组织认同一定会促进亲组织非伦理行为吗?社会责任型人力资源管理的作用
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摘要
基于社会认同理论,以社会责任型人力资源管理作为组织道德性的线索,探讨其对组织认同与亲组织非伦理行为之间关系的调节作用及其对亲组织非伦理行为的直接影响。采用多层线性建模技术进行数据分析,结果表明:当社会责任型人力资源管理水平低时,组织认同正向影响亲组织非伦理行为;当社会责任型人力资源管理水平高时,组织认同对亲组织非伦理行为没有显著影响;社会责任型人力资源管理对亲组织非伦理行为具有抑制作用。
Organizational identification is widely deemed as an important antecedent of unethical pro-organizational behavior. Yet, extant empirical research has not drawn consistent conclusions about the relationship between them. Therefore, we propose one potential cause that the conceptual understanding of organizational identification is a fuzzy set which not only includes the core of identity(i.e., self-definition, importance and affect)but also includes the content of identity(e.g., values, beliefs and goals) while the narrowly-defined organizational identification scale only captures the core parts. To verify this conjecture, we draw on social identity theory and choose socially responsible human resource management as the identity cues related to the organizational morality to examine the moderating effect of socially responsible human resource management on the relationship between organizational identification and unethical pro-organizational behavior as well as the direct effect of socially responsible human resource management on unethical pro-organizational behavior.Multilevel and multisource data were obtained in a two-wave questionnaire survey conducted in the eastern coastal areas of China, namely Shanghai Municipality, Zhejiang Province and Shandong Province. At Time-1, sixty HR managers from sixty companies were invited to answer questions related to socially responsible human resource management and to randomly select five employees to participate in this survey. The 300 selected employees were invited to answer questions related to organizational identification. We also measured some control variables at this time.After one month, at Time-2, employees who attended the Time-1 survey were invited to rate their willingness to engage in unethical pro-organizational behavior. The final valid sample included sixty companies and 277 employees(4.62 employees per company), with the response rates of 100% and92.3%, respectively.Multilevel linear modeling technique was applied with Mplus7.4 to test the research hypotheses. In line with the theoretical arguments, results showed that socially responsible human resource management significantly moderated the relationship between organizational identification and unethical pro-organizational behavior. Specifically, when socially responsible human resource management was low, organizational identification was significantly and positively related to unethical pro-organizational behavior; When socially responsible human resource management was high,organizational identification negatively influenced unethical pro-organizational behavior though this effect was not significant. In addition, we found that socially responsible human resource management could directly inhibit unethical pro-organizational behavior.This study contributes to the literature in two aspects. Firstly, this study provides a new and in-depth interpretation for the inconsistent conclusions of the relationship between organizational identification and unethical pro-organizational behavior by choosing socially responsible human resource management as the organizational morality-related cues and examining the moderating role of socially responsible human resource management. Secondly, this study enriches the literature on the inhibitors of unethical pro-organizational behavior by verifying the negative effect of socially responsible human resource management on unethical pro-organizational behavior, considering that less attention has been paid to the inhibitors of unethical pro-organizational behavior in comparison with the inducers although the former might have greater practical value and that the majority of research on the inhibitors of unethical pro-organizational behavior focuses on the individual level rather than the organizational level.Managerial implications, research limitations and suggestions for future studies are also discussed.
