内部企业社会责任对员工反生产行为的影响——组织认同的中介和理想主义道德标准的调节
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摘要
本研究以社会交换理论和组织认同理论为基础,从企业社会责任视角切入,引入组织认同作为中介变量、理想主义道德标准作为调节变量,进一步探索与分析内部企业社会责任对员工反生产行为的影响。通过对6家企业301份有效员工样本的数据分析,研究结果显示:(1)内部企业社会责任通过正向影响组织认同进而有效降低员工组织导向和人际导向的反生产行为;(2)组织认同在内部企业社会责任与员工反生产行为间起到中介效应;(3)个人道德标准中的理想主义道德标准负向调节了组织认同和反生产行为之间的关系。本研究解释了内部企业社会责任对员工反生产行为的影响机制,扩展了反生产行为的前因变量,并从企业社会责任角度对企业提升组织绩效、降低员工反生产行为提出有益建议。
Counterproductive work behaviors(CWB) can be defined as any volitional acts by employees that potentially violate the legitimate interests of,or do harm to,an organization or its stakeholders.Its manifestations are diverse,such as absenteeism,late arrival,passive absenteeism,no Operate according to the process,steal company property,deliberately destroy,personally attack or insult colleagues,spread rumors,and gang out.With the fast development of the economy and the era of big data,counterproductive work behaviors show a more concealed but more destructive behavior pattern that uses corporate resources to make illegal profits or turn a blind eye to the company's non-compliant transactions.How to reduce the counterproductive work behaviors of employees and make the effective incentives of human resources are the problems that enterprises and researchers need to solve urgently.But the fact is that although counterproductive work behaviors have been the focus of many scholars,the current research is relatively fragmented.The research on the influencing factors and mechanism of counterproductive work behaviors of employees in Chinese context is still unclear.Few studies have taken corporate social responsibility(CSR)into consideration as an organizational factor affecting counterproductive work behaviors.The research on the impact of corporate social responsibility on counterproductive work behaviors is relatively blank,and the mechanism of action between the two is unknown.Meanwhile,the researches on how corporate social responsibility influences the employees' negative emotions and extra-role behaviors(such as counterproductive work behaviors) are still scarce,and lack of in-depth and systematic analysis of its impact mechanism.As corporate social responsibility behavior has become the normal behavior of enterprise development,it is of far-reaching theoretical and practical significance to consider corporate social responsibility into organizational factors that influence counterproductive work behaviors.Considered the existing research shortages and realistic needs and based on the social exchange theory and organizational identity theory,this study with the perspective of corporate social responsibility analyzed the effects of internal corporate social responsibility on employees' counterproductive work behavior,which used organizational identification as the mediation role and ethical ideology as the moderator role to open the black box.Through data analysis of 301 valid employee samples from 6 companies,the results show that:(1)Internal CSR can positively enhance employees' organizational identification and reduce employees' CWB-O and CWB-I;(2)Organizational identity mediates the relationship between internal CSR and CWB;(3)Idealism ethical ideology negatively moderates the relationship between organizational identity and CWB.There are theoretical contributions in this study.Firstly,this study took the internal corporate social responsibility as the organizational factors that affect employees' counterproductive work behaviors,established an analytical framework that enhanced employee organizational identity through corporate social responsibility and reduced employee counterproductive work behaviors,and explained the impact mechanism of internal corporate social responsibility on employees' counterproductive work behaviors.It also extended the antecedent variable of counterproductive work behaviors.Secondly,this study explored the moderate role of idealism ethical ideology,and made up for the deficiency of empirical research on the impact of ethical ideology on moral behaviors and counterproductive work behaviors.Thirdly,by incorporating counterproductive work behaviors into the field of post-effect research of corporate social responsibility,this research expanded the research scope of micro-CSR and made up for the lack of research of its impact on employees' negative behaviors.Finally,from the perspective of corporate social responsibility,it provided useful suggestions for enterprises to improve organizational performance and reduce employees' counterproductive work behaviors.
