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

发布时间：2018-04-18 05:22

本文选题：高绩效要求 + 道德推脱　；参考：《心理学报》2017年01期

【摘要】：通过确立较高的绩效目标以提升组织绩效被普遍认为是一项有效的管理措施。然而,学术界对它的负面影响却缺乏研究。本文提出了高绩效要求将启动员工道德推脱机制为其随后进行的亲组织不道德行为开脱,即道德推脱在高绩效要求与亲组织不道德行为之间起到了中介作用。为了检验这一观点,本研究提出两种不同效应的调节变量:感知的市场竞争正向调节变量之间的间接关系,而道德认同则负向调节这一间接关系。通过对某零售企业225名员工的两阶段调查,本研究提出的调节-中介模型获得了观察数据的支持。本研究的发现有利于进一步了解亲组织不道德行为发生的中介心理机制和边界条件,指导管理者采取恰当的管理措施,以期有效地管控亲组织不道德行为的出现。
[Abstract]:It is generally regarded as an effective management measure to improve organizational performance by establishing higher performance goals.However, there is a lack of research on its negative effects in academic circles.This paper proposes that the high performance requirement will activate the employee moral deduction mechanism to justify the subsequent pro-organizational immoral behavior, that is, moral deduction plays an intermediary role between the high performance requirement and the pro-organization immoral behavior.In order to test this point of view, this study proposes two kinds of regulatory variables with different effects: the indirect relationship between perceived positive regulatory variables in market competition and the indirect relationship between moral identity and negative regulation.Based on a two-stage investigation of 225 employees in a retail enterprise, the regulation-intermediary model proposed in this study is supported by observation data.The findings of this study are helpful to further understand the intermediary psychological mechanism and boundary conditions of pro-organization immoral behavior and guide managers to take appropriate management measures in order to effectively control the appearance of pro-organization immoral behavior.
【作者单位】：中国科学技术大学管理学院;上海交通大学安泰经济与管理学院;
【基金】：国家自然科学基金(71222201和71572111) 上海曙光人才计划(12SG20)资助
【分类号】：C912.6

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