个性化契约与核心员工亲组织不道德行为:社会认知理论的视角  

Idiosyncratic deals and core employees’unethical pro-organizational behavior:Social cognitive theory perspective

作　　者：王国猛[1] 张梦思 赵曙明[2] 李丽 WANG Guomeng;ZHANG Mengsi;ZHAO Shuming;LI li(Department of Psychology,Hunan Normal University,Changsha 410081,China;Business School,Nanjing University,Nanjing 210093,China)

机构地区：[1]湖南师范大学心理学系,湖南长沙410081 [2]南京大学商学院,江苏南京210093

出　　处：《管理工程学报》2020年第4期44-51,共8页Journal of Industrial Engineering and Engineering Management

基　　金：国家自然科学基金资助重点项目(71332002);教育部人文社会科学研究规划基金资助项目(19YJA630075);湖南省哲学社会科学基金资助项目(16YBA264)。

摘　　要：近年来,企业道德缺失事件的频发使得工作场所不道德行为备受关注,其中为了组织及其成员的利益而导致员工从事的亲组织不道德行为成为了该领域研究的前沿命题。鉴于现有研究主要从个体特质、道德事件特征和领导行为角度对普通员工亲组织不道德行为进行解释,本文从员工与组织关系角度,基于社会认知理论,对446名核心员工进行问卷调查,探讨个性化契约通过心理特权对核心员工亲组织不道德行为的影响过程,以及企业伪善在其中的调节作用。结果表明:(1)个性化契约对核心员工亲组织不道德行为有显著的正向影响;(2)心理特权在个性化契约与核心员工亲组织不道德行为之间具有部分中介作用;(3)企业伪善在心理特权与核心员工亲组织不道德行为之间具有正向的调节作用;(4)企业伪善调节了个性化契约通过心理特权对核心员工亲组织不道德行为影响的中介过程,从而表现出有调节的中介作用。In recent years,due to the frequent occurrence of corporate ethics deficiencies,unethical behavior in the workplace has attracted much attention.Although researches on selfish unethical behaviors in the workplace have been ongoing for more than 30 years,however,little attention has been paid to altruistic unethical behavior.Umphress and Bingham(2010)explored altruistic unethical behaviors,and for the first time proposed the concept of unethical pro-organizational behaviors,which has become the leading topic in the field of employee unethical behavior research.Although the starting point is different from that of selfish unethical behavior,unethical pro-organizational behavior will also damage the relationship between organization and other stakeholders,as well as its external reputation.However,most of the existing researches have explored the influencing factors of unethical pro-organizational behavior from the perspective of individual characteristics,ethical event characteristics and leadership behaviors,but rarely examined core employees from the perspective of employee-organization relations.At present,idiosyncratic deals have become a hot topic in the study of employee-organizational relationships from the perspective of individual behavior,at the same time which is also an important incentive strategy for organizations to attract and retain core employees.Idiosyncratic deals can not only improve core employees’innovative behavior,job performance and job satisfaction,but also have a negative impact on core employees.Core employees expect more resources in order to achieve the performance goals set by the organization’s personalized work placements,which provides conditioning for the start of core employees’psychological entitlements,especially core employees take unethical behavior under the influence of the overall moral atmosphere at the organization level.Moreover,according to social cognitive theory,corporate hypocrisy belongs to the overall moral environment factors at the organizational level,wh

关 键 词：个性化契约 心理特权 企业伪善 亲组织不道德行为 

分 类 号：F272.92[经济管理—企业管理]