Suchergebnisse

PurposePrior research has found empirical evidence that procedural justice is an antecedent of cyberloafing in the workplace. The purpose of this paper is to explore why that association is possible. It is argued that perceptions of procedural justice affect cyberloafing because unfair procedure places an employee in conflict with the organizational rules. Accordingly, this paper predicts that it is normative conflict rather than procedural justice that really prompts employees to retaliate against the organization by engaging in cyberloafing.Design/methodology/approachData are collected from 147 (19.4 percent) of the 758 non‐teaching staff at a public university where internet usage policy to combat its improper use has been increasingly rigid. Structural equation modeling is used to test the predicted mediation.FindingsThe results show that procedural justice is an antecedent of the normative conflict that fully mediates the link between procedural justice and cyberloafing.Research limitations/implicationsThe subjects in this study reflect job conditions that are peculiar to the public sector. This may limit the ability to extrapolate the findings to the private sector. The findings provide a new explanation for the mechanics of the link between unfair/fair procedural perceptions and cyberloafing.Practical implicationsThe findings contribute to a better understanding of the way procedural justice is able to monitor cyberloafing, and discusses how actions designed to promote procedural justice may be useful to the efficient management of normative conflict, hence, the normative process is able to stifle cyberloafing.Originality/valueEmployee perceptions of normative conflict are shown to mediate the relationship between procedural justice and cyberloafing. This is the first empirical test of this mediation.

PurposeAnomia (from the Greek, an‐: absence, and ‐nomos: law) describes pessimistic feelings such as social detachment and little faith in human relations. This study seeks to examine an explanation of how and why person‐organization fit (POF) – operationalized as value congruence – may influence organizational citizenship behavior (OCB) directed at the organization (OCB‐O) and individuals (OCB‐I). The thesis is that unfavorable POF will elicit employees' anomic feelings, which in turn will prompt them to reciprocate with decreased OCB.Design/methodology/approachData were collected from 84 of the 198 (42.4 percent) employees of a provincial Spanish Social Security agency. Structural equation modeling (SEM) was used to test mediation.FindingsThe results support that POF predicts anomic feelings that, in turn, fully mediate the link between POF and OCB‐O, but not with OCB‐I.Research limitations/implicationsThe employees surveyed have job conditions inherent to the peculiarities of the public sector that may limit the ability to extrapolate the findings to the private sector.Practical implicationsThe findings offer a better understanding of the way POF is able to affect OCB, and suggest that actions designed to promote POF may be useful in managing anomic processes in the workplace.Originality/valueAnomia as a mediator in the relationship between POF, as value congruence, and OCB has not been empirically studied.

PurposeThis study examines the relationship between interactional justice, which is a specific type of organizational justice perception that reflects how a person is treated by an authority, and workplace internet deviance (or Cyberloafing) as a category of deviant workplace behavior. The tested model suggests that interactional justice affects cyberloafing by influencing fear of formal punishment –as an intimidation construct– which, in turn, prompts employees to reciprocate with deviant workplace internet behaviors.Design/methodology/approachData were collected from 147 (19.4 percent) of the 758 non‐teaching staff at a Spanish public university. Accessibility of individual e‐mail accounts was similar for all employees. E‐mails asking for collaboration were sent in two phases. A questionnaire was posted on the university Intranet and could be accessed by clicking on a link in the e‐mails.FindingsStructural equation modeling results support that interactional justice is an antecedent of fear of formal punishment that fully mediates the relationship between interactional justice and workplace internet deviance.Research limitations/implicationsThe researched employees have job conditions inherent to the peculiarities of the public sector which may limit the ability to extrapolate the findings in the private sector. The fear construct was assessed by a self‐supplied scale, and thus the presence of shades of other similar emotions could not be discounted. Findings provide a more understandable mechanism of the influence of supervisor disrespect on cyberloafing.Practical implicationsThese findings contribute to an understanding of the ways in which organizations can control cyberloafing and provide reservations about the intimidator strategy efficiency.Originality/valueThe use of fear of punishment as a mediator on this link is unprecedented.

PurposeThis study investigated why employees' cyberloafing behavior is affected by their coworkers' cyberloafing behavior. By integrating social learning theory and deterrence theory, the authors developed a model to explain the role of employees' perceived certainty of formal and informal sanctions in understanding the effect of coworkers' cyberloafing behavior on employees' cyberloafing behavior.Design/methodology/approachThe authors conducted a survey that involved a two-stage data collection process (including 293 respondents) to test our developed model. Mplus 7.0 was used to analyze the data.FindingsThe results revealed that employees' cyberloafing was positively affected by their coworkers' cyberloafing both directly and indirectly. The indirect effect of coworkers' cyberloafing on employees' cyberloafing was mediated by the employees' perceived certainty of formal and informal sanctions on cyberloafing. Employees' perceived certainty of formal and informal sanctions were found to mediate the relationship both separately (each type of sanctions mediates the relationship individually) and in combination (the two types of sanctions form a serial mediation effect).Originality/valueThe study reveals an important mechanism – employees' perceived certainty of formal and informal sanctions – that underlies the relationship between coworkers' cyberloafing and employees' cyberloafing, thus, contributing to the cyberloafing literature. It also demonstrates the importance of negative reinforcement (perceived sanctions) in the social learning process, which contributes to the literature on social learning theory because previous studies have primarily focused on the role of positive reinforcement. Lastly, the study reveals a positive relationship between employees' perceived certainty of formal sanctions and informal sanctions, which has important implications for deterrence theory.