动机视角下的亲组织不道德行为
|
摘要
亲组织不道德行为是近年来组织行为学界广泛关注的研究议题。但是,关于亲组织不道德行为的概念内涵,目前还存在一定模糊性。基于动机视角,从亲组织不道德行为的定义、特征、动机、类型等方面,对亲组织不道德行为的概念模糊性进行细致解构与深入剖析,形成相对系统的亲组织不道德行为概念内涵;并据此概念内涵背后的动机逻辑,对现有的亲组织不道德行为影响因素进行分类梳理,阐释其对亲组织不道德行为的影响机制;最后,从细分类型、测量工具、研究视角、影响因素、抑制机制、影响效应与本土化等方面为后续研究提供针对性的建议。
Unethical pro-organizational behavior(UPB) is an important research topic which has drawn more and more attention from the organizational behavior field in recent years. Yet, it's worth noting that the conceptualization of UPB is somewhat vague. Based on the motivational perspective, this paper deeply deconstructs and analyses the conceptual ambiguity of UPB in terms of definition, characteristic, motivation and type, and form a systematic concept connotation of UPB. Further, following the motivation-related logic behind UPB, this paper systematically reviews the influencing factors of UPB, and explains the mechanisms of these influencing factors on UPB. Finally, this paper provides specific suggestions for future research in terms of subtype, measurement, research perspective, influencing factor, inhibition mechanism, influencing mechanism and localization.
Unethical pro-organizational behavior(UPB) is an important research topic which has drawn more and more attention from the organizational behavior field in recent years. Yet, it's worth noting that the conceptualization of UPB is somewhat vague. Based on the motivational perspective, this paper deeply deconstructs and analyses the conceptual ambiguity of UPB in terms of definition, characteristic, motivation and type, and form a systematic concept connotation of UPB. Further, following the motivation-related logic behind UPB, this paper systematically reviews the influencing factors of UPB, and explains the mechanisms of these influencing factors on UPB. Finally, this paper provides specific suggestions for future research in terms of subtype, measurement, research perspective, influencing factor, inhibition mechanism, influencing mechanism and localization.
引文
陈默,梁建.(2017).高绩效要求与亲组织不道德行为:基于社会认知理论的视角.心理学报,49(1),94-105.
程垦,林英晖.(印刷中a).责任型领导与组织惩罚对亲组织非伦理行为的影响.管理科学.
程垦,林英晖.(印刷中b).组织认同一定会促进亲组织非伦理行为吗?社会责任型人力资源管理的作用.心理科学.
杜兰英,段天格,李铭泽.(2016).不道德亲组织行为研究述评与展望.中国人力资源开发,33(7),50-57.
郭亿馨,苏勇,吉祥熙.(2018).员工未来关注与不道德亲组织行为:一个中介-调节模型的构建与检验.中国人力资源开发,35(2),30-40.
李根强.(2016).伦理型领导、组织认同与员工亲组织非伦理行为:特质调节焦点的调节作用.科学学与科学技术管理,37(12),125-135.
李根强,杨锐.(2019).团队内亲组织非伦理行为的产生与传染机制研究.软科学,33(1),126-129.
李志成,王震,祝振兵,占小军.(2018).基于情绪认知评价的员工绩效压力对亲组织非伦理行为的影响研究.管理学报,15(3),358-365.
林英晖,程垦.(2016).领导-部属交换与员工亲组织非伦理行为:差序格局视角.管理科学,29(5),57-70.
林英晖,程垦.(2017).差序式领导与员工亲组织非伦理行为:圈内人和圈外人视角.管理科学,30(3),35-50.
罗帆,徐瑞华.(2017).高承诺人力资源管理实践对亲组织非伦理行为的影响--组织支持感的中介作用与道德认同的调节作用.中国人力资源开发,34(10),28-39.
孙春玲,姬玉,许芝卫.(2018).心理授权对工程项目团队不道德亲组织行为的影响研究--基于组织惯例的调节作用.中国软科学,(4),155-164.
陶厚永,章娟,李玲.(2016).差序式领导对员工利社会行为的影响.中国工业经济,(3),114-129.
