组织道德气氛对组织公民行为影响的实证研究
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摘要
近年来,商业丑闻的频发引发社会的广泛关注,不仅破坏了公众对企业的信任,而且直接影响了企业自身的健康发展,并在定程度上干扰了市场经济的正常秩序与和谐社会的建设,以致前任总理温家宝直斥当前道德滑坡的严重性,强调必须“注重对社会转型期道德文化建设的研究”。
研究日益认为组织道德环境是影响员工道德或不道德行为的重要因素。而在业界,由于公司道德丑闻所引发的不良后果,企业改善组织道德气氛的压力日益增大。因此,自组织道德气氛构念引入以来,就得到了学界乃至业界的关注,并逐渐成为商业伦理研究的重点之一。
但是,现有研究更多关注组织道德气氛对员工道德或不道德行为的影响,而很少探讨组织道德气氛对包括员工组织公民行为在内的亲社会行为的影响及其相关作用机制。根据社会交换理论,积极的组织道德气氛有利于唤起员工的积极情感,从而促进员工组织公民行为(简称OCB),消极的道德气氛则相反,因此,组织道德气氛可能对OCB有重要影响。
另一方面,信任有利于促进组织成员之间的合作,减少冲突,提高工作满意度、组织承诺和工作绩效。从逻辑上讲,在那种强调高标准的道德价值观的公司,或者说在组织气氛道德水平更高的公司,其内部的信任水平会更高,而信任又与高水平的OCB和工作绩效相联系。因此,组织道德气氛可能会对组织产生重要而积极的影响。但现有研究很少考察组织道德气氛和组织内信任的关系,更没有考察组织道德气氛如何以组织内信任为中介影响组织公民行为。
本研究以社会交换理论为基础构建了组织道德气氛、组织内信任和组织公民行为的相互关系模型,并结合问卷调查数据,利用结构方程模型探索组织道德气氛和OCB的关系,并检验组织内信任的中介作用。
实证研究结果表明：工具型道德气氛对组织公民行为没有显著影响,但关爱型和规则型道德气氛均对其有显著的正向影响；工具型对组织内信任的三个维度(含组织信任、主管信任和同事信任)均有显著负向影响,关爱型和规则型道德气氛对这三个维度均有显著的正向影响,同时,组织内信任的三个维度均对组织公民行为有显著正向影响；但在组织内信任引入模型后,关爱型道德气氛对OCB没有直接的显著影响,而规则型依旧对其有直接的显著正向影响；组织内信任在关爱型道德气氛与组织公民行为之间具有完全中介作用,而在规则型道德气氛与组织公民行为之间具有部分中介作用。相应地,组织信任、主管信任和同事信任均在关爱型和规则型道德气氛与组织公民行为的关系中起部分中介作用。
此外,本研究还通过独立样本T检验和单因素方差分析检验了些人口统计学变量和组织变量对组织道德气氛、组织内信任和组织公民行为的影响。研究表明,某些人口统计学变量和组织变量会对员工的道德气氛感知、组织内信任和组织公民行为产生显著影响。
本研究的创新之处有四：首次在组织道德气氛与组织公民行为之间关系的研究中引入组织内信任为中介变量,探索组织内信任的中介作用；首次检验组织道德气氛与组织内信任的关系；将员工组织信任、同事信任和主管信任进行整合研究,探索同事信任和组织指向的组织公民行为(简称为OCBO)之间的关系,并证实同事信任和OCBO显著正相关；结合中国文化背景和本土企业实际,用SEM探讨组织道德气氛对组织内信任和组织公民行为的影响。
最后,本文在系统归纳研究结果的基础上,指出了本研究的不足,并为以后可能的研究方向和改进之处提供了可行的建议。
In recent years, the frequent ethical scandals at companies have caused the wide attention of the society, which not only undermine the public trust in companies, but also directly affect the healthy development of the enterprise itself. And to a certain extent, these scandals interfere with the normal order of market economy and the construction of a harmonious society, so that the former premier, Wen Jiabao, denounced the seriousness of the current moral decline and stressed the need "to strengthen the research into the construction of moral culture during the social transformation".
In the literature, there is a growing acceptance of the notion that the ethical environment or climate of the organization has a strong influence on employees' ethical or unethical behavior. Due to the adverse consequences caused by the company ethics scandals, corporations have felt the increasing pressure to improve the ethical work climate of their organizations. As a result, the construct of organizational ethical climate gets the attention of the academia and industry since its introduction in the1980s, and gradually becomes one of the foci in the field of business ethics.
However, the extant literature focuses more on ethical climate's influence on employees' ethical or unethical behaviors, and there is a dearth of research on the relationship between ethical climate and pro-social behaviors, and the corresponding mechanism, including organizational citizenship behaviors (OCBs). According to the social exchange theory, positive organizational ethical climate is conducive to arouse employees' positive emotions to the organization, so as to promote employees' OCB, while the negative ethical climate is quite the contrary. As a result, there is an important correlation between organizational ethical climate and OCB.
