关键词: 职场不公正事件强度, 员工抱怨, 自我威胁感, 心理韧性, 事件系统理论

Abstract:

Workplace injustice events are a primary source of employee dissatisfaction and complaint behaviors. However, the psychological cognition and complaint responses that arise after employees experience such events remain underexplored in the existing literature. Drawing on event system theory and self-concept theory, this study investigated the differential impact mechanisms of workplace injustice event intensity on employee complaints. An empirical analysis of 350 survey samples revealed that workplace injustice event intensity had a significant positive effect on employee verbal complaints and action complaints, and a significant negative effect on silent complaints. Self-threat perception mediated the relationship between workplace injustice event intensity and employee complaints. Resilience played a significant moderating role, specifically by mitigating the positive effect of self-threat perception on action complaints and strengthening the negative effect of self-threat perception on silent complaints. In other words, when facing the same unjust event and accompanying self-threat perception, employees with higher resilience exhibited a greater tendency towards silent complaints. The findings of this study offer practical insights for managing employee complaints in organizational settings.

Key words: workplace injustice event intensity, employee complaints, self-threat perception, resilience, event system theory