Ted Rogers School of Management.
Lazaridis School of Business and Economics.
J Appl Psychol. 2020 Oct;105(10):1164-1180. doi: 10.1037/apl0000485. Epub 2020 Jan 30.
Scholars have devoted significant attention to investigating and people cheat in organizations. However, there is increasing recognition that these behaviors can be difficult to eradicate, which points to the importance of understanding the of cheating. Given that cheating violates moral norms that govern social relationships, it is critical to understand how cheating can influence social dynamics in the workplace. Drawing upon appraisal theories, we argue that cheating can have damaging consequences for individuals and their social relationships by eliciting shame. In turn, shame can reduce the extent to which individuals value receiving justice-a critical facilitator of social relationships in the workplace. We test our predictions across 6 studies using different samples and methodologies. In Study 1, we find that cheating is negatively associated with the importance people place on others upholding justice for them (i.e., overall justice values). In Studies 2-6, we demonstrate that shame plays a mediating role in this relationship, even in the presence of guilt and embarrassment. In Studies 3-5, we identify organizational identification as a moderator and show that the effect of cheating on shame is stronger for those with high (vs. low) identification. Theoretical implications include the importance of identifying the outcomes of cheating for individuals within organizational contexts, understanding the functional and dysfunctional consequences of shame, recognizing the differential effects of discrete emotions, and elucidating the role of identity within the context of cheating. We conclude with practical recommendations for managing cheating behaviors and their outcomes in the workplace. (PsycInfo Database Record (c) 2020 APA, all rights reserved).
学者们已经投入大量精力来研究和探讨组织中的欺骗行为。然而，越来越多的人认识到这些行为很难被根除，这就凸显了理解欺骗行为背后动机的重要性。鉴于欺骗行为违反了指导社会关系的道德规范，因此理解欺骗行为如何影响工作场所中的社会动态至关重要。本文借鉴评价理论，认为欺骗行为通过引发羞耻感，可能会对个体及其社会关系产生破坏性的后果。反过来，羞耻感又会降低个体对获得公正待遇的重视程度，而公正待遇是工作场所中社会关系的关键促进因素。我们通过 6 项研究来检验我们的预测，这些研究使用了不同的样本和方法。在研究 1 中，我们发现欺骗行为与个体对他人为自己主持公正的重视程度呈负相关（即整体公正价值观）。在研究 2-6 中，我们证明了羞耻感在这种关系中起中介作用，即使在存在内疚感和尴尬感的情况下也是如此。在研究 3-5 中，我们将组织认同识别为一个调节变量，并表明对于认同度高（而非认同度低）的个体来说，欺骗行为对羞耻感的影响更强。理论意义包括识别组织背景下个体欺骗行为的后果、理解羞耻感的功能和非功能后果、认识到离散情绪的不同影响，以及阐明身份在欺骗背景下的作用。最后，我们提出了一些管理工作场所欺骗行为及其后果的实际建议。