王汉瑛,田虹,邢红卫.(2018).内部审计师的亲组织非伦理行为:基于双重认同视角.管理科学,31(4),30-44.
王晓辰,高欣洁,郭攀博,李清.(2018).亲组织不道德行为的多层次模型.心理科学进展,26(6),1111-1120.
王晓辰,高欣洁,李清.(2018).亲组织非伦理行为对员工职业发展的影响:一个跨层的被调节中介.心理科学,41(3),646-652.
王晓辰,应莺.(2018).变革型领导如何影响员工亲组织非伦理行为?一个被调节的中介作用模型.财经论丛,(3),97-104.
吴明证,邵晓露,孙晓玲,李宁.(2017).服务型领导、道德认同与UPB的关系.应用心理学,23(2),152-161.
吴明证,沈斌,孙晓玲.(2016).组织承诺和亲组织的非伦理行为关系:道德认同的调节作用.心理科学,39(2),392-398.
徐琳,王济干,樊传浩.(2018).授权型领导对员工亲组织非伦理行为的影响:一个链式中介模型.科学学与科学技术管理,39(6),109-121.
杨国枢,黄光国,杨中芳.(2008).华人本土心理学.重庆:重庆大学出版社.
杨继平,王兴超,高玲.(2010).道德推脱的概念、测量及相关变量.心理科学进展,18(4),671-678.
张桂平.(2016).职场排斥对员工亲组织性非伦理行为的影响机制研究.管理科学,29(4),104-114.
张艳清,王晓晖,王海波.(2016).组织情境下的不道德行为现象:来自道德推脱理论的解释.心理科学进展,24(7),1107-1117.
张永军,江晓燕,赵国祥.(2017).伦理氛围与亲组织非伦理行为:道德辩护的中介效应.心理科学,40(5),1189-1194.
张永军,张鹏程,赵君.(2017).家长式领导对员工亲组织非伦理行为的影响:基于传统性的调节效应.南开管理评论,20(2),169-179.
赵红丹,周君.(2017).企业伪善、道德推脱与亲组织非伦理行为:有调节的中介效应.外国经济与管理,39(1),15-28.
郑伯埙.(1995).差序格局与华人组织行为.华人本土心理学,(3),142-219.
钟熙,王甜,罗淏元,宋铁波.(2018).上下级关系与亲组织非伦理行为:基于组织认同与自我牺牲型领导的作用.科学学与科学技术管理,39(6),122-135.
Aquino,K.,&Reed,A.(2002).The self-importance of moral identity.Journal of Personality and Social Psychology,83(6),1423-1440.
Ashforth,B.E.,&Anand,V.(2003).The normalization of corruption in organizations.Research in Organizational Behavior,25,1-52.
Ashforth,B.E.,Harrison,S.H.,&Corley,K.G.(2008).Identification in organizations:An examination of four fundamental questions.Journal of Management,34(3),325-374.
Ashforth,B.E.,&Mael,F.(1989).Social identity theory and the organization.Academy of Management Review,14(1),20-39.
Bandura,A.(1986).Social foundations of thought and action:A social cognitive theory.Englewood Cliffs:Prentice Hall.
Bandura,A.(1999).Moral disengagement in the perpetuation of inhumanities.Personality and Social Psychology Review,3(3),193-209.
Castille,C.M.,Buckner,J.E.,&Thoroughgood,C.N.(2018).Prosocial citizens without a moral compass?Examining the relationship between Machiavellianism and unethical pro-organizational behavior.Journal of Business Ethics,149(4),919-930.
Chen,M.,Chen,C.C.,&Sheldon,O.J.(2016).Relaxing moral reasoning to win:How organizational identification relates to unethical pro-organizational behavior.Journal of Applied Psychology,101(8),1082-1096.
Christie,R.,&Geis,F.L.(1970).Studies in Machiavellianism.New York:Academic Press.
Effelsberg,D.,&Solga,M.(2015).Transformational leaders’in-group versus out-group orientation:Testing the link between leaders’organizational identification,their willingness to engage in unethical pro-organizational behavior,and follower-perceived transformational leadership.Journal of Business Ethics,126(4),581-590.
