Unfair Treatment in the Workplace and Employee Voice Behavior: An Adjusted Mediation Model

Abstract

Abstract: In daily work environments, unfair treatment with low-intensity frequently occurs and causes significant chronic damages. However, due to its relatively hidden manifestations, it is often overlooked by organizational managers. Using a multi-level linear analysis model, this study explores the impact mechanism and boundary of the two types of low-intensity workplace injustice, i.e., psychological contract breach and uncivilized behaviors, on employee voice behaviors. The analysis based on the survey data of 415 full-time employees from 42 teams shows that both of the two types of unfair treatment can significantly reduce employees' organizational identification, thereby inhibiting their voice behavior. In addition, this indirect effect is moderated by employees' proactive personality and leaders' benevolent style. Specifically, employees' proactive personality will exacerbate the negative impact of psychological contract breach and uncivilized behavior on organizational identification, while leaders' benevolent style will enhance the positive impact of organizational identification on employees' voice behavior. Based on the above research conclusions, managers should pay attention to low-intensity workplace injustice and deeply understand their impact mechanisms under different leadership styles and employee characteristics. By means of institutional design, cultural training, and management incentives, they should adopt targeted preventive measures and intervention strategies, so as to create a harmonious and healthy organizational environment.

Key words: psychological contract breach, uncivilized behavior, voice behavior, proactive personality, benevolent leadership

CLC Number:

F272.92

MAO Chang-guo, GUO Lei. Unfair Treatment in the Workplace and Employee Voice Behavior: An Adjusted Mediation Model[J]. Contemporary Finance & Economics, 2024, 0(9): 85-97.

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