摘要
通过分析问卷调查所得的243个配对样本的数据,探讨了辱虐管理对员工非伦理行为的影响机制,发现:辱虐管理与非伦理行为显著正相关;领导认同在辱虐管理与员工非伦理行为之间起部分中介作用;职业伦理标准调节了领导认同在辱虐管理与员工非伦理行为间关系的中介效应,表现为职业伦理标准越低,领导认同的中介作用越强。结论:辱虐管理会通过破坏领导认同而导致员工非伦理行为的增多,而职业伦理标准会抑制领导认同对员工非伦理行为的影响作用。
In recent years, researchers and practitioners are most concerned about employees＇ unethical behaviors. It is the research trend that more attentions will focus on some exogenous factors at both individual and organizational levels, for the earnest expectation of reducing unethical behaviors effectively. Abusive supervision and professional ethical standards, obviously, belong to that kind of factors. 243 paired survey questionnaires, which consisted of two surveys for one employee and his （her） supervisor respectively, constituted the sample for this study. The results showed that： （1） abusive supervision was positively related to employees＇ unethical behaviors; （2） identification with leader partially mediated the relationship between abusive supervision and employees＇ unethical behaviors; （3） professional ethical standards moderated the mediated relationship between abusive supervision and employees＇ unethical behaviors through identification with leader. Furthermore, conditional indirect effect test also showed that the mediating effect of professional ethical standards on abusive supervision-identification with leader-unethical behaviors linkage is significant only when the level of orofessional ethical standards is low.
出处
《中国人力资源开发》
北大核心
2016年第9期15-20,27,共7页
Human Resources Development of China
基金
国家社会科学基金(15BGL096)
上海市浦江人才基金(14PJC102)资助
关键词
辱虐管理
领导认同
职业伦理标准
非伦理行为
Abusive Supervision
Identification with Leader
Professional Ethical Standards
Employees＇ Unethical Behaviors