Effelsberg,D.,Solga,M.,&Gurt,J.(2014).Transformational leadership and follower’s unethical behavior for the benefit of the company:A two-study investigation.Journal of Business Ethics,120(1),81-93.
Ghosh,S.K.(2017).The direct and interactive effects of job insecurity and job embeddedness on unethical proorganizational behavior:An empirical examination.Personnel Review,46(6),1182-1198.
Gino,F.,Ayal,S.,&Ariely,D.(2013).Self-serving altruism The lure of unethical actions that benefit others.Journal of Economic Behavior and Organization,93,285-292.
Graham,K.A.,Ziegert,J.C.,&Capitano,J.(2015).The effect of leadership style,framing,and promotion regulatory focus on unethical pro-organizational behavior.Journal of Business Ethics,126(3),423-436.
Johnson,H.H.,&Umphress,E.E.(in press).To help my supervisor:Identification,moral identity,and unethical pro-supervisor behavior.Journal of Business Ethics.
Kalshoven,K.,van Dijk,H.,&Boon,C.(2016).Why and when does ethical leadership evoke unethical follower behavior?.Journal of Managerial Psychology,31(2),500-515.
Kohlberg,L.(1969).Stage and sequence:The cognitivedevelopmental approach to socialization.In D.A.Goslin(Ed.),Handbook of socialization:Theory and research(pp347-380).Chicago:Rand McNally.
Kong,D.T.(2016).The pathway to unethical proorganizational behavior:Organizational identification as a joint function of work passion and trait mindfulness.Personality and Individual Differences,93,86-91.
Lawrence,E.R.,&Kacmar,K.M.(2017).Exploring the impact of job insecurity on employees’unethical behavior.Business Ethics Quarterly,27(1),39-70.
Lee,A.,Schwarz,G.,Newman,A.,&Legood,A.(2019).Investigating when and why psychological entitlement predicts unethical pro-organizational behavior.Journal of Business Ethics,154(1),109-126.
Mael,F.A.,&Ashforth,B.E.(1992).Alumni and their alma mater:A partial test of the reformulated model of organizational identification.Journal of Organizational Behavior,13(2),103-123.
Matherne,C.F.,&Litchfield,S.R.(2012).Investigating the relationship between affective commitment and unethical pro-organizational behaviors:The role of moral identity.Journal of Leadership,Accountability and Ethics,9(5),35-46.
May,D.R.,Chang,Y.K.,&Shao,R.(2015).Does ethical membership matter?Moral identification and its organizational implications.Journal of Applied Psychology,100(3),681-694.
Mesdaghinia,S.,Rawat,A.,&Nadavulakere,S.(in press).Why moral followers quit:Examining the role of leader bottom-line mentality and unethical pro-leader behavior.Journal of Business Ethics.
Meyer,J.P.,&Allen,N.J.(1991).A three-component conceptualization of organizational commitment.Human Resource Management Review,1(1),61-89.
Miao,Q.,Newman,A.,Yu,J.,&Xu,L.(2013).The relationship between ethical leadership and unethical pro-organizational behavior:Linear or curvilinear effects?.Journal of Business Ethics,116(3),641-653.
Moore,C.,Detert,J.R.,Trevi?o,L.K.,Baker,V.L.,&Mayer,D.M.(2012).Why employees do bad things:Moral disengagement and unethical organizational behavior.Personnel Psychology,65(1),1-48.
Reed,A.,&Aquino,K.F.(2003).Moral identity and the expanding circle of moral regard toward out-groups.Journal of Personality and Social Psychology,84(6),1270-1286.
Schutts,J.,&Shelley,K.(2014).Modeling a values-basedcongruence framework to predict organization constructs in fraternities and sororities.Oracle:The Research Journal of the Association of Fraternity/Sorority Advisors,9(1),33-53.
Shu,X.(2015).Contagion effect of unethical pro-organizational behavior among members within organization.Metallurgical and Mining Industry,(5),235-242.
