辱虐管理与员工欺骗行为:基于自我保护理论视角
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摘要
员工欺骗行为作为一种不道德行为,会给组织带来名誉甚至经济上的损失。基于保护动机理论,探讨了上级主管的辱虐管理对员工欺骗行为的影响,以及情绪耗竭的中介作用和道德认同的调节作用。通过对286名员工调研发现:上级主管的辱虐管理显著正向影响员工欺骗行为,员工的情绪耗竭中介了辱虐管理与员工欺骗行为间的关系,道德认同负向调节了员工情绪耗竭与欺骗行为间的关系,即员工道德认同度越高,员工情绪耗竭对欺骗行为的影响越弱。道德认同负向调节了情绪耗竭在辱虐管理与员工欺骗行为间的中介作用,即员工道德认同度越高,员工情绪耗竭的中介作用越弱。
As a kind of unethical behavior, employee cheating behavior brings reputational and financial loss to the organizations. Drawing on protection motivation theory, this study examined the relationship between abusive supervision and employee cheating behavior, and the mediating role of emotional exhaustion and the moderating role of moral identity. Based on the data from 286 employees, this study found that abusive supervision had a significant positive effect on employee cheating behavior. Employee emotional exhaustion played a mediating role in the relationship between abusive supervision and employee cheating behavior. Employee moral identity moderated the relationship between employee emotional exhaustion and cheating behavior, such that the effect of emotional exhaustion on cheating behavior is weaker when moral identity is high rather than low. Moreover, employee moral identity moderated the indirect effect of abusive supervision on cheating behavior via emotional exhaustion, such that the indirect effect is weaker when moral identity is high rather than low.
As a kind of unethical behavior, employee cheating behavior brings reputational and financial loss to the organizations. Drawing on protection motivation theory, this study examined the relationship between abusive supervision and employee cheating behavior, and the mediating role of emotional exhaustion and the moderating role of moral identity. Based on the data from 286 employees, this study found that abusive supervision had a significant positive effect on employee cheating behavior. Employee emotional exhaustion played a mediating role in the relationship between abusive supervision and employee cheating behavior. Employee moral identity moderated the relationship between employee emotional exhaustion and cheating behavior, such that the effect of emotional exhaustion on cheating behavior is weaker when moral identity is high rather than low. Moreover, employee moral identity moderated the indirect effect of abusive supervision on cheating behavior via emotional exhaustion, such that the indirect effect is weaker when moral identity is high rather than low.
引文
1.郭晟豪,萧鸣政.(2017).鼓励员工归属真的是好事吗?--集体主义人力资源管理、内部人身份与被道德认同调节的怠惰行为.外国经济与管理,39(8),40-55.
2.黄蝶君,李娟,李桦.(2017).辱虐管理对乡镇公务员工作场所偏差行为的影响机制--心理契约违背的中介作用.软科学,31(3),87-91.
3.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.
4.马吟秋,席猛,许勤,赵曙明.(2017).基于社会认知理论的辱虐管理对下属反生产行为作用机制研究.管理学报,14(8),1153-1161.
5.孙旭,严鸣,储小平.(2014).基于情绪中介机制的辱虐管理与偏差行为.管理科学,27(5),69-79.
6.魏峰,倪宁,贡小妹.(2016).辱虐管理和领导认同对非伦理行为的影响:职业伦理标准的调节作用.中国人力资源开发,(9),15-20.
7.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.
8.王洪青,彭纪生.(2018).辱虐领导与员工破坏行为:基于多焦点法的元分析.管理评论,30(3),150-160.
9.许灏颖,杜晨朵,王震.(2014).道德领导对员工越轨行为的影响:道德调节焦点和道德认同的作用.中国人力资源开发,(11),38-45.
10.张静,宋继文,王悦.(2017).关系视角下工作绩效如何影响领导辱虐行为--一个有调节的中介模型.中国人力资源开发,(9),22-33.
11.Aquino,K.(2002).The self-importance of moral identity.Journal of Personality&Social Psychology,83(6),1423-1440.
12.Brees,J.,Mackey,J.,Martinko,M.,&Harvey,P.(2014).The mediating role of perceptions of abusive supervision in the relationship between personality and aggression.Journal of Leadership&Organizational Studies,21(4),403-413.
13.Burton,J.P.,&Hoobler,J.M.(2011).Aggressive reactions to abusive supervision:The role of interactional justice and narcissism.Scandinavian Journal of Psychology,52(4),389-398.