Organizational identification is widely deemed as an important antecedent of unethical pro-organizational behavior. Yet, extant empirical research has not drawn consistent conclusions about the relationship between them. Therefore, we propose one potential cause that the conceptual understanding of organizational identification is a fuzzy set which not only includes the core of identity(i.e., self-definition, importance and affect)but also includes the content of identity(e.g., values, beliefs and goals) while the narrowly-defined organizational identification scale only captures the core parts. To verify this conjecture, we draw on social identity theory and choose socially responsible human resource management as the identity cues related to the organizational morality to examine the moderating effect of socially responsible human resource management on the relationship between organizational identification and unethical pro-organizational behavior as well as the direct effect of socially responsible human resource management on unethical pro-organizational behavior.Multilevel and multisource data were obtained in a two-wave questionnaire survey conducted in the eastern coastal areas of China, namely Shanghai Municipality, Zhejiang Province and Shandong Province. At Time-1, sixty HR managers from sixty companies were invited to answer questions related to socially responsible human resource management and to randomly select five employees to participate in this survey. The 300 selected employees were invited to answer questions related to organizational identification. We also measured some control variables at this time.After one month, at Time-2, employees who attended the Time-1 survey were invited to rate their willingness to engage in unethical pro-organizational behavior. The final valid sample included sixty companies and 277 employees(4.62 employees per company), with the response rates of 100% and92.3%, respectively.Multilevel linear modeling technique was applied with Mplus7.4 to test the research hypotheses. In line with the theoretical arguments, results showed that socially responsible human resource management significantly moderated the relationship between organizational identification and unethical pro-organizational behavior. Specifically, when socially responsible human resource management was low, organizational identification was significantly and positively related to unethical pro-organizational behavior; When socially responsible human resource management was high,organizational identification negatively influenced unethical pro-organizational behavior though this effect was not significant. In addition, we found that socially responsible human resource management could directly inhibit unethical pro-organizational behavior.This study contributes to the literature in two aspects. Firstly, this study provides a new and in-depth interpretation for the inconsistent conclusions of the relationship between organizational identification and unethical pro-organizational behavior by choosing socially responsible human resource management as the organizational morality-related cues and examining the moderating role of socially responsible human resource management. Secondly, this study enriches the literature on the inhibitors of unethical pro-organizational behavior by verifying the negative effect of socially responsible human resource management on unethical pro-organizational behavior, considering that less attention has been paid to the inhibitors of unethical pro-organizational behavior in comparison with the inducers although the former might have greater practical value and that the majority of research on the inhibitors of unethical pro-organizational behavior focuses on the individual level rather than the organizational level.Managerial implications, research limitations and suggestions for future studies are also discussed.
引文
陈默,梁建.(2017).高绩效要求与亲组织不道德行为:基于社会认知理论的视角.心理学报,49,94-105.
林英晖,程垦.(2016).领导-部属交换与员工亲组织非伦理行为:差序格局视角.管理科学,29(5),57-70.
林英晖,程垦.(2017).差序式领导与员工亲组织非伦理行为:圈内人和圈外人视角.管理科学,30(3),35-50.
王晓辰,高欣洁,李清.(2018).亲组织非伦理行为对员工职业发展的影响:一个跨层的被调节中介.心理科学,41,646-652.
吴明证,沈斌,孙晓玲.(2016).组织承诺和亲组织的非伦理行为关系:道德认同的调节作用.心理科学,39,392-398.
张永军,江晓燕,赵国祥.(2017).伦理氛围与亲组织非伦理行为:道德辩护的中介效应.心理科学,40,1189-1194.
Aquino,K.,&Reed,A.,II.(2002).The self-importance of moral identity.Journal of Personality and Social Psychology,83,1423-1440.
Ashforth,B.E.,&Mael,F.(1989).Social identity theory and the organization.Academy of Management Review,14,20-39.
Ashforth,B.E.,Harrison,S.H.,&Corley,K.G.(2008).Identification in organizations:An examination of four fundamental questions.Journal of Management,34,325-374.
Barrena-Martínez,J.,López-Fernández,M.,&Romero-Fernández,P.M.(in press).Towards a configuration of socially responsible human resource management policies and practices:Findings from an academic consensus.The International Journal of Human Resource Management.
Chen,M.,Chen,C.C.,&Sheldon,O.J.(2016).Relaxing moral reasoning to win:How organizational identification relates to unethical pro-organizational behavior.Journal of Applied Psychology,101,1082-1096.
Kong,D.T.(2016).The pathway to unethical pro-organizational behavior:Organizational identification as a joint function of work passion and trait mindfulness.Personality and Individual Differences,93,86-91.