Thau,S.,Derfler-Rozin,R.,Pitesa,M.,Mitchell,M.S.,&Pillutla,M.M.(2015).Unethical for the sake of the group:Risk of social exclusion and pro-group unethical behavior.Journal of Applied Psychology,100(1),98-113.
Tian,Q.,&Peterson,D.K.(2016).The effects of ethical pressure and power distance orientation on unethical pro-organizational behavior:The case of earnings management.Business Ethics:A European Review,25(2),159-171.
Trevi?o,L.K.,den Nieuwenboer,N.A.,&Kish-Gephart,J.J.(2014).(Un)Ethical behavior in organizations.Annual Review of Psychology,65,635-660.
Umphress,E.E.,&Bingham,J.B.(2011).When employees do bad things for good reasons:Examining unethical pro-organizational behaviors.Organization Science,22(3),621-640.
Umphress,E.E.,Bingham,J.B.,&Mitchell,M.S.(2010).Unethical behavior in the name of the company:The moderating effect of organizational identification and positive reciprocity beliefs on unethical pro-organizational behavior.Journal of Applied Psychology,95(4),769-780.
Wang,T.,Long,L.,Zhang,Y.,&He,W.(in press).A social exchange perspective of employee-organization relationships and employee unethical pro-organizational behavior:The moderating role of individual moral identity.Journal of Business Ethics.
Zhang,S.(in press).Workplace spirituality and unethical pro-organizational behavior:The mediating effect of job satisfaction.Journal of Business Ethics.
1在美国都乐食品公司的案例中,首席运营官兼总顾问Carter为了使他的领导兼首席执行官Murdock能够以较低股价购买公司股票,向董事会谎报了公司经营上的财务问题与财务预期,从而压低公司股价。
2“实现动机的载体”说源于匿名审稿人富有洞见的评论。对此,作者向匿名审稿人致以诚挚的谢意。
3需要承认的是,本文对这一问题的分析是相对有限的。尽管如此,作者仍期望通过本文对这一问题的思考,在一定程度上能深化对亲组织不道德行为的理解与认识,并引发学界对这一问题更多的关注与讨论。
4需要说明的是:第一,当前关于亲成员动机在亲组织不道德行为形成过程中的作用的理论和实证研究还十分匮乏,因而本文没有针对性地建立亲成员动机与亲组织不道德行为影响因素之间的逻辑关联;第二,本文在此处引入亲社会动机,并将亲社会动机与亲组织不道德行为影响因素建立逻辑上的联系,原因在于亲组织不道德行为违反了社会道德规范,会受到道德相关因素的影响;第三,本文中的亲社会动机强调要符合社会道德规范,而亲组织动机、亲成员动机、利己动机则无需如此。
5本文采用道德推脱(moral disengagement)而非Umphress和Bingham(2011)采用的中立化(neutralization)作为亲组织不道德行为的近端影响因素,原因有二:第一,尽管道德推脱与中立化在本质上是一致的,但相较于中立化的五种子机制,道德推脱被进一步细分出八种子机制,具有更为丰富的内涵;第二,在实证研究方面,学者们也主要采用道德推脱作为研究变量。
程垦,林英晖.(印刷中a).责任型领导与组织惩罚对亲组织非伦理行为的影响.管理科学.
程垦,林英晖.(印刷中b).组织认同一定会促进亲组织非伦理行为吗?社会责任型人力资源管理的作用.心理科学.
杜兰英,段天格,李铭泽.(2016).不道德亲组织行为研究述评与展望.中国人力资源开发,33(7),50-57.
郭亿馨,苏勇,吉祥熙.(2018).员工未来关注与不道德亲组织行为:一个中介-调节模型的构建与检验.中国人力资源开发,35(2),30-40.
李根强.(2016).伦理型领导、组织认同与员工亲组织非伦理行为:特质调节焦点的调节作用.科学学与科学技术管理,37(12),125-135.
李根强,杨锐.(2019).团队内亲组织非伦理行为的产生与传染机制研究.软科学,33(1),126-129.
