主动性人格与亲组织非伦理行为：组织文化的调节作用

发布时间：2018-04-25 23:39

本文选题：主动性人格 + 亲组织非伦理行为　；参考：《华中师范大学》2017年硕士论文

【摘要】：随着组织经营环境的日益动态化和超竞争化,传统的消极适应、被动接受任务的员工已不再适应时代发展的要求。从华为的“让听得见炮火的人做决策”到海尔的“无边界组织”理论,管理者的不断放权,让员工的主动性日益成为促进企业成功经营的重要资源。实际上,最新研究结果表明,在很多的时候,员工可以主动的采取行动去完成组织任务,这种行为的重要体现就是员工可以主动打破当前的环境对其行为造成的约束,从而形成更为有利于完成组织任务的新环境,这正契合了主动性人格的概念。该人格反映了个体不受情境阻力的制约,不断的寻求新路径、把握新机会,主动采取行为以改变外部环境的行为倾向性。大量研究表明,主动性人格对工作场所相关行为具有积极效果。为进一步认识主动性人格的作用效果,本文基于关系视角和交互作用理论,分别检验了主动性人格对亲组织非伦理行为的直接影响及组织文化的调节作用。来自304对上下级匹配的数据表明,个体的主动性人格特质会促使其从事亲组织非伦理行为。组织层面的结果导向文化、实用性文化与主动性人格的交互作用均可正向影响个体的亲组织非伦理行为。本研究结果表明,主动性人格的个体会基于利于组织目的从事非伦理行为,不利于组织的长远发展,即该人格特质对组织存在消极影响。
[Abstract]:With the increasingly dynamic and super-competitive organizational environment, the traditional passive adaptation, passive acceptance of the task of employees no longer adapt to the requirements of the development of the times. From Huawei's "making decisions by people who can hear fire" to Haier's theory of "borderless organization" and the constant decentralization of managers, the initiative of employees is increasingly becoming an important resource to promote the success of enterprises. In fact, new research results show that, in many cases, employees can take the initiative to complete organizational tasks, and the important manifestation of this behavior is that employees can take the initiative to break the constraints imposed on their behavior by the current environment. Therefore, a new environment which is more favorable to the completion of organizational tasks is formed, which coincides with the concept of active personality. The personality reflects the individual is not restricted by the situation, constantly seek new ways, seize new opportunities, take the initiative to take action to change the behavior of the external environment tendentiousness. A large number of studies have shown that active personality has a positive effect on workplace-related behaviors. In order to further understand the effect of active personality, this paper examines the direct influence of active personality on non-ethical behavior of pro-organization and the regulative effect of organizational culture based on the perspective of relationship and the theory of interaction. Data from 304 pairs of superior and subordinate matches show that individuals' active personality traits encourage them to engage in pro-organizational non-ethical behavior. At the organizational level, the interaction between practical culture and active personality can positively influence the non-ethical behavior of the individual. The results of this study show that the individual of active personality will engage in non-ethical behavior for the benefit of organizational purposes, which is not conducive to the long-term development of the organization, that is, the personality trait has a negative impact on the organization.
【学位授予单位】：华中师范大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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