员工反伦理行为模型与影响因素评述
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摘要
员工反伦理行为是指员工自身意愿地违背组织及其他成员合法权益的行为,国外对此已有几十年的研究,而我国对此研究才刚起步。本文回顾了员工反伦理行为的概念、内涵,梳理了员工反伦理行为的模型和影响因素,并就目前研究的不足和未来研究方向提出了建议。
Employee's anti-ethical behavior refers to the willing behavior of people,against organization and the lawful rights and interests of other members. Foreign countries have been studying it for decades while China just starts. This paper reviews the concept of employee's anti-ethical behavior,deeply and systematically combs employee's anti-ethical behavior model and influence factors,and in view of the shortcomings of present study provides suggestions for the future research.
Employee's anti-ethical behavior refers to the willing behavior of people,against organization and the lawful rights and interests of other members. Foreign countries have been studying it for decades while China just starts. This paper reviews the concept of employee's anti-ethical behavior,deeply and systematically combs employee's anti-ethical behavior model and influence factors,and in view of the shortcomings of present study provides suggestions for the future research.
引文
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[2]Gruys M L.The Dimensionality of Deviant Employee Performance in the Workplace[D].University of Minnesota,Minneapolis,1999.
[3]O’Boyle E H,Forsyth D R&O’Boyle A S.Bad Ap-ples or Bad Barrels:An Examination of Group and Organizational Level Effects in the Study of Counterproductive Work Behavior[J].Group&Organization Management,2011,36(1):39-69.
[4]刘玉新,张建卫,黄国华.组织公正对反生产行为的影响机制——自我决定理论视角[J].科学学与科学技术管理,2011,32(8):162-172.
[5]张永军,廖建桥,赵君.“被逼无奈”还是“有意为之”:被动性与主动性反生产行为研究[A].中国管理研究国际学会香港会议[C].香港,2012.
[6]Martinko M J,Michael J G.Toward an Integrative Theory of Counterproductive Workplace.Behavior:A Causal Reasoning Perspective[J].International Journal of Selection and Assessment,2002,10(2):36-50.
[7]Marcus B,Schuler H.Antecedents of Counterproductive Behavior at Work-A General Perspective[J].Journal of Applied Psychology,2004,89(4):647-660.
[8]Dollard J,Doob L W,Miller N E,Mowrer O H&Sears R R.Frustration and aggression[M].Yale University Press,New Haven,1939.
[9]Berkowitz L.Frustration-aggression hypothesis:Examination and reformulation[J].Psychological Bulletin,1989,106(1):59-73.
[10]Fox S,Spector P E&Miles D.Counterproductive work behavior in response to job stressors and organizational justice:Some mediator and moderator tests for autonomy and emotions[J].Journal of Vocational Behavior,2001,59(3):291-309.
[11]Fox S,Spector P E.A model of work frustration-aggression[J].Journal of Organizational Behavior,1999,20(6):915-931.
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[14]Hui C,Lee C.Moderating effects of organizationbased self-esteem on organizational uncertainty:Employee response relationships[J].Journal of Management,2000,26(2):215-232.
[15]Lau V S,Au W T&Ho J C.A qualitative and quantitative review of antecedents of counterproductive behavior in organizations[J].Journal of Business and Psychology,2003,18(1):73-99.
[16]Salgado J F.The big five personality dimensions and counterproductive behaviors[J].International Journal of Selection and Assessment,2002,10(1):117-125.
[17]Mount M,IIies R&Johnson E.Relationship of personality traits and counterproductive work behaviors:The mediating effects of job satisfaction[J].Personal Psychology,2006,59(3):591-622
[18]Bolton L R,Becker L K&Barber L K.Big five trait predictors of differential counterproductive work behavior dimensions[J].Personal and Individual Difference,2010,49(5):537-541.
[19]Fine S,Horowitz I,Weigler H&Basis L.Is good character good enough?The effects of situational variables on the relationship between integrity and counterproductive work behaviors[J].Human Resource Management Review,2010,20(1):73-84.
[20]O’Brien K E,Tammy D.The relative importance of correlates of organizational citizenship behavior and counterproductive work behavior using multiple sources of data[J].Human Performance,2008,21(1):62-88.