李志成,王震,祝振兵,占小军.(2018).基于情绪认知评价的员工绩效压力对亲组织非伦理行为的影响研究.管理学报,15(3),358-365.
林英晖,程垦.(2016).领导-部属交换与员工亲组织非伦理行为:差序格局视角.管理科学,29(5),57-70.
林英晖,程垦.(2017).差序式领导与员工亲组织非伦理行为:圈内人和圈外人视角.管理科学,30(3),35-50.
罗帆,徐瑞华.(2017).高承诺人力资源管理实践对亲组织非伦理行为的影响--组织支持感的中介作用与道德认同的调节作用.中国人力资源开发,34(10),28-39.
孙春玲,姬玉,许芝卫.(2018).心理授权对工程项目团队不道德亲组织行为的影响研究--基于组织惯例的调节作用.中国软科学,(4),155-164.
陶厚永,章娟,李玲.(2016).差序式领导对员工利社会行为的影响.中国工业经济,(3),114-129.
王汉瑛,田虹,邢红卫.(2018).内部审计师的亲组织非伦理行为:基于双重认同视角.管理科学,31(4),30-44.
王晓辰,高欣洁,郭攀博,李清.(2018).亲组织不道德行为的多层次模型.心理科学进展,26(6),1111-1120.
王晓辰,高欣洁,李清.(2018).亲组织非伦理行为对员工职业发展的影响:一个跨层的被调节中介.心理科学,41(3),646-652.
王晓辰,应莺.(2018).变革型领导如何影响员工亲组织非伦理行为?一个被调节的中介作用模型.财经论丛,(3),97-104.
吴明证,邵晓露,孙晓玲,李宁.(2017).服务型领导、道德认同与UPB的关系.应用心理学,23(2),152-161.
吴明证,沈斌,孙晓玲.(2016).组织承诺和亲组织的非伦理行为关系:道德认同的调节作用.心理科学,39(2),392-398.
徐琳,王济干,樊传浩.(2018).授权型领导对员工亲组织非伦理行为的影响:一个链式中介模型.科学学与科学技术管理,39(6),109-121.
杨国枢,黄光国,杨中芳.(2008).华人本土心理学.重庆:重庆大学出版社.
杨继平,王兴超,高玲.(2010).道德推脱的概念、测量及相关变量.心理科学进展,18(4),671-678.
张桂平.(2016).职场排斥对员工亲组织性非伦理行为的影响机制研究.管理科学,29(4),104-114.
张艳清,王晓晖,王海波.(2016).组织情境下的不道德行为现象:来自道德推脱理论的解释.心理科学进展,24(7),1107-1117.
张永军,江晓燕,赵国祥.(2017).伦理氛围与亲组织非伦理行为:道德辩护的中介效应.心理科学,40(5),1189-1194.
张永军,张鹏程,赵君.(2017).家长式领导对员工亲组织非伦理行为的影响:基于传统性的调节效应.南开管理评论,20(2),169-179.
赵红丹,周君.(2017).企业伪善、道德推脱与亲组织非伦理行为:有调节的中介效应.外国经济与管理,39(1),15-28.
郑伯埙.(1995).差序格局与华人组织行为.华人本土心理学,(3),142-219.
钟熙,王甜,罗淏元,宋铁波.(2018).上下级关系与亲组织非伦理行为:基于组织认同与自我牺牲型领导的作用.科学学与科学技术管理,39(6),122-135.
Aquino,K.,&Reed,A.(2002).The self-importance of moral identity.Journal of Personality and Social Psychology,83(6),1423-1440.
Ashforth,B.E.,&Anand,V.(2003).The normalization of corruption in organizations.Research in Organizational Behavior,25,1-52.
Ashforth,B.E.,Harrison,S.H.,&Corley,K.G.(2008).Identification in organizations:An examination of four fundamental questions.Journal of Management,34(3),325-374.
Ashforth,B.E.,&Mael,F.(1989).Social identity theory and the organization.Academy of Management Review,14(1),20-39.
Bandura,A.(1986).Social foundations of thought and action:A social cognitive theory.Englewood Cliffs:Prentice Hall.
