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员工不道德的亲组织行为后果研究:道德认同的调节作用。

Research on the consequences of employees' unethical pro-organizational behavior: The moderating role of moral identity.

作者信息

Zhao Manlu, Qu Shiyou

机构信息

School of Management, Harbin Institute of Technology, Harbin, Heilongjiang, China.

出版信息

Front Psychol. 2022 Dec 22;13:1068606. doi: 10.3389/fpsyg.2022.1068606. eCollection 2022.

Abstract

INTRODUCTION

In recent years, employees' unethical pro-organizational behavior (UPB) has become a social hot issue. This behavior benefits their organization or colleagues while violating core social ethics. Numerous studies have predominately focused on identifying the antecedents and formation mechanisms of UPB. However, only a few studies have focused on the effects and outcomes of UPB. Moreover, guilt triggered by unethical behaviors can motivate individuals to adopt pro-social behaviors, but studies on the effects of UPB on pro-social behavior of actors are rather limited. Therefore, this study explores the underlying relationship between employees' UPB and their own pro-environmental behavior based on the conservation of resources theory.

METHODS

Through collecting data ( = 319) from a Chinese online survey company in different time intervals, the theoretical model was tested by the application of Amos 27.0 and SPSS 25.0 for analysis of the data. The CFA, descriptive analysis, hierarchical regression were illustrated in the article.

RESULTS

This study demonstrated that, through emotions of guilt, employees' UPB is negatively correlated with their own environmental protection act. While this relationship is being examined, moral identity plays this mediating role, which can moderate the indirect relationship between employees' UPB and their environmental behavior through guilt.

DISCUSSION

The purpose of the research was to identify the influence mechanisms that contribute to employees' pro-organizational but unethical behavior. With guilt serving as the mediating variable and moral identity serving as the moderating variable, a research model built on the principle of the conservation of resources theory was constructed. This research examines the impact mechanism and boundary conditions of UPB on individual pro-environmental behaviors from the perspective of employees. This paper discusses the theoretical and practical implications of the report's results.

摘要

引言

近年来,员工的不道德亲组织行为(UPB)已成为一个社会热点问题。这种行为在违反核心社会道德的同时,却对其所在组织或同事有益。众多研究主要集中于识别不道德亲组织行为的前因及形成机制。然而,仅有少数研究关注不道德亲组织行为的影响及后果。此外,不道德行为引发的内疚感能够促使个体采取亲社会行为,但关于不道德亲组织行为对行为者亲社会行为影响的研究相当有限。因此,本研究基于资源守恒理论,探讨员工的不道德亲组织行为与其自身亲环境行为之间的潜在关系。

方法

通过在不同时间间隔从一家中国在线调查公司收集数据(n = 319),运用Amos 27.0和SPSS 25.0对数据进行分析,以检验理论模型。文章阐述了验证性因子分析、描述性分析和层次回归分析。

结果

本研究表明,通过内疚情绪,员工的不道德亲组织行为与其自身的环境保护行为呈负相关。在考察这种关系时,道德认同起到了中介作用,它能够调节员工的不道德亲组织行为与他们的环境行为之间通过内疚产生的间接关系。

讨论

本研究旨在识别导致员工亲组织但不道德行为的影响机制。以内疚为中介变量,道德认同为调节变量,构建了一个基于资源守恒理论原则的研究模型。本研究从员工角度考察了不道德亲组织行为对个体亲环境行为的影响机制及边界条件。本文讨论了研究结果的理论和实践意义。

https://cdn.ncbi.nlm.nih.gov/pmc/blobs/ce3f/9813445/e730ee8f5d94/fpsyg-13-1068606-g001.jpg

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