[21]Trevino L K,Weaver G R&Reynolds S J.Behavioral ethics in organizations:A review[J].Journal of Management,2006,32(6):951-990.
[22]Tang L P,Chen Y J&Sutarso T.Bad apples in bad barrels:The love of money,machiavellianism,risk tolerance,and unethical behavior[J].Management Decision,2008,46(2):243-253.
[23]赵君,廖建桥,张永军.绩效考核目的对员工反伦理行为的影响:研究综述与未来展望[J].管理评论,2011,23(11):102-109.
[24]刘文彬,井润田.组织文化影响员工反生产行为的实证研究:基于组织伦理氛围的视角[J].中国软科学,2010,13(9):118-139
[25]Dalal R S.A meta-analysis of the relationship between organizational citizenship behaviors and counterproductive work behavior[J].Journal of Applied andPsychology,2005,90(6):1241-1255.
[26]Jones D A.Getting even with one’s supervisor and one’s organization:Relationships among types of injustice,desires for revenge,and counterproductive work behaviors[J].Journal of Organizational Behavior,2009,30(4):525-542.
[27]Ferris D L,Brown D J&Heller D.Organizational supports and organizational deviance:The mediating role of organization-based self-esteem[J].Organizational Behavior and Human Decision Processes,2009,108(2):279-286.
[28]Chiu S F,Peng J C.The relationship between psychological contract breach and employee deviance:the moderating role of hostile attribution style[J].Journal of Vocational Behavior,2008,73(3):426-433.
[29]张永军.绩效考核公平感对反生产行为的影响机制研究[D].武汉:华中科技大学,2012.
[30]Detert J R,Trevino L K&Burris E R&Andiappan M.Managerial models of influences and counterproductive in organizations:A longitudinal business-unit-level investigation[J].Journal of Applied and Psychology,2007,92(4):993-1005.
[31]Mayer D M,Kuenzi M,Greenbaum R,Bardes M&Salvador R.How low does ethical leadership flow?Test of a trickle-down model[J].Organizational Behavior and Human Decision Processes,2009,108(1):1-13.
[32]Dineen B R,Lewicki R J&Tomlinson E C.Supervisory guidance and behavioral integrity:Relationships with employee citizenship and deviant behavior[J].Journal of Applied Psychology,2006,91(3):622-635.
[33]张永军,廖建桥,赵君.国外反生产行为研究回顾与展望[J].管理评论,2012,24(7):82-90.
[2]Gruys M L.The Dimensionality of Deviant Employee Performance in the Workplace[D].University of Minnesota,Minneapolis,1999.
[3]O’Boyle E H,Forsyth D R&O’Boyle A S.Bad Ap-ples or Bad Barrels:An Examination of Group and Organizational Level Effects in the Study of Counterproductive Work Behavior[J].Group&Organization Management,2011,36(1):39-69.
[4]刘玉新,张建卫,黄国华.组织公正对反生产行为的影响机制——自我决定理论视角[J].科学学与科学技术管理,2011,32(8):162-172.
[5]张永军,廖建桥,赵君.“被逼无奈”还是“有意为之”:被动性与主动性反生产行为研究[A].中国管理研究国际学会香港会议[C].香港,2012.
[6]Martinko M J,Michael J G.Toward an Integrative Theory of Counterproductive Workplace.Behavior:A Causal Reasoning Perspective[J].International Journal of Selection and Assessment,2002,10(2):36-50.
[7]Marcus B,Schuler H.Antecedents of Counterproductive Behavior at Work-A General Perspective[J].Journal of Applied Psychology,2004,89(4):647-660.
[8]Dollard J,Doob L W,Miller N E,Mowrer O H&Sears R R.Frustration and aggression[M].Yale University Press,New Haven,1939.
[9]Berkowitz L.Frustration-aggression hypothesis:Examination and reformulation[J].Psychological Bulletin,1989,106(1):59-73.
[10]Fox S,Spector P E&Miles D.Counterproductive work behavior in response to job stressors and organizational justice:Some mediator and moderator tests for autonomy and emotions[J].Journal of Vocational Behavior,2001,59(3):291-309.
