职场排斥对员工亲组织性非伦理行为的影响机制研究  

The Influencing Mechanism of Workplace Ostracism on Unethical Pro-organization Behavior

作　　者：张桂平[1] 

机构地区：[1]湖北工业大学经济与管理学院,武汉430068

出　　处：《管理科学》2016年第4期104-114,共11页Journal of Management Science

基　　金：全国教育科学十二.五规划教育部重点课题(DEA130233)~~

摘　　要：员工在工作场所从事非伦理行为具有多方面的原因,可能是有利于自己,也可能是为了报复或伤害组织和同事。根据这一逻辑,已有研究就职场排斥诱发的员工非伦理行为都是建立在利己动机的假设基础之上,而对于员工的利组织动机的非伦理行为研究不足。实际上,面对职场排斥,员工很可能采取积极的补救措施对人际关系进行主动修复,其中从事亲组织性质的非伦理行为就是一个重要的修复行为。基于道德自我调节理论和社会认同理论的视角,以道德推脱为中介变量,以组织认同为调节变量,检验职场排斥对员工亲组织性非伦理行为的内在影响机理。采用SPSS 18.0和AMOS 18.0进行多元线性回归和验证性因子分析,通过上下级配对调查的方式,收集来自武汉和上海5家企业的调研数据,并进行实证分析。研究结果表明,(1)职场排斥对员工的亲组织性非伦理行为具有显著的正向影响;(2)道德推脱在职场排斥与亲组织性非伦理行为的关系中发挥完全中介作用;(3)组织认同在职场排斥与道德推脱的关系中发挥正向调节作用;(4)组织认同在职场排斥与亲组织性非伦理行为的关系中发挥正向调节效应。通过实证研究证实了理论界较为忽视的亲组织性非伦理行为,检验了员工亲组织性非伦理行为的发生机制和高度的组织认同的调节效应,证明员工在遭遇职场排斥时通过亲组织性非伦理行为来应对是一个重要的理性选择,组织认同度较高的员工在面对职场排斥时更容易发生道德推脱问题和亲组织性非伦理行为,验证了组织认同的"阴暗面"。研究结论为组织对员工非伦理行为的权变管理提供了有益的启示,提醒管理者警惕职场排斥的原因及其负面影响,并建立科学的组织制度,鼓励高组织认同的员工采取符合伦理规范的行为回报组织。Research on unethical behavior in workplace has noted a number of reasons why employees might engage in unethical behavior：to benefit themselves, to retaliate against or harm the organization, or to harm the co-works.According to this logical thinking, many studies clearly indicated that workplace ostracism is the important factor that brings about the employees of uneth-ical behavior.In fact, these studies almost were based on self-interest motive hypothesis, yet lack of the explaining why employ-ees engage in unethical behavior that benefit the organization, rather than unethical behaviors that primarily benefit themselves. In fact, facing the workplace ostracism, employees are likely to take positive remedial measures to repair their relationships ac-tively,and unethical pro-organization behavior is an important repair behavior. Based on moral self-regulation theory and social identity theory, this study uses moral disengagement as a mediator and organiza-tional identity as a moderator.This research examined the influencing mechanism of workplace ostracism to employees′organiza-tional ethical behavior.In this paper, AMOS 18.0 and SPSS 18.0 were used for multiple regression and confirmatory factor anal-ysis.The data is collected from five enterprises located in Wuhan and Shanghai with supervisor-subordinate dryads method. The results showed that： ①Workplace ostracism has a significant positive impact on the unethical pro-organization behavior of employees workplace relating positively to unethical pro-organization behavior;②Moral disengagement mediates the relationship between workplace ostracism and unethical pro-organization behavior completely;③the organizational identification moderates the relationship between workplace ostracism and moral disengagement;④The organizational identification moderates the relationship between workplace ostracism and unethical pro-organization behavior. This study empirically examines a form of unethical behavior that is neglected in the literature, and provide

关 键 词：职场排斥 亲组织性非伦理行为 道德推脱 组织认同 道德自我调节机制 

分 类 号：F272.92[经济管理—企业管理]