14.Conrads,J.,Irlenbusch,B.,Rilke,R.M.,&Walkowitz,G.(2013).Lying and team incentives.Journal of Economic Psychology,34(1),1-7.
15.Ding,X.P.,Omrin,D.S.,Evans,A.D.,Fu,G.,Chen,G.,&Lee,K.(2014).Elementary school children's cheating behavior and its cognitive correlates.Journal of Experimental Child Psychology,121(1),85-95.
16.Egan,M.(2016).5,300 Wells Fargo employees fired over2 million phony accounts.Retrieved September 9,2016,from http://money.cnn.com/2016/09/08/investing/wells-fargo-createdphony-accounts-bank-fees/index.html?iid?EL.
17.Geven,L.M.,Ben-Shakhar,G.,Kindt,M.,&Verschuere,B.(2017).Memory-based deception detection:Extending the cognitive signature of lying from instructed to self-initiated cheating.Topics in Cognitive Science,9(6),1-24.
18.Golparvar,M.(2015).Unconventional functions of deviant behaviors in the relationship between job stress and emotional exhaustion:Three study findings.Current Psychology,35(3),1-26.
19.Goman,C.K.(2013).The high cost of workplace deception.Troy Media.Retrieved June 5,2013,from http://www.troymedia.com/2013/06/05/the-highcost-of-workplace-deception/.
20.Gotowiec,S.,&Van,S.M.(in press).Having versus doing:The roles of moral identity internalization and symbolization for prosocial behaviors.Journal of Social Psychology,DOI:10.1080/00224545.2018.1454394.
21.Grover,S.L.,&Hui,C.(1994).The influence of role conflict and self-interest on lying in organizations.Journal of Business Ethics,13(4),295-303.
22.Higgins,E.T.(1997).Beyond pleasure and pain.American Psychologist,52(12),1280-1300.
23.Hobfoll,S.E.,Freedy,J.,Lane,C.,&Geller,P.(1990).Conservation of social resources:Social support resource theory.Journal of Social&Personal Relationships,7(4),465-478.
24.Homans,G.(1961).Social behaviour:Its elementary forms.London,UK:Routledge&Kegan Paul.
25.Kajackaite,A.,&Gneezy,U.(2017).Incentives and cheating.Games&Economic Behavior,102(1),433-444.
26.Kim,S.,Hwang,J.,&Lee,D.(2008).Prefrontal coding of temporally discounted values during intertemporal choice.Neuron,59(1),161-172.
27.Kouchaki,M.,&Desai,S.D.(2015).Anxious,threatened,and also unethical:How anxiety makes individuals feel threatened and commit unethical acts.Journal of Applied Psychology,100(2),360-375.
28.Leavitt,K.,&Sluss,D.M.(2015).Lying for who we are:An identity-based model of workplace dishonesty.Academy of Management Review,40(4),587-610.
29.Maslach,C.,Jackson,S.E.,Leiter,M.P.,Schaufeli,W.B.,&Schwab,R.L.(1986).Maslach burnout inventory.Palo Alto,CA:Consulting Psychologists Press.
30.Mazar,N,Amir,O,&Ariely,D.(2008).The dishonesty of honest people:A theory of self-concept maintenance.Journal of Marketing Research,45(6),633-644.
31.Meglich,P.A.,&Eesley,D.T.(2011).A"bully"in its own china shop:Risk factors for abusive supervision in small firms.International Journal of Business&Social Science,2(19),11-22.
32.Meyer,P.(2010).Liespotting:Proven techniques to detect deception.New York,NY:St.Martin's Press.
33.Mitchell,M.S.,Baer,M.D.,Ambrose,M.L.,Folger,R.,&Palmer,N.F.(2017).Cheating under pressure:A self-protection model of workplace cheating behavior.Journal of Applied Psychology,103(1),1-20.
34.Pizarro,D.(2010).Nothing more than feelings?The role of emotions in moral judgment.Journal for the Theory of Social Behaviour,30(4),355-375.
35.Rest,J.,Thoma,S.J.,Moon,Y.L.,&Getz,I.(1986).Moral development:Advances in research and theory.New York:Praeger.
36.Rogers,R.W.(1975).A protection motivation theory of fear appeals and attitude change.The Journal of Psychology Interdisciplinary and Applied,91(1),93-114.
37.Shu,L.,Gino,F.,&Bazerman,M.H.(2011).Dishonest deed,clear conscience:When cheating leads to moral disengagement and motivated forgetting.Personal Social Psychology Bull,37(3),330-349.
