A Study On The Relationship Between Organizational Injustice And Cynicism Behavior

In order to prompt efficient operation, organization wants employees to have a proactive attitude in response to a call for decision. But in recent years, some studies have shown that not all employees will be positive response to leadership and organizational decisions. Some employees in the organization don’t care much about leadership and organizational decision, and refuse to provide advice and support for the organization, or express their pessimistic view, even direct criticize in the form of cynicism. All of these employee behaviors belong to the category of cynicism behavior. Behind all of these cynicism behaviors which are seemed obedience, employees are in the heart of indifference and self-defeating, as well as disappointment, depression, disgust to the organization. This kind of "trashing" behavior is easy to make other employees have similar negative emotions in imperceptible infection, which leads to the reduction of employee’s role behavior and organizational citizenship behavior, and even increase counterproductive behavior. Therefore a study with research that takes measures to reduce the employee’s cynicism behavior is extremely full of theoretical and practical significance.The root cause of cynicism behavior is that the employees think the organization cannot be trusted after a frustrating experience. Organizational injustice has always been one of the main reasons for employees in the organization to feel frustration. At present the mainly studies of organizational injustice concentrate on the employees’ negative behaviors with decision-making that it could lead to. But the research is still less on how to take proper measures to alleviate the negative emotions of employees after suffering from injustice, and weaken the negative effects on organizational injustice events from the perspective of the organizational level. Reviewing the past literature can find that some kind of activities such as economic compensation, an apology, explanation, punishment and so on have good effect on repair the damaged relationship. Relational remedy is a kind of tissue to repair and the relationship between the organization and employees, and it provides remedial measures by given priority explanation and an apology. Comparing with other remedial measures such as economic compensation, punishment, relational remedy has strongest operability, and can be very effective in reducing victims’ revenge impulse. In addition, employees embed in organization with a kind of exchange relationship. Studies have shown that organization embeddedness can have positive influence on employees’ organizational trust. Namely when employees get deeper degree of organization embeddedness, their organizational trust can be promoted, which just reduces cynicism behavior from the source. Therefore this research will use relational remedy and organizational embeddedness as moderator variables to explore the relationship between organizational injustice to cynicism behavior.The thinking of writing of this study is as follows: first of all there is a summary of literature for concepts and dimensions on organizational injustice, cynicism behavior, relational remedy and organizational embeddedness. Then based on social exchange theory, cognitive theory and reference empathy-forgive model theory, the study explores the relationship between the four variables and complete the theoretical model. After that the study deals with the data collection and analysis of 319 questionnaires through random sampling and multiple regression analysis. The formation mechanism of employee cynicism behavior and moderating effects of relational remedy, organizational embeddedness is discussed from the perspective of organizational injustice. Results indicate that the interpersonal injustice, informational injustice and procudual injustice all show significant positive correlation whit cynicism behavior; relational remedy play a negative moderating role during that relationship, and the moderating effect of procudual injustice is weaker than that about interpersonal and informational injustice; organizational embeddedness play a negative moderating role during that relationship too. At last this study discusses the results. This study theoretically enrich the research results of organizational injustice, cynicism behavior, relational remedy and organizational embeddedness, and also practically suggests the organization to realize the existence of employee cynicism behavior and its negative influence; at the same time find new way such as relational remedy and organizational embeddedness as relieve method. This study proves reference and guidance for building employee care mechanism, communication mechanism and so on.