摘要
基于社会交换和自我损耗理论的视角,探讨工作激情与亲组织非伦理的关系。通过对262位员工的两阶段调查,结果发现:工作激情能激活员工的亲组织非伦理行为;自我损耗在强迫式工作激情和亲组织非伦理的关系中起部分中介作用;组织认同在和谐式工作激情和亲组织非伦理的关系中起完全中介作用;规则型伦理氛围不仅分别负向调节了组织认同、自我损耗与亲组织非伦理之间的关系,还分别对组织认同、自我损耗产生被调节的中介效应。研究发现有助于指导管理者采取合理措施,有效管理员工的亲组织不道德行为,并积极引导其工作激情。
Based on the theory of social exchange and ego-depletion,this study explores the relationship between work passion and unethical pro-organizational behavior.Through a two-stage survey of 262 employees,it was found that:no matter whether it is obsessive work passion or harmonious work passion,it is possible to activate employees’unethical pro-organization behavior;self-depletion has partial mediation effect on the relation of obsessive work passion and unethical pro-organizational behavior;organizational identification plays a full intermediary role in the relation of harmonious work passion and unethical pro-organizational behavior;the principle ethical climate not only negatively regulates the relationship between organizational identity,self-depletion and unethical pro-organizational behavior,it also has a mediating effect on organizational identity and self-depletion.The findings of this study help to understand the intermediaries and boundary conditions that affect the unethical pro-organizational behavior,and guide managers to take reasonable measures to effectively manage unethical pro-organizational behaviors in organizational practice and actively guide the work passion of employees.
作者
王影
WANG Ying(School of Business,Changzhou University,Changzhou,210061,China)
出处
《经济经纬》
CSSCI
北大核心
2020年第4期116-123,共8页
Economic Survey
基金
江苏省社会科学规划项目(19EYB014)。