Bandura,A.(1999).Moral disengagement in the perpetuation of inhumanities.Personality and Social Psychology Review,3(3),193-209.
Castille,C.M.,Buckner,J.E.,&Thoroughgood,C.N.(2018).Prosocial citizens without a moral compass?Examining the relationship between Machiavellianism and unethical pro-organizational behavior.Journal of Business Ethics,149(4),919-930.
Chen,M.,Chen,C.C.,&Sheldon,O.J.(2016).Relaxing moral reasoning to win:How organizational identification relates to unethical pro-organizational behavior.Journal of Applied Psychology,101(8),1082-1096.
Christie,R.,&Geis,F.L.(1970).Studies in Machiavellianism.New York:Academic Press.
Effelsberg,D.,&Solga,M.(2015).Transformational leaders’in-group versus out-group orientation:Testing the link between leaders’organizational identification,their willingness to engage in unethical pro-organizational behavior,and follower-perceived transformational leadership.Journal of Business Ethics,126(4),581-590.
Effelsberg,D.,Solga,M.,&Gurt,J.(2014).Transformational leadership and follower’s unethical behavior for the benefit of the company:A two-study investigation.Journal of Business Ethics,120(1),81-93.
Ghosh,S.K.(2017).The direct and interactive effects of job insecurity and job embeddedness on unethical proorganizational behavior:An empirical examination.Personnel Review,46(6),1182-1198.
Gino,F.,Ayal,S.,&Ariely,D.(2013).Self-serving altruism The lure of unethical actions that benefit others.Journal of Economic Behavior and Organization,93,285-292.
Graham,K.A.,Ziegert,J.C.,&Capitano,J.(2015).The effect of leadership style,framing,and promotion regulatory focus on unethical pro-organizational behavior.Journal of Business Ethics,126(3),423-436.
Johnson,H.H.,&Umphress,E.E.(in press).To help my supervisor:Identification,moral identity,and unethical pro-supervisor behavior.Journal of Business Ethics.
Kalshoven,K.,van Dijk,H.,&Boon,C.(2016).Why and when does ethical leadership evoke unethical follower behavior?.Journal of Managerial Psychology,31(2),500-515.
Kohlberg,L.(1969).Stage and sequence:The cognitivedevelopmental approach to socialization.In D.A.Goslin(Ed.),Handbook of socialization:Theory and research(pp347-380).Chicago:Rand McNally.
Kong,D.T.(2016).The pathway to unethical proorganizational behavior:Organizational identification as a joint function of work passion and trait mindfulness.Personality and Individual Differences,93,86-91.
Lawrence,E.R.,&Kacmar,K.M.(2017).Exploring the impact of job insecurity on employees’unethical behavior.Business Ethics Quarterly,27(1),39-70.
Lee,A.,Schwarz,G.,Newman,A.,&Legood,A.(2019).Investigating when and why psychological entitlement predicts unethical pro-organizational behavior.Journal of Business Ethics,154(1),109-126.
Mael,F.A.,&Ashforth,B.E.(1992).Alumni and their alma mater:A partial test of the reformulated model of organizational identification.Journal of Organizational Behavior,13(2),103-123.
Matherne,C.F.,&Litchfield,S.R.(2012).Investigating the relationship between affective commitment and unethical pro-organizational behaviors:The role of moral identity.Journal of Leadership,Accountability and Ethics,9(5),35-46.
May,D.R.,Chang,Y.K.,&Shao,R.(2015).Does ethical membership matter?Moral identification and its organizational implications.Journal of Applied Psychology,100(3),681-694.
Mesdaghinia,S.,Rawat,A.,&Nadavulakere,S.(in press).Why moral followers quit:Examining the role of leader bottom-line mentality and unethical pro-leader behavior.Journal of Business Ethics.
Meyer,J.P.,&Allen,N.J.(1991).A three-component conceptualization of organizational commitment.Human Resource Management Review,1(1),61-89.
