基于道德推脱中介的道德认同与员工反生产行为关系研究

发布时间：2018-10-26 09:35

【摘要】：构建我国和谐劳动关系的前提条件是雇佣双方遵守劳动法律法规和伦理道德规范。但现实中不和谐的行为既有来自雇主一方,也有来自雇员一方。员工迟到早退、消极怠工、侵占公司财物等职场偏差行为(也称"反生产行为")已不是个别现象。探究员工职场不道德行为发生的机理以避免或减少员工反生产行为已经成为重要的理论和实践课题。本文以与企业建立合法雇佣关系的员工为研究对象,基于社会认知和认同理论,从员工道德主体认知与道德决策关系视角,探索员工的道德认同、道德推脱与反生产行为之间的关系问题。本课题研究的理论模型是以员工道德认同为前因变量,将道德推脱作为中介变量,以企业组织伦理氛围感知作为调节变量,探究道德认同对员工反生产行为的作用机理。本文研究的目的和意义在于理论上可以深化员工道德认同、道德推脱对组织行为的影响研究,实践上有利于企业实施人力资源伦理管理和建设来有效避免或减少反生产行为。本研究采用问卷调查方法,通过SPSS、AMOS等软件对347份有效问卷进行处理分析,得到以下主要结论:员工道德认同对其反生产行为有显著负向影响;员工道德认同对其道德推脱有显著负向影响;道德推脱在员工道德认同对其反生产行为的影响中起中介作用;自利型组织伦理氛围感知和规则型组织伦理氛围感知在员工道德认同对其反生产行为的影响中起调节作用。基于研究结论,本文分别从企业和员工的角度提出了把握员工招聘环节、加强员工道德培训教育、建设良好的组织伦理氛围等对策建议。
[Abstract]:The prerequisite of constructing harmonious labor relationship in China is that both employers and employees abide by labor laws and regulations and ethical norms. But in reality, dissonant behavior comes from both the employer and the employee. It is no longer an isolated phenomenon for employees to be late and leave early, to work slowly, to occupy company property and other deviant behaviors (also known as "anti-production behavior"). It has become an important theoretical and practical topic to explore the mechanism of unethical behavior of employees in order to avoid or reduce employees' anti-production behavior. Based on the theory of social cognition and identity, this paper explores the employee's moral identity from the perspective of the relationship between employee's moral subject cognition and moral decision-making. The relationship between moral deduction and anti-production behavior. The theoretical model of this research is to take employee's moral identity as the pre-dependent variable, moral deduction as the intermediary variable, and the perception of enterprise's organizational ethical atmosphere as the regulating variable to explore the mechanism of the effect of moral identity on employee's anti-production behavior. The purpose and significance of this paper lies in the theoretical deepening of employee moral identity, moral deduction of the impact of organizational behavior research, in practice is conducive to the implementation of human resources ethical management and construction to effectively avoid or reduce anti-production behavior. In this study, 347 valid questionnaires were processed and analyzed by using SPSS,AMOS and other software. The main conclusions are as follows: employee moral identity has a significant negative impact on their anti-production behavior; Employees' moral identity has a significant negative impact on their moral deduction, and moral deduction plays an intermediary role in the impact of employees' moral identity on their anti-production behavior. The perception of self-interest organizational ethical atmosphere and regular organizational ethical atmosphere plays a regulating role in the influence of employee's moral identity on their anti-production behavior. Based on the conclusion of the research, this paper puts forward some countermeasures and suggestions from the angle of enterprises and employees, such as grasping the recruitment link of employees, strengthening the moral training education of employees, and building a good organizational ethics atmosphere.
【学位授予单位】：南京理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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