不道德亲组织行为的解释机制与权变理论模型  

Explanatory Mechanism and Contingency Theoretical Model of Unethical Pro-organizational Behavior

作　　者：栾宇翔 赵国龙 LUAN Yuxiang;ZHAO Guolong(School of Labor and Human Resources,Renmin University of China,Beijing 100872,China;Chinese Academy of International Trade and Economic Cooperation,Beijing 100710,China)

机构地区：[1]中国人民大学劳动人事学院,北京100872 [2]商务部国际贸易经济合作研究院,北京100710

出　　处：《大连民族大学学报》2024年第4期320-324,共5页Journal of Dalian Minzu University

基　　金：宁夏哲学社会科学规划项目“宁夏‘专精特新’中小企业组织韧性评价和培育机制研究”(23NXCGL02)阶段性成果。

摘　　要：不道德亲组织行为(Unethical Pro-organizational Behavior)是指员工为维护组织利益而采取的不道德行为。在数字化环境下,员工的不道德亲组织行为可能会带来更严重的负面影响,但现有研究对此尚未给予足够的重视。因此有必要梳理不道德亲组织行为的概念内涵,并从社会交换、社会认同、社会认知及社会学习等四个理论机制出发,探讨该行为的前因。在此基础上,提出了一个基于权变理论的研究模型,旨在揭示不道德亲组织行为对个体和组织层面的影响结果。结论丰富了对不道德亲组织行为的理论研究,并为管理实践提供了有价值的参考。This paper investigates the phenomenon of Unethical Pro-organizational Behavior(UPB),where employees engage in unethical acts to benefit their organization.It aims to understand theoretical mechanism driving such behavior and its consequences in the digital context.This paper reviews existing main research on unethical pro-organizational behavior,explores its concept and characteristics,and identifies four key mechanisms influencing its occurrence:social exchange,social identity,social cognition,and social learning.Building upon this foundation,a research model based on contingency theory is proposed to examine the individual and organizational consequences of unethical pro-organizational behavior.The study sheds light on the factors that contribute to employees engaging in unethical behavior for organizational gain.It proposes a model that explores the consequences of unethical proorganizational behavior.By identifying its antecedents and consequences,the study provides valuable insights for organizations to manage and prevent such behavior,ultimately promoting ethical and responsible conduct within the workforce.

关 键 词：不道德亲组织行为 社会交换 社会认同 社会认知 社会学习 权变理论 

分 类 号：F270[经济管理—企业管理]