ISSN 1671-3710
CN 11-4766/R

心理科学进展 ›› 2018, Vol. 26 ›› Issue (2): 191-203.doi: 10.3724/SP.J.1042.2018.00191

• 研究构想 •    下一篇

 情与理对立视角下管理者亲社会违规 对员工行为的影响机理:一项跨层次追踪研究

 刘效广; 王志浩   

  1.  (太原理工大学经济管理学院, 太原 030024)
  • 收稿日期:2017-03-14 出版日期:2018-02-15 发布日期:2017-12-26
  • 通讯作者: 刘效广, E-mail:
  • 基金资助:

 Influence mechanism of managerial pro-social rule breaking on employee behavior from the perspective of opposition between favor and reason: A cross-levels and longitudinal study

 LIU Xiaoguang; WANG Zhihao   

  1.  (College of Economics & Management, Taiyuan University of Technology, Taiyuan 030024, China)
  • Received:2017-03-14 Online:2018-02-15 Published:2017-12-26
  • Contact: LIU Xiaoguan, E-mail:
  • Supported by:

摘要:  中国企业中, 员工组织公民和职场偏差两种相反的行为, 都与管理者亲社会违规有密切正向联系。为解释此矛盾现象, 将管理者亲社会违规在组织层次和个体层次上分别视作一种客观实际和员工知觉, 并结合情与理相对立的视角, 探究其对员工行为的跨层次影响机理。具体包括四项内容:(1)管理者亲社会违规在中国情境下的概念化和量表开发; (2)领导信任和制度信任在知觉的管理者亲社会违规与公民和偏差行为间的不同中介效应, 以及中庸思维和中国正义观的调节效应; (3)关怀氛围和规则氛围在实际的管理者亲社会违规与公民和偏差行为间的不同中介效应, 以及领导沟通和关系实践的调节效应; (4)实际的管理者亲社会违规对个体层次上中介机制的调节效应。有助于管理者理性应对规则和人情的冲突, 并为管理实践变革提供启示。

关键词: 管理者亲社会违规, 组织公民行为, 职场偏差行为, 信任, 伦理氛围

Abstract:  In Chinese organizations, though employee organizational citizenship behavior and workplace deviance behavior are opposite from each other, both of which are positively related with managerial pro-social rule breaking (MPSRB). In order to explain the mentioned contradictory phenomena, MPSRB was considered as actuality and employee perception at the organizational and the individual level respectively, to explore the cross-level influence mechanism of MPSRB on employee behavior from the opposite perspective of favor and reason. In details, the followings were discussed: (1) Conceptualization and questionnaire development of MPSRB in Chinese context; (2) The mediating effect of supervisor trust and institutional trust on the relationship between actual MPSRB and employee behavior, and the moderating effect of Chinese justice value and zhongyong thinking; (3) The mediating effect of caring climate and rule climate on the relationship between actual MPSRB and employee behavior, and the moderating effect of supervisor communication and guanxi practice; (4) The moderating effect of actual MPSRB on the mediating mechanism at the individual level. The conclusions of the present study can help managers to reasonably handle the conflict between favor and reason, and guide the transformation of management practices.

Key words: managerial pro-social rule breaking, organizational citizenship behavior, workplace deviance behavior, trust, ethical climate