[11]Fox S,Spector P E.A model of work frustration-aggression[J].Journal of Organizational Behavior,1999,20(6):915-931.
[12]Spector P E,Fox S.The Stress Emotion Model of Counterproductive Work Behavior[A].Counterproductive Work Behavior:Investigations of Actors and Targets[C].Washington,2005.
[13]Bardsley J J,Rhodes R R.Using the Steers-Rhodes(1984)framework to identify correlates of employee lateness[J].Journal of Business and Psychology,1996,10(3):351-365.
[14]Hui C,Lee C.Moderating effects of organizationbased self-esteem on organizational uncertainty:Employee response relationships[J].Journal of Management,2000,26(2):215-232.
[15]Lau V S,Au W T&Ho J C.A qualitative and quantitative review of antecedents of counterproductive behavior in organizations[J].Journal of Business and Psychology,2003,18(1):73-99.
[16]Salgado J F.The big five personality dimensions and counterproductive behaviors[J].International Journal of Selection and Assessment,2002,10(1):117-125.
[17]Mount M,IIies R&Johnson E.Relationship of personality traits and counterproductive work behaviors:The mediating effects of job satisfaction[J].Personal Psychology,2006,59(3):591-622
[18]Bolton L R,Becker L K&Barber L K.Big five trait predictors of differential counterproductive work behavior dimensions[J].Personal and Individual Difference,2010,49(5):537-541.
[19]Fine S,Horowitz I,Weigler H&Basis L.Is good character good enough?The effects of situational variables on the relationship between integrity and counterproductive work behaviors[J].Human Resource Management Review,2010,20(1):73-84.
[20]O’Brien K E,Tammy D.The relative importance of correlates of organizational citizenship behavior and counterproductive work behavior using multiple sources of data[J].Human Performance,2008,21(1):62-88.
[21]Trevino L K,Weaver G R&Reynolds S J.Behavioral ethics in organizations:A review[J].Journal of Management,2006,32(6):951-990.
[22]Tang L P,Chen Y J&Sutarso T.Bad apples in bad barrels:The love of money,machiavellianism,risk tolerance,and unethical behavior[J].Management Decision,2008,46(2):243-253.
[23]赵君,廖建桥,张永军.绩效考核目的对员工反伦理行为的影响:研究综述与未来展望[J].管理评论,2011,23(11):102-109.
[24]刘文彬,井润田.组织文化影响员工反生产行为的实证研究:基于组织伦理氛围的视角[J].中国软科学,2010,13(9):118-139
[25]Dalal R S.A meta-analysis of the relationship between organizational citizenship behaviors and counterproductive work behavior[J].Journal of Applied andPsychology,2005,90(6):1241-1255.
[26]Jones D A.Getting even with one’s supervisor and one’s organization:Relationships among types of injustice,desires for revenge,and counterproductive work behaviors[J].Journal of Organizational Behavior,2009,30(4):525-542.
[27]Ferris D L,Brown D J&Heller D.Organizational supports and organizational deviance:The mediating role of organization-based self-esteem[J].Organizational Behavior and Human Decision Processes,2009,108(2):279-286.
[28]Chiu S F,Peng J C.The relationship between psychological contract breach and employee deviance:the moderating role of hostile attribution style[J].Journal of Vocational Behavior,2008,73(3):426-433.
[29]张永军.绩效考核公平感对反生产行为的影响机制研究[D].武汉:华中科技大学,2012.
[30]Detert J R,Trevino L K&Burris E R&Andiappan M.Managerial models of influences and counterproductive in organizations:A longitudinal business-unit-level investigation[J].Journal of Applied and Psychology,2007,92(4):993-1005.
[31]Mayer D M,Kuenzi M,Greenbaum R,Bardes M&Salvador R.How low does ethical leadership flow?Test of a trickle-down model[J].Organizational Behavior and Human Decision Processes,2009,108(1):1-13.
[32]Dineen B R,Lewicki R J&Tomlinson E C.Supervisory guidance and behavioral integrity:Relationships with employee citizenship and deviant behavior[J].Journal of Applied Psychology,2006,91(3):622-635.
[33]张永军,廖建桥,赵君.国外反生产行为研究回顾与展望[J].管理评论,2012,24(7):82-90.