38.Sulea,C.,Fine,S.,Fischmann,G.,Sava,F.A.,&Dumitru,C.(2013).Abusive supervision and counterproductive work behaviors:The moderating effects of personality.Journal of Personnel Psychology,12(4),196-200.
39.Tariq,H.,&Ding,D.H.(2018).Why am I still doing this job?The examination of family motivation on employees'work behaviors under abusive supervision.Personnel Review,47(2),378-402.
40.Tepper,B.J.(2000).Consequences of abusive supervision.Academy of Management Journal,43(2),178-190.
41.Thompson,M.(2016).Prosecutors probe Volkswagen's former CEO over diesel scandal.Retrieved June 20,2016,from http://money.cnn.com/2016/06/20/news/companies/volkswagendiesel-scandal-martinwinterkorn/index.html.
42.Wei,F.,&Si,S.(2013).Tit for tat?Abusive supervision and counterproductive work behaviors:The moderating effects of locus of control and perceived mobility.Asia Pacific Journal of Management,30(1),281-296.
43.Whitman,M.V.,Halbesleben,J.R.B.,&Oscar Holmes,I.V.(2013).Abusive supervision and feedback avoidance:The mediating role of emotional exhaustion.Journal of Organizational Behavior,35(1),38-53.
2.黄蝶君,李娟,李桦.(2017).辱虐管理对乡镇公务员工作场所偏差行为的影响机制--心理契约违背的中介作用.软科学,31(3),87-91.
3.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.
4.马吟秋,席猛,许勤,赵曙明.(2017).基于社会认知理论的辱虐管理对下属反生产行为作用机制研究.管理学报,14(8),1153-1161.
5.孙旭,严鸣,储小平.(2014).基于情绪中介机制的辱虐管理与偏差行为.管理科学,27(5),69-79.
6.魏峰,倪宁,贡小妹.(2016).辱虐管理和领导认同对非伦理行为的影响:职业伦理标准的调节作用.中国人力资源开发,(9),15-20.
7.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.
8.王洪青,彭纪生.(2018).辱虐领导与员工破坏行为:基于多焦点法的元分析.管理评论,30(3),150-160.
9.许灏颖,杜晨朵,王震.(2014).道德领导对员工越轨行为的影响:道德调节焦点和道德认同的作用.中国人力资源开发,(11),38-45.
10.张静,宋继文,王悦.(2017).关系视角下工作绩效如何影响领导辱虐行为--一个有调节的中介模型.中国人力资源开发,(9),22-33.
11.Aquino,K.(2002).The self-importance of moral identity.Journal of Personality&Social Psychology,83(6),1423-1440.
12.Brees,J.,Mackey,J.,Martinko,M.,&Harvey,P.(2014).The mediating role of perceptions of abusive supervision in the relationship between personality and aggression.Journal of Leadership&Organizational Studies,21(4),403-413.
13.Burton,J.P.,&Hoobler,J.M.(2011).Aggressive reactions to abusive supervision:The role of interactional justice and narcissism.Scandinavian Journal of Psychology,52(4),389-398.
14.Conrads,J.,Irlenbusch,B.,Rilke,R.M.,&Walkowitz,G.(2013).Lying and team incentives.Journal of Economic Psychology,34(1),1-7.
15.Ding,X.P.,Omrin,D.S.,Evans,A.D.,Fu,G.,Chen,G.,&Lee,K.(2014).Elementary school children's cheating behavior and its cognitive correlates.Journal of Experimental Child Psychology,121(1),85-95.
16.Egan,M.(2016).5,300 Wells Fargo employees fired over2 million phony accounts.Retrieved September 9,2016,from http://money.cnn.com/2016/09/08/investing/wells-fargo-createdphony-accounts-bank-fees/index.html?iid?EL.
17.Geven,L.M.,Ben-Shakhar,G.,Kindt,M.,&Verschuere,B.(2017).Memory-based deception detection:Extending the cognitive signature of lying from instructed to self-initiated cheating.Topics in Cognitive Science,9(6),1-24.
18.Golparvar,M.(2015).Unconventional functions of deviant behaviors in the relationship between job stress and emotional exhaustion:Three study findings.Current Psychology,35(3),1-26.
19.Goman,C.K.(2013).The high cost of workplace deception.Troy Media.Retrieved June 5,2013,from http://www.troymedia.com/2013/06/05/the-highcost-of-workplace-deception/.