Mael,F.A.,&Ashforth,B.E.(1992).Alumni and their alma mater:A partial test of the reformulated model of organizational identification.Journal of Organizational Behavior,13,103-123.
May,D.R.,Chang,Y.K.,&Shao,R.(2015).Does ethical membership matter?Moral identification and its organizational implications.Journal of Applied Psychology,100,681-694.
Meyer,J.P.,Allen,N.J.,&Smith,C.A.(1993).Commitment to organizations and occupations:Extension and test of a three-component conceptualization.Journal of Applied Psychology,78,538-551.
Miao,Q.,Newman,A.,Yu,J.,&Xu,L.(2013).The relationship between ethical leadership and unethical pro-organizational behavior:Linear or curvilinear effects?Journal of Business Ethics,116,641-653.
Newman,A.,Miao,Q.,Hofman,P.S.,&Zhu,C.J.(2016).The impact of socially responsible human resource management on employees'organizational citizenship behaviour:The mediating role of organizational identification.The International Journal of Human Resource Management,27,440-455.
Nie,D.,L?ms?,A.M.,&Pu??tait?,R.(2018).Effects of responsible human resource management practices on female employees'turnover intentions.Business Ethics:A European Review,27,29-41.
Orlitzky,M.,&Swanson,D.L.(2006).Socially responsible human resource management:Charting new territory.In J.R.Deckop(Ed.),Human resource management ethics(pp.3-25).Charlotte,NC:Information Age.
Shen,J.,&Benson,J.(2016).When CSR is a social norm:How socially responsible human resource management affects employee work behavior.Journal of Management,42,1723-1746.
Shen,J.,&Zhang,H.R.(in press).Socially responsible human resource management and employee support for external CSR:Roles of organizational CSR climate and perceived CSR directed toward employees.Journal of Business Ethics.
Shen,J.,&Zhu,C.J.(2011).Effects of socially responsible human resource management on employee organizational commitment.The International Journal of Human Resource Management,22,3020-3035.
Steenkamp,J.B.E.M.,De Long,M.G.,&Baumgartner,H.(2010).Socially desirable response tendencies in survey research.Journal of Marketing Research,47,199-214.
Trevi?o,L.K.,Den Nieuwenboer,N.A.,&Kish-Gephart,J.J.(2014).(Un)ethical behavior in organizations.Annual Review of Psychology,65,635-660.
Umphress,E.E.,&Bingham,J.B.(2011).When employees do bad things for good reasons:Examining unethical pro-organizational behaviors.Organization Science,22,621-640.
Umphress,E.E.,Bingham,J.B.,&Mitchell,M.S.(2010).Unethical behavior in the name of the company:The moderating effect of organizational identification and positive reciprocity beliefs on unethical pro-organizational behavior.Journal of Applied Psychology,95,769-780.
Winstanley,D.,Woodall,J.,&Heery,E.(1996).Business ethics and human resource management:Themes and issues.Personnel Review,25,5-12.
(1)May等(2015)提出了基于道德性的组织认同新概念,并开发了相应的量表。但根据该量表的指导语与测量条目可以发现,该量表主要是在测量个体对抽象的道德组织的认同,而非个体对其所在组织的道德认同。因此,本研究对该量表持相对保留的态度。
林英晖,程垦.(2016).领导-部属交换与员工亲组织非伦理行为:差序格局视角.管理科学,29(5),57-70.
林英晖,程垦.(2017).差序式领导与员工亲组织非伦理行为:圈内人和圈外人视角.管理科学,30(3),35-50.
王晓辰,高欣洁,李清.(2018).亲组织非伦理行为对员工职业发展的影响:一个跨层的被调节中介.心理科学,41,646-652.
吴明证,沈斌,孙晓玲.(2016).组织承诺和亲组织的非伦理行为关系:道德认同的调节作用.心理科学,39,392-398.
张永军,江晓燕,赵国祥.(2017).伦理氛围与亲组织非伦理行为:道德辩护的中介效应.心理科学,40,1189-1194.