On the other hand, trust is contributed to promote cooperation between organizational members, reduce conflict and increase job satisfaction, organizational commitment, and improve job performance. Logically, there is a higher level of intra-organizational trust in a company emphasizing high standards of moral values or with a higher moral level in the organizational climate. Meanwhile, trust is associated with a high level of OCB and performance. Therefore, the organizational ethical climate may have significant and positive outcomes for organizations. But the existing literature rarely investigates the relationship between organizational ethical climate and intra-organizational trust, not to mention how organizational ethical climate affect organizational citizenship behavior through the mediation of intra-organizational trust.
Based on the questionnaire survey, this paper, with structural equation modeling, explores the relationship between organizational ethical climate and employees' OCB, and the mediating role of intra-organizational trust in this relationship. The empirical results are as follows:
Firstly, the instrumentalism ethical climate has no significant impact on OCB, while the caring and the rules ethical climate have significantly positive impact on it.
Secondly, the instrumentalism ethical climate has significantly negative impact on the all three dimensions of intra-organizational trust (that is organizational, supervisory, and co-workers trust) while the caring and the rules ethical climate have significantly positive impact on them.
Thirdly, organizational, supervisory, and co-workers trust all have significantly positive impact on OCB. Additionally, the caring ethical climate has no directly significantly impact on OCB while the rules ethical climate has when intra-organizational trust is introduced into the model.
Fourthly, intra-organizational trust completely mediates the positive relationship between the caring ethical climate and OCB, while partially mediates the relationship between the rules and OCB. As for the three dimensions of intra-organizational trust, each respectively plays partial mediation in the relationship between the caring ethical climate and OCB, so is in the relationship between the rules ethical climate and OCB.
In addition, this study examines the influence of some demographic and organizational variables on employees' perceptions of ethical climate, intra-organizational trust and organizational citizenship behavior through independent-sample T test and single-factor analysis of variance. The outcome shows that certain demographic and organizational variables have a significant impact on employees'perceptions of ethical climate, intra-organizational trust, and organizational citizenship behavior.
Probable innovations are as follows:(1)This paper introduces creatively intra-organizational trust as an intermediary variable into the study of the relationship between organizational ethical climate and OCB.(2)This paper tests the relationship between organizational ethical climate and intra-organizational trust for the first time.(3) It integrates organizational trust, supervisory trust, and co-workers trust into one research model, and explores the significant relationship between co-workers trust and organization-oriented OCB.(4)Under the background of Chinese culture and with a sample from Chinese companies, it explores organizational ethical climate's impact on intra-organizational trust and OCB.
Finally, on the basis of summarizing the results systematically, this paper points out this study's shortcomings, and provides a prescription for where the field should go in the future and some feasible suggestions for improvements.
研究日益认为组织道德环境是影响员工道德或不道德行为的重要因素。而在业界,由于公司道德丑闻所引发的不良后果,企业改善组织道德气氛的压力日益增大。因此,自组织道德气氛构念引入以来,就得到了学界乃至业界的关注,并逐渐成为商业伦理研究的重点之一。
但是,现有研究更多关注组织道德气氛对员工道德或不道德行为的影响,而很少探讨组织道德气氛对包括员工组织公民行为在内的亲社会行为的影响及其相关作用机制。根据社会交换理论,积极的组织道德气氛有利于唤起员工的积极情感,从而促进员工组织公民行为(简称OCB),消极的道德气氛则相反,因此,组织道德气氛可能对OCB有重要影响。
另一方面,信任有利于促进组织成员之间的合作,减少冲突,提高工作满意度、组织承诺和工作绩效。从逻辑上讲,在那种强调高标准的道德价值观的公司,或者说在组织气氛道德水平更高的公司,其内部的信任水平会更高,而信任又与高水平的OCB和工作绩效相联系。因此,组织道德气氛可能会对组织产生重要而积极的影响。但现有研究很少考察组织道德气氛和组织内信任的关系,更没有考察组织道德气氛如何以组织内信任为中介影响组织公民行为。
本研究以社会交换理论为基础构建了组织道德气氛、组织内信任和组织公民行为的相互关系模型,并结合问卷调查数据,利用结构方程模型探索组织道德气氛和OCB的关系,并检验组织内信任的中介作用。
实证研究结果表明：工具型道德气氛对组织公民行为没有显著影响,但关爱型和规则型道德气氛均对其有显著的正向影响；工具型对组织内信任的三个维度(含组织信任、主管信任和同事信任)均有显著负向影响,关爱型和规则型道德气氛对这三个维度均有显著的正向影响,同时,组织内信任的三个维度均对组织公民行为有显著正向影响；但在组织内信任引入模型后,关爱型道德气氛对OCB没有直接的显著影响,而规则型依旧对其有直接的显著正向影响；组织内信任在关爱型道德气氛与组织公民行为之间具有完全中介作用,而在规则型道德气氛与组织公民行为之间具有部分中介作用。相应地,组织信任、主管信任和同事信任均在关爱型和规则型道德气氛与组织公民行为的关系中起部分中介作用。
此外,本研究还通过独立样本T检验和单因素方差分析检验了些人口统计学变量和组织变量对组织道德气氛、组织内信任和组织公民行为的影响。研究表明,某些人口统计学变量和组织变量会对员工的道德气氛感知、组织内信任和组织公民行为产生显著影响。
本研究的创新之处有四：首次在组织道德气氛与组织公民行为之间关系的研究中引入组织内信任为中介变量,探索组织内信任的中介作用；首次检验组织道德气氛与组织内信任的关系；将员工组织信任、同事信任和主管信任进行整合研究,探索同事信任和组织指向的组织公民行为(简称为OCBO)之间的关系,并证实同事信任和OCBO显著正相关；结合中国文化背景和本土企业实际,用SEM探讨组织道德气氛对组织内信任和组织公民行为的影响。
最后,本文在系统归纳研究结果的基础上,指出了本研究的不足,并为以后可能的研究方向和改进之处提供了可行的建议。
In recent years, the frequent ethical scandals at companies have caused the wide attention of the society, which not only undermine the public trust in companies, but also directly affect the healthy development of the enterprise itself. And to a certain extent, these scandals interfere with the normal order of market economy and the construction of a harmonious society, so that the former premier, Wen Jiabao, denounced the seriousness of the current moral decline and stressed the need "to strengthen the research into the construction of moral culture during the social transformation".
