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Macau Periodical Index (澳門期刊論文索引)
- Author
- Li, Xi; Xu, Ye; Hong, Fang; Zeng, Yuwen
- Title
- A justice framework for understanding hospitality employees' deviant behavior
- Journal Name
- 澳門科技大學學報
- Pub. Info
- Dec. 2017, Vol.11, No.1/2, pp. 76-90
- Link
- http://lib.must.edu.mo/sites/default/files/assets/images/Duu/2017%E5%B9%B4%E5%90%88%E5%88%8A%20%E6%BE%B3%E9%96%80%E7%A7%91%E6%8A%80%E5%A4%A7%E5%AD%B8%E5%AD%B8%E5%A0%B1.pdf
- Keyword
- Distributive justice；Procedural justice；Interactional justice；Deviant behavior；Organizational commitment
- Abstract
- Abstract : Currently, the prevalence of hotel employee' deviant behavior in the workplace not only becomes more serious than general presumption but also becomes a harmful factor to the organizations' growth and profitability. This study emplores the effects of organizational justice (specifically, distributive justice, procedural justice, and interactional justice) on employee deviance, analyzes why hotel employees engage in deviant behaviors, and provides solutions for hospitality organazations. Moreover, organizational commitment has been viewed as a mediating role between organazational justice and deviant behavior. A questionaire survey research design was used to collect data, and a 375 dyad was sampled from hotel employees in Macau. A SEM analysis indicated that distributive justice, procedural justice, and interactional justice were negatively related to deviant behavior. Organizational commitment had a partial mediating effect in the relationgship. In addition, implications and suggestions for future research are discussed. Paragraph Headings: 1. Literature review and hypotheses 1.1. Organizational justice and deviant behavior 1.2. Organizational justice and organizational commitment 1.3. Organizational commitment as a mediator 2. Method 2.1. Procedure 2.2. Sample 2.3. Measures 2.3.1. Organizational justice 2.3.2. Distributive justice 2.3.3. Procedural justice 2.3.4. International justice 2.3.5. Organizational commitment 3. Results 3.1. Descriptive statistics 3.1.1. Employee attribute data 3.1.2. Supervisor attribute data 3.2. Correlation analysis 3.3. Model fit analysis 3.4. Structural Equation Modeling Analysis 4. Conclusion and implications 5. Limitations and future research Tables: 1. Descriptive Statistics and Zero-order Correlations (Employee Attribute Data) 2. Descriptive Statistics and Zero-order Correlations (Supervisor Attribute Data) 3. Results of CFA for the Measures of Variables Studied 4. Srandardized Indirect Effects of Differents Forms of Organizational Justice on Deviant Behavior Figures: 1. Hypothesized model 2. The Path Coefficients of the Standardized Regression Model