道德不作为型管理与员工不道德行为：有调节的中介效应
文献类型：学位论文
| 作者 | 曹玉珠 |
| 答辩日期 | 2022-12 |
| 文献子类 | 继续教育硕士 |
| 授予单位 | 中国科学院大学 |
| 授予地点 | 中国科学院心理研究所 |
| 其他责任者 | 李锋 |
| 关键词 | 道德不作为型管理 道德推脱 不道德行为 道德认同 |
| 学位名称 | 理学硕士 |
| 学位专业 | 应用心理学 |
| 其他题名 | Amoral Management and Unethical Behavior: Moderated Mediating Effect |
| 中文摘要 | In organizations, the unethical behavior of employees is widespread, and in recent years, it has become a practical problem to be solved urgently in enterprise management practice. Although the unethical behavior of employees may not lead to serious consequences at the beginning, it may cause irreparable losses to the organization and even the whole society if it is left unchecked without timely intervention. At present, researchers generally believe that the unethical behavior of employees is not entirely determined by the level of personal moral development, and the environmental factors of employees also affect the unethical behavior of employees. Reviewed the literature, it is found that the environmental factors affecting employees' unethical behavior mainly include the construction of rules and regulations, organizational ethical atmosphere, and managers' ethical style. Existing studies have confirmed that ethical management is negatively correlated with employee unethical behavior, and unethical management is positively correlated with employee unethical behavior, while there are relatively few studies on the relationship between ethical inaction management and employee unethical behavior. What happens when managers within an organization appear to avoid ethical issues and offer no guidance to their subordinates? Based on the empirical study of Quade et al. (2020), and the theory of social cognition and moral disengagement, this study conducted two surveys using questionnaire method. The first survey surveyed 267 full-time employees to verify the validity of the moral nonfeasance management scale. The second survey surveyed 264 full-time employees with at least one year of work experience. The results of the two studies showed that: (1) The scale of amoral management has good structural validity when used in China; (2) the management of amoral has a positive impact on employees' unethical behavior; Moral disengagement plays a complete mediating role between amoral management and employee unethical behavior; (4) The internalization moral identity has a negative moderating effect, mediating the relationship between moral disengagement, amoral management and immoral behavior. In other words, the internalization moral identity weakens the effect of amoral management on moral disengagement, and then reduces the unethical behavior of employees, but the moderating effect of the symbolization moral identity is not significant.This study enricifies the connotation of amoral management and verifies the validity of the scale of amoral management in China.In addition, it expands the influencing factors of amoral management, provides valuable practical enlightenment for enterprise management, and provides theoretical reference and practical basis for subsequent related research. |
| 英文摘要 | 在组织中，员工的不道德行为普遍存在，近年来越发成为企业管理实践中亟待解决的现实问题。虽然员工不道德行为在最初未必会引发严重的后果，但如果不能及时加以干预，而是任其发展，最终可能对组织，乃至全社会造成难以挽回的损失。目前研究者普遍认为，员工的不道德行为并非完全由个人的道德发展水平决定，员工所处的环境因素同样会影响员工的不道德行为。回顾文献发现，影响员工做出不道德行为的环境因素主要包括：规章制度建设，组织伦理氛围，管理者伦理风格等。现有研究已经证实，道德型管理与员工不道德行为负相关，不道德型管理与员工不道德行为正相关，而道德不作为型管理与员工不道德行为关系的研究相对较少。如果组织内的管理者在下属面临道德问题时表现出对问题的回避，不提供指导，会发生什么？本研究基于Quade等人（2020）的实证研究，依据社会认知理论和道德推脱理论，采用问卷调查法进行两次调查，第一次调查了267位在职员工，验证道德不作为型管理测量量表在中国本土使用的有效性。第二次调查了264位工作经验在1年以上的全职员工。两次研究的结果表明：（1）道德不作为型管理测量量表在中国本土使用具有良好的结构效度；（2）道德不作为型管理对员工不道德行为有正向影响；（3）道德推脱在道德不作为型管理与员工不道德行为之间起完全中介作用；（4）内在化道德认同对道德推脱在道德不作为型管理与不道德行为之间的中介效应具有负向调节作用，即内在化道德认同弱化了道德不作为型管理对道德推脱的影响，进而降低了不道德行为，但象征化道德认同的调节效应不显著。 本研究丰富了道德不作为型管理的内涵，验证了道德不作为型管理量表在中国本土使用的有效性，另外，拓展了道德不作为型管理的影响因素，为企业管理提供了有价值的实践启示，为后续相关研究提供了理论参考和实践依据。 |
| 语种 | 中文 |
| 源URL | [http://ir.psych.ac.cn/handle/311026/45264]  |
| 专题 | 心理研究所_社会与工程心理学研究室 |
| 推荐引用方式 GB/T 7714 | 曹玉珠. 道德不作为型管理与员工不道德行为：有调节的中介效应[D]. 中国科学院心理研究所. 中国科学院大学. 2022. |
入库方式： OAI收割
来源：心理研究所
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