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

摘要：

职场不公正事件是引起员工不满情绪及抱怨行为的源头之一，但员工经历不公正事件后会产生怎样的心理认知与抱怨反应？已有文献对这一问题还缺乏深入的探讨。本研究基于事件系统理论和自我概念理论，探究职场不公正事件强度对员工抱怨的差异化影响机制。通过对350份样本数据实证分析显示，职场不公正事件强度显著正向影响员工言语抱怨和行动抱怨，显著负向影响员工隐忍抱怨；自我威胁感在职场不公正事件强度影响员工抱怨的关系中发挥中介作用；心理韧性存在显著的调节作用，具体是弱化了自我威胁感对员工行动抱怨的正向影响，强化了自我威胁感对隐忍抱怨的负向影响，即面对同样的不公正事件情境及自我威胁感，员工的心理韧性越高，选择隐忍抱怨的倾向越高。研究结论为企业实践中的员工抱怨管理提供了借鉴。

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