Miao,Q.,Newman,A.,Yu,J.,&Xu,L.(2013).The relationship between ethical leadership and unethical pro-organizational behavior:Linear or curvilinear effects?.Journal of Business Ethics,116(3),641-653.
Moore,C.,Detert,J.R.,Trevi?o,L.K.,Baker,V.L.,&Mayer,D.M.(2012).Why employees do bad things:Moral disengagement and unethical organizational behavior.Personnel Psychology,65(1),1-48.
Reed,A.,&Aquino,K.F.(2003).Moral identity and the expanding circle of moral regard toward out-groups.Journal of Personality and Social Psychology,84(6),1270-1286.
Schutts,J.,&Shelley,K.(2014).Modeling a values-basedcongruence framework to predict organization constructs in fraternities and sororities.Oracle:The Research Journal of the Association of Fraternity/Sorority Advisors,9(1),33-53.
Shu,X.(2015).Contagion effect of unethical pro-organizational behavior among members within organization.Metallurgical and Mining Industry,(5),235-242.
Thau,S.,Derfler-Rozin,R.,Pitesa,M.,Mitchell,M.S.,&Pillutla,M.M.(2015).Unethical for the sake of the group:Risk of social exclusion and pro-group unethical behavior.Journal of Applied Psychology,100(1),98-113.
Tian,Q.,&Peterson,D.K.(2016).The effects of ethical pressure and power distance orientation on unethical pro-organizational behavior:The case of earnings management.Business Ethics:A European Review,25(2),159-171.
Trevi?o,L.K.,den Nieuwenboer,N.A.,&Kish-Gephart,J.J.(2014).(Un)Ethical behavior in organizations.Annual Review of Psychology,65,635-660.
Umphress,E.E.,&Bingham,J.B.(2011).When employees do bad things for good reasons:Examining unethical pro-organizational behaviors.Organization Science,22(3),621-640.
Umphress,E.E.,Bingham,J.B.,&Mitchell,M.S.(2010).Unethical behavior in the name of the company:The moderating effect of organizational identification and positive reciprocity beliefs on unethical pro-organizational behavior.Journal of Applied Psychology,95(4),769-780.
Wang,T.,Long,L.,Zhang,Y.,&He,W.(in press).A social exchange perspective of employee-organization relationships and employee unethical pro-organizational behavior:The moderating role of individual moral identity.Journal of Business Ethics.
Zhang,S.(in press).Workplace spirituality and unethical pro-organizational behavior:The mediating effect of job satisfaction.Journal of Business Ethics.
1在美国都乐食品公司的案例中,首席运营官兼总顾问Carter为了使他的领导兼首席执行官Murdock能够以较低股价购买公司股票,向董事会谎报了公司经营上的财务问题与财务预期,从而压低公司股价。
2“实现动机的载体”说源于匿名审稿人富有洞见的评论。对此,作者向匿名审稿人致以诚挚的谢意。
3需要承认的是,本文对这一问题的分析是相对有限的。尽管如此,作者仍期望通过本文对这一问题的思考,在一定程度上能深化对亲组织不道德行为的理解与认识,并引发学界对这一问题更多的关注与讨论。
4需要说明的是:第一,当前关于亲成员动机在亲组织不道德行为形成过程中的作用的理论和实证研究还十分匮乏,因而本文没有针对性地建立亲成员动机与亲组织不道德行为影响因素之间的逻辑关联;第二,本文在此处引入亲社会动机,并将亲社会动机与亲组织不道德行为影响因素建立逻辑上的联系,原因在于亲组织不道德行为违反了社会道德规范,会受到道德相关因素的影响;第三,本文中的亲社会动机强调要符合社会道德规范,而亲组织动机、亲成员动机、利己动机则无需如此。
5本文采用道德推脱(moral disengagement)而非Umphress和Bingham(2011)采用的中立化(neutralization)作为亲组织不道德行为的近端影响因素,原因有二:第一,尽管道德推脱与中立化在本质上是一致的,但相较于中立化的五种子机制,道德推脱被进一步细分出八种子机制,具有更为丰富的内涵;第二,在实证研究方面,学者们也主要采用道德推脱作为研究变量。