Negative reciprocity and the association between perceived organizational ethical values and organizational deviance
研究发现感知组织伦理价值观与组织偏差行为负相关，但辱虐管理会削弱这种负相关，而组织支持则强化它，表明负向互惠在员工行为中起重要作用。
Perceived organizational ethical values refer to employees’ beliefs concerning what practices are acceptable or appropriate in their organization (Trevino, 1990). Previous work suggests that these perceptions can be a significant factor in employee behavior, with normative influence often assumed to be the underlying mechanism (Peterson, 2002). The current article incorporates another theoretical lens, namely social exchange theory (Blau, 1964), and, in particular, negative reciprocity, to suggest that mistreatment at work — in the form of abusive supervision and lack of organizational support — may undermine the normative influence of perceived ethical values. The results indicate a negative association between perceived organizational ethical values and organizational deviance. This generally negative association was countered by abusive supervision and strengthened by organizational support, with both moderators suggesting an overt effect of negative reciprocity on employee behavior, especially when the trustee’s (i.e. the supervisor’s or employer’s) actions seem to be misaligned with perceived organizational ethical values.