摘要
亲组织非伦理行为是一种具有亲组织性和非伦理性双重特征的行为,其出发点是为了组织的利益,但由于本质上是非伦理行为,因而会危害组织的可持续发展。当前,国内外学者对亲组织非伦理行为的促进性因素进行了相当程度的探讨,丰富了亲组织非伦理行为的形成机制研究。但若要对亲组织非伦理行为进行更为有效的预防和管控,还需要深入考察亲组织非伦理行为的抑制性因素和抑制机制。基于社会学习理论和领导替代理论,从组织外部关系和组织制度两个视角,通过问卷调查和情景实验双重方法,探讨责任型领导和组织惩罚对亲组织非伦理行为的影响机制。问卷调查采用多时点测量方式,收集长三角地区20家本土企业354名基层员工数据,通过验证性因子分析、层次回归分析和Bootstrap法进行实证检验。情景实验以浙江省金华市一家保险公司的156名业务员为被试,采用2×2组间实验设计,模拟保健品销售情景,通过t检验、双因素方差分析和简单效应分析进行实证检验。问卷调查和情景实验的结果均表明,不同于伦理型领导和变革型领导等视股东为唯一责任对象的领导风格,将责任对象范围扩展至组织内外部利益相关者的责任型领导,其对亲组织非伦理行为存在负向影响;组织惩罚对亲组织非伦理行为存在负向影响,说明对亲组织非伦理行为的预防和管控还可以从组织制度环境的设计方面入手;组织惩罚负向调节责任型领导对亲组织非伦理行为的影响,即组织惩罚越高,责任型领导与亲组织非伦理行为之间的负向关系越弱。以责任型领导为切入点,探讨组织与外部利益相关者的关系对亲组织非伦理行为的影响,补充了亲组织非伦理行为的抑制机制研究,拓展了亲组织非伦理行为的研究视角;从组织制度的视角考察组织惩罚对亲组织非伦理行为的影响,丰富了亲组织�
Unethical pro-organizational behavior(UPB)is a kind of behavior that incorporates the pro-organizational attribute and the unethical attribute.UPB is conducted with the intention to benefit the organization but violates hypernorms or widely-held standards of ethical behavior and will pose serious hazards to the organization’s sustainable development.Abundant studies have investigated the contributing factors of UPB,thereby enriching our understanding of the formation mechanisms of UPB.However,in order to prevent and control UPB more effectively,it’s vital to further explore the inhibiting factors of UPB and the relevant inhibition mechanisms.Based on social learning theory and substitutes for leadership theory,this study employs a field study and a scenario experiment to explore the influence mechanism of responsible leadership and organizational punishment on employees’UPB from the perspectives of organizational external relations and organizational institutions.In the field study,354 valid data are collected by multi-stage questionnaire survey from 20 local enterprises in Yangtze River Delta region;hypotheses are tested by confirmatory factor analysis,hierarchical regression analysis and bootstrap test.In the scenario experiment,156 salespeople from an insurance company in Jinhua,Zhejiang province are selected as the participants;this experiment uses 2×2 between-subjects design and stimulates a sales scenario of health-care product;hypotheses are tested by t test,two factors variance analysis and simple effect analysis.Both the field study and the scenario experiment show that:(1)different from ethical leadership and transformational leadership that focus on shareholders as the only truly legitimate constituency,responsible leadership,a kind of leadership style that extends the scope of responsibility to internal and external stakeholders of the organization,has a negative effect on employees’UPB;(2)organizational punishment has a negative effect on employees’UPB,implying that designing a proper orga
作者
程垦
林英晖
CHENG Ken;LIN Yinghui(School of Management,Zhejiang University of Technology,Hangzhou 310023,China;School of Management,Shanghai University,Shanghai 200444,China)
出处
《管理科学》
CSSCI
北大核心
2020年第6期100-111,共12页
Journal of Management Science
基金
上海市哲学社会科学规划项目(2017BGL001)。
关键词
亲组织非伦理行为
责任型领导
组织惩罚
抑制机制
替代效应
unethical pro-organizational behavior
responsible leadership
organizational punishment
inhibition mechanism
substitution effect