20.Gotowiec,S.,&Van,S.M.(in press).Having versus doing:The roles of moral identity internalization and symbolization for prosocial behaviors.Journal of Social Psychology,DOI:10.1080/00224545.2018.1454394.
21.Grover,S.L.,&Hui,C.(1994).The influence of role conflict and self-interest on lying in organizations.Journal of Business Ethics,13(4),295-303.
22.Higgins,E.T.(1997).Beyond pleasure and pain.American Psychologist,52(12),1280-1300.
23.Hobfoll,S.E.,Freedy,J.,Lane,C.,&Geller,P.(1990).Conservation of social resources:Social support resource theory.Journal of Social&Personal Relationships,7(4),465-478.
24.Homans,G.(1961).Social behaviour:Its elementary forms.London,UK:Routledge&Kegan Paul.
25.Kajackaite,A.,&Gneezy,U.(2017).Incentives and cheating.Games&Economic Behavior,102(1),433-444.
26.Kim,S.,Hwang,J.,&Lee,D.(2008).Prefrontal coding of temporally discounted values during intertemporal choice.Neuron,59(1),161-172.
27.Kouchaki,M.,&Desai,S.D.(2015).Anxious,threatened,and also unethical:How anxiety makes individuals feel threatened and commit unethical acts.Journal of Applied Psychology,100(2),360-375.
28.Leavitt,K.,&Sluss,D.M.(2015).Lying for who we are:An identity-based model of workplace dishonesty.Academy of Management Review,40(4),587-610.
29.Maslach,C.,Jackson,S.E.,Leiter,M.P.,Schaufeli,W.B.,&Schwab,R.L.(1986).Maslach burnout inventory.Palo Alto,CA:Consulting Psychologists Press.
30.Mazar,N,Amir,O,&Ariely,D.(2008).The dishonesty of honest people:A theory of self-concept maintenance.Journal of Marketing Research,45(6),633-644.
31.Meglich,P.A.,&Eesley,D.T.(2011).A"bully"in its own china shop:Risk factors for abusive supervision in small firms.International Journal of Business&Social Science,2(19),11-22.
32.Meyer,P.(2010).Liespotting:Proven techniques to detect deception.New York,NY:St.Martin's Press.
33.Mitchell,M.S.,Baer,M.D.,Ambrose,M.L.,Folger,R.,&Palmer,N.F.(2017).Cheating under pressure:A self-protection model of workplace cheating behavior.Journal of Applied Psychology,103(1),1-20.
34.Pizarro,D.(2010).Nothing more than feelings?The role of emotions in moral judgment.Journal for the Theory of Social Behaviour,30(4),355-375.
35.Rest,J.,Thoma,S.J.,Moon,Y.L.,&Getz,I.(1986).Moral development:Advances in research and theory.New York:Praeger.
36.Rogers,R.W.(1975).A protection motivation theory of fear appeals and attitude change.The Journal of Psychology Interdisciplinary and Applied,91(1),93-114.
37.Shu,L.,Gino,F.,&Bazerman,M.H.(2011).Dishonest deed,clear conscience:When cheating leads to moral disengagement and motivated forgetting.Personal Social Psychology Bull,37(3),330-349.
38.Sulea,C.,Fine,S.,Fischmann,G.,Sava,F.A.,&Dumitru,C.(2013).Abusive supervision and counterproductive work behaviors:The moderating effects of personality.Journal of Personnel Psychology,12(4),196-200.
39.Tariq,H.,&Ding,D.H.(2018).Why am I still doing this job?The examination of family motivation on employees'work behaviors under abusive supervision.Personnel Review,47(2),378-402.
40.Tepper,B.J.(2000).Consequences of abusive supervision.Academy of Management Journal,43(2),178-190.
41.Thompson,M.(2016).Prosecutors probe Volkswagen's former CEO over diesel scandal.Retrieved June 20,2016,from http://money.cnn.com/2016/06/20/news/companies/volkswagendiesel-scandal-martinwinterkorn/index.html.
42.Wei,F.,&Si,S.(2013).Tit for tat?Abusive supervision and counterproductive work behaviors:The moderating effects of locus of control and perceived mobility.Asia Pacific Journal of Management,30(1),281-296.
43.Whitman,M.V.,Halbesleben,J.R.B.,&Oscar Holmes,I.V.(2013).Abusive supervision and feedback avoidance:The mediating role of emotional exhaustion.Journal of Organizational Behavior,35(1),38-53.