecedents have been attributed by a considerable body of research to employee perceptions of the nature of workplace exchange relations, or the 'sociopsychological' ground of OCB: perceptions of organizational justice, organizational politics, and LMX.

    “OCBantecedents have been attributed by a considerable body of research to employee perceptions of the nature of workplace exchange relations, or the 'sociopsychological' ground of OCB: perceptions of organizational justice, organizational politics, and LMX (see Chernyak-Hai & Tziner, 2014).”

    From The New Era Workplace Relationships: Is Social Exchange Theory Still Relevant? (2018) · cites this paper as Chernyak-Hai & Tziner, 2014

    The Social Exchange Theory (SET) framework section reports a positive association between perceived organizational justice and OCB, while the Leader-member exchange (LMX) section describes LMX as a workplace exchange relationship and reports its role in the justice–OCB relationship. The paper primarily studies counterproductive work behavior, however, and our copy does not substantiate perceptions of organizational politics as an OCB antecedent; “organizational politics” appears in a reference title, not in that finding. No page numbers were available in our copy. (LLM, conf=0.86)

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  • The quality of workplace relations between leaders and employees moderates the impact of perceived organizational distributive justice regarding CWB.

    “Moreover, the quality of workplace relations between leaders and employees was found to moderate the impact of perceived organizational distributive justice regarding CWB.”

    From The New Era Workplace Relationships: Is Social Exchange Theory Still Relevant? (2018) · cites this paper as Chernyak-Hai & Tziner, 2014

  • A recent study found negative relations between perceived organizational justice and ethical climate on the one hand and CWB on the other.

    “A recent study (Chernyak-Hai & Tziner, 2014) found negative relations between perceived organizational justice and ethical climate on the one hand and CWB on the other.”

    From The New Era Workplace Relationships: Is Social Exchange Theory Still Relevant? (2018) · cites this paper as Chernyak-Hai & Tziner, 2014

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Authors
Chernyak-Hai, L., & Tziner, A.
Affiliations
Netanya Academic College (IL)
ORCID
Tziner, Aharon
Venue
Revista de Psicología del Trabajo y de las Organizaciones
Publisher
Colegio Oficial de Psicologos de Madrid
Published
2014-04
Volume
30
Issue
1
Pages
1-12
ISSN
1576-5962 (ISSN-L)
DOI
10.5093/tr2014a1
OpenAlex
W2064290455
Cited by
129
References
4
Citations by year
2026: 4 · 2025: 8 · 2024: 9 · 2023: 11 · 2022: 20 · 2021: 15 · 2020: 20 · 2019: 12 · 2018: 12 · 2017: 9 · 2016: 5 · 2015: 3 · 2014: 1
FWCI
13.20
Type
journal article
Language
en
Open access
Licence
Locations
  • Journal of Work and Organizational Psychology (publishedVersion, cc-by-nc-nd)
  • DOAJ (DOAJ: Directory of Open Access Journals) (submittedVersion, cc-by-sa)
  • Redalyc (Universidad Autónoma del Estado de México) (submittedVersion)
  • Scientific Electronic library online (Sciences Carlos III Health Institute) (submittedVersion)
Topics
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
  • Social Sciences › Sociology and Political Science › Workplace Violence and Bullying
  • Social Sciences › Demography › Cyberloafing and Workplace Behavior
Keywords
counterproductive work behavior, perceived organizational justice, distributive justice, organizational climate, ethical climate, leader-member exchange, occupational status, social exchange theory, moderating effect

About these checks

Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.

Statistics and arithmetic are recomputed, not judged.

Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.

What counts as a claim ›How we measure confidence ›How we check this ›

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