Hou Changchang, Cheng Ken, He Jiaying, Hu Panpan, Lin Yinghui
School of Management, Zhejiang University of Technology, Hangzhou, China.
School of Management, Shanghai University, Shanghai, China.
Front Psychol. 2023 Jan 12;13:1078122. doi: 10.3389/fpsyg.2022.1078122. eCollection 2022.
As a kind of deviant and unethical behavior in the workplace, unethical pro-family behavior (UPFB) has recently received increased attention. Yet, the question of how to reduce UPFB remains less well understood. From the personal identification perspective, we hypothesize that leader self-sacrificial behavior (LSSB) inhibits employees' UPFB through the mediation of identification with the leader. We further argue that employees' perceived insider status enhances this hypothesized relationship. Our analysis of two-wave data collected from 236 Chinese employees indicated that identification with the leader partially mediated the negative relationship between LSSB and UPFB. Moreover, the effect of LSSB on identification with the leader and the aforementioned mediating relationship were stronger for employees who perceived themselves as insiders than outsiders. These findings provide theoretical implications for research on UPFB and LSSB and offer some suggestions that managers can follow to inhibit UPFB. Limitations and future research directions are also discussed.
作为职场中一种越轨和不道德的行为，不道德的亲家庭行为（UPFB）最近受到了越来越多的关注。然而，如何减少不道德的亲家庭行为这个问题仍未得到很好的理解。从个人认同的角度来看，我们假设领导者的自我牺牲行为（LSSB）通过员工对领导者的认同这一中介作用来抑制员工的不道德亲家庭行为。我们进一步认为，员工感知到的内部人身份会增强这种假设的关系。我们对从236名中国员工那里收集的两波数据的分析表明，对领导者的认同部分中介了领导者自我牺牲行为与不道德亲家庭行为之间的负向关系。此外，对于那些将自己视为内部人的员工，领导者自我牺牲行为对领导者认同的影响以及上述中介关系比将自己视为外部人的员工更强。这些发现为不道德亲家庭行为和领导者自我牺牲行为的研究提供了理论启示，并为管理者抑制不道德亲家庭行为提供了一些可遵循的建议。同时也讨论了研究的局限性和未来研究方向。
