领导底线思维对员工亲团队非伦理行为的影响机制研究  

Research on the Effects of Leader Bottom-Line Mentality to Employee Pro-Group Unethical Behavior

作　　者：童俊 傅云 陈思源 柏阳 张啸 TONG Jun;FU Yun;CHEN Siyuan;BAI Yang;ZHANG Xiao(Southwest University,Chongqing,China;Zhongnan University of Economics and Law,Wuhan,China;Peking University,Beijing,China)

机构地区：[1]西南大学经济管理学院 [2]中南财经政法大学工商管理学院 [3]北京大学光华管理学院,北京市100875

出　　处：《管理学报》2025年第3期462-471,共10页Chinese Journal of Management

基　　金：国家自然科学资助基金项目(72172157)。

摘　　要：基于压力认知评估理论,通过分析多时间点收集的301份数据,对领导底线思维如何促进员工亲团队非伦理行为进行实证分析,并揭示了员工感知团队绩效压力的中介机制以及任务互依性的调节效应。研究结果发现:领导底线思维能够促进员工亲团队非伦理行为;员工感知团队绩效压力在领导底线思维与员工亲团队非伦理行为的关系中起中介作用;员工任务互依性不仅削弱了领导底线思维与员工感知团队绩效压力之间的正向关系,还削弱了员工感知团队绩效压力在领导底线思维与员工亲团队非伦理行为之间的间接效应。Based on the cognitive appraisal theory of stress,this study empirically examines how leader bottom-line mentality promotes employee pro-group unethical behavior through the analysis of 301 data points collected at multiple time intervals.It further reveals the mediating role of employee perceived group performance pressure and the moderating effect of task interdependence.The results indicate that leader bottom-line mentality can promote employee pro-group unethical behavior.Employee perceived group performance pressure mediates the relationship between leader bottom-line mentality and employee pro-group unethical behavior.Employee task interdependence not only negatively moderates the relationship between leader bottom-line mentality and employee perceived group performance pressure,meaning that the higher the task interdependence,the stronger the impact of leader bottom-line mentality on employee perceived group performance pressure,,but also mitigates the indirect effect of employee perceived group performance pressure on leader bottom-line mentality and employee pro-group unethical behavior.

关 键 词：领导底线思维 员工亲团队非伦理行为 员工感知团队绩效压力 任务互依性 

分 类 号：C93[经济管理—管理学]