Counterproductive work behaviors(CWB) can be defined as any volitional acts by employees that potentially violate the legitimate interests of,or do harm to,an organization or its stakeholders.Its manifestations are diverse,such as absenteeism,late arrival,passive absenteeism,no Operate according to the process,steal company property,deliberately destroy,personally attack or insult colleagues,spread rumors,and gang out.With the fast development of the economy and the era of big data,counterproductive work behaviors show a more concealed but more destructive behavior pattern that uses corporate resources to make illegal profits or turn a blind eye to the company's non-compliant transactions.How to reduce the counterproductive work behaviors of employees and make the effective incentives of human resources are the problems that enterprises and researchers need to solve urgently.But the fact is that although counterproductive work behaviors have been the focus of many scholars,the current research is relatively fragmented.The research on the influencing factors and mechanism of counterproductive work behaviors of employees in Chinese context is still unclear.Few studies have taken corporate social responsibility(CSR)into consideration as an organizational factor affecting counterproductive work behaviors.The research on the impact of corporate social responsibility on counterproductive work behaviors is relatively blank,and the mechanism of action between the two is unknown.Meanwhile,the researches on how corporate social responsibility influences the employees' negative emotions and extra-role behaviors(such as counterproductive work behaviors) are still scarce,and lack of in-depth and systematic analysis of its impact mechanism.As corporate social responsibility behavior has become the normal behavior of enterprise development,it is of far-reaching theoretical and practical significance to consider corporate social responsibility into organizational factors that influence counterproductive work behaviors.Considered the existing research shortages and realistic needs and based on the social exchange theory and organizational identity theory,this study with the perspective of corporate social responsibility analyzed the effects of internal corporate social responsibility on employees' counterproductive work behavior,which used organizational identification as the mediation role and ethical ideology as the moderator role to open the black box.Through data analysis of 301 valid employee samples from 6 companies,the results show that:(1)Internal CSR can positively enhance employees' organizational identification and reduce employees' CWB-O and CWB-I;(2)Organizational identity mediates the relationship between internal CSR and CWB;(3)Idealism ethical ideology negatively moderates the relationship between organizational identity and CWB.There are theoretical contributions in this study.Firstly,this study took the internal corporate social responsibility as the organizational factors that affect employees' counterproductive work behaviors,established an analytical framework that enhanced employee organizational identity through corporate social responsibility and reduced employee counterproductive work behaviors,and explained the impact mechanism of internal corporate social responsibility on employees' counterproductive work behaviors.It also extended the antecedent variable of counterproductive work behaviors.Secondly,this study explored the moderate role of idealism ethical ideology,and made up for the deficiency of empirical research on the impact of ethical ideology on moral behaviors and counterproductive work behaviors.Thirdly,by incorporating counterproductive work behaviors into the field of post-effect research of corporate social responsibility,this research expanded the research scope of micro-CSR and made up for the lack of research of its impact on employees' negative behaviors.Finally,from the perspective of corporate social responsibility,it provided useful suggestions for enterprises to improve organizational performance and reduce employees' counterproductive work behaviors.
引文
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[6]新浪科技.前员工爆FB如黑市:数据收集常发生,管理层置若罔闻[EB/OL].(2019-02-01).[2018-03-22].https://tech.sina.com.cn/it/2018-03-22/doc-ifysnevk5078360.shtml.
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[14]Aguilera,R.V.,D.E.Rupp,and C.A.Williams.Putting the S Back in Corporate Social Responsibility:A Multilevel Theory of Social Change in Organizations[J].Academy of Management Review,2007,32,(3):836-863.
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[19]Carmeli,A.,G.Gilat,and D.A.Waldman.The Role of Perceived Organizational Performance in Organizational Identification,Adjustment and Job Performance[J].Journal of Management Studies,2007,44,(6):972-992.
[20]Farooq,O.,D.E.Rupp,and M.Farooq.The Multiple Pathways through which Internal and External Corporate Social Responsibility Influence Organizational Identification and Multifoci Outcomes:The Moderating Role of Cultural and Social Orientations[J].Academy of Management Journal,2017,60,(3):954-985.
[21]Glavas,A.,and S.K.Piderit.How Does Doing Good Matter?Effects of Corporate Citizenship on Employees[J].Journal of Corporate Citizenship,2009,(36):51-70.
[22]Carnahan,S.,D.Kryscynski,and D.Olson.When does Corporate Social Responsibility Reduce Employee Turnover?Evidence from Attorneys before and after 9/11[J].Academy of Management Journal,2017,60,(5):1932-1962.
[23]Lin,C.P.,N.M.Lyau,Y.H.Tsai,W.Y.Chen,and C.K.Chiu.Modeling Corporate Citizenship and Its Relationship with Organizational Citizenship Behaviors[J].Journal of Business Ethics,2010,95,(3):357-372.
[24]张爱卿,吕昆鹏,钱振波.企业社会责任形象与员工工作满意度及组织公民行为的关系[J].北京:经济管理,2010,(8):86-92.
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