In the literature, there is a growing acceptance of the notion that the ethical environment or climate of the organization has a strong influence on employees' ethical or unethical behavior. Due to the adverse consequences caused by the company ethics scandals, corporations have felt the increasing pressure to improve the ethical work climate of their organizations. As a result, the construct of organizational ethical climate gets the attention of the academia and industry since its introduction in the1980s, and gradually becomes one of the foci in the field of business ethics.
However, the extant literature focuses more on ethical climate's influence on employees' ethical or unethical behaviors, and there is a dearth of research on the relationship between ethical climate and pro-social behaviors, and the corresponding mechanism, including organizational citizenship behaviors (OCBs). According to the social exchange theory, positive organizational ethical climate is conducive to arouse employees' positive emotions to the organization, so as to promote employees' OCB, while the negative ethical climate is quite the contrary. As a result, there is an important correlation between organizational ethical climate and OCB.
On the other hand, trust is contributed to promote cooperation between organizational members, reduce conflict and increase job satisfaction, organizational commitment, and improve job performance. Logically, there is a higher level of intra-organizational trust in a company emphasizing high standards of moral values or with a higher moral level in the organizational climate. Meanwhile, trust is associated with a high level of OCB and performance. Therefore, the organizational ethical climate may have significant and positive outcomes for organizations. But the existing literature rarely investigates the relationship between organizational ethical climate and intra-organizational trust, not to mention how organizational ethical climate affect organizational citizenship behavior through the mediation of intra-organizational trust.
Based on the questionnaire survey, this paper, with structural equation modeling, explores the relationship between organizational ethical climate and employees' OCB, and the mediating role of intra-organizational trust in this relationship. The empirical results are as follows:
Firstly, the instrumentalism ethical climate has no significant impact on OCB, while the caring and the rules ethical climate have significantly positive impact on it.
Secondly, the instrumentalism ethical climate has significantly negative impact on the all three dimensions of intra-organizational trust (that is organizational, supervisory, and co-workers trust) while the caring and the rules ethical climate have significantly positive impact on them.
Thirdly, organizational, supervisory, and co-workers trust all have significantly positive impact on OCB. Additionally, the caring ethical climate has no directly significantly impact on OCB while the rules ethical climate has when intra-organizational trust is introduced into the model.
Fourthly, intra-organizational trust completely mediates the positive relationship between the caring ethical climate and OCB, while partially mediates the relationship between the rules and OCB. As for the three dimensions of intra-organizational trust, each respectively plays partial mediation in the relationship between the caring ethical climate and OCB, so is in the relationship between the rules ethical climate and OCB.
In addition, this study examines the influence of some demographic and organizational variables on employees' perceptions of ethical climate, intra-organizational trust and organizational citizenship behavior through independent-sample T test and single-factor analysis of variance. The outcome shows that certain demographic and organizational variables have a significant impact on employees'perceptions of ethical climate, intra-organizational trust, and organizational citizenship behavior.
Probable innovations are as follows:(1)This paper introduces creatively intra-organizational trust as an intermediary variable into the study of the relationship between organizational ethical climate and OCB.(2)This paper tests the relationship between organizational ethical climate and intra-organizational trust for the first time.(3) It integrates organizational trust, supervisory trust, and co-workers trust into one research model, and explores the significant relationship between co-workers trust and organization-oriented OCB.(4)Under the background of Chinese culture and with a sample from Chinese companies, it explores organizational ethical climate's impact on intra-organizational trust and OCB.
Finally, on the basis of summarizing the results systematically, this paper points out this study's shortcomings, and provides a prescription for where the field should go in the future and some feasible suggestions for improvements.
引文
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