Aquino,K.,&Reed,A.,II.(2002).The self-importance of moral identity.Journal of Personality and Social Psychology,83,1423-1440.
Ashforth,B.E.,&Mael,F.(1989).Social identity theory and the organization.Academy of Management Review,14,20-39.
Ashforth,B.E.,Harrison,S.H.,&Corley,K.G.(2008).Identification in organizations:An examination of four fundamental questions.Journal of Management,34,325-374.
Barrena-Martínez,J.,López-Fernández,M.,&Romero-Fernández,P.M.(in press).Towards a configuration of socially responsible human resource management policies and practices:Findings from an academic consensus.The International Journal of Human Resource Management.
Chen,M.,Chen,C.C.,&Sheldon,O.J.(2016).Relaxing moral reasoning to win:How organizational identification relates to unethical pro-organizational behavior.Journal of Applied Psychology,101,1082-1096.
Kong,D.T.(2016).The pathway to unethical pro-organizational behavior:Organizational identification as a joint function of work passion and trait mindfulness.Personality and Individual Differences,93,86-91.
Mael,F.A.,&Ashforth,B.E.(1992).Alumni and their alma mater:A partial test of the reformulated model of organizational identification.Journal of Organizational Behavior,13,103-123.
May,D.R.,Chang,Y.K.,&Shao,R.(2015).Does ethical membership matter?Moral identification and its organizational implications.Journal of Applied Psychology,100,681-694.
Meyer,J.P.,Allen,N.J.,&Smith,C.A.(1993).Commitment to organizations and occupations:Extension and test of a three-component conceptualization.Journal of Applied Psychology,78,538-551.
Miao,Q.,Newman,A.,Yu,J.,&Xu,L.(2013).The relationship between ethical leadership and unethical pro-organizational behavior:Linear or curvilinear effects?Journal of Business Ethics,116,641-653.
Newman,A.,Miao,Q.,Hofman,P.S.,&Zhu,C.J.(2016).The impact of socially responsible human resource management on employees'organizational citizenship behaviour:The mediating role of organizational identification.The International Journal of Human Resource Management,27,440-455.
Nie,D.,L?ms?,A.M.,&Pu??tait?,R.(2018).Effects of responsible human resource management practices on female employees'turnover intentions.Business Ethics:A European Review,27,29-41.
Orlitzky,M.,&Swanson,D.L.(2006).Socially responsible human resource management:Charting new territory.In J.R.Deckop(Ed.),Human resource management ethics(pp.3-25).Charlotte,NC:Information Age.
Shen,J.,&Benson,J.(2016).When CSR is a social norm:How socially responsible human resource management affects employee work behavior.Journal of Management,42,1723-1746.
Shen,J.,&Zhang,H.R.(in press).Socially responsible human resource management and employee support for external CSR:Roles of organizational CSR climate and perceived CSR directed toward employees.Journal of Business Ethics.
Shen,J.,&Zhu,C.J.(2011).Effects of socially responsible human resource management on employee organizational commitment.The International Journal of Human Resource Management,22,3020-3035.
Steenkamp,J.B.E.M.,De Long,M.G.,&Baumgartner,H.(2010).Socially desirable response tendencies in survey research.Journal of Marketing Research,47,199-214.
Trevi?o,L.K.,Den Nieuwenboer,N.A.,&Kish-Gephart,J.J.(2014).(Un)ethical behavior in organizations.Annual Review of Psychology,65,635-660.
Umphress,E.E.,&Bingham,J.B.(2011).When employees do bad things for good reasons:Examining unethical pro-organizational behaviors.Organization Science,22,621-640.
Umphress,E.E.,Bingham,J.B.,&Mitchell,M.S.(2010).Unethical behavior in the name of the company:The moderating effect of organizational identification and positive reciprocity beliefs on unethical pro-organizational behavior.Journal of Applied Psychology,95,769-780.
Winstanley,D.,Woodall,J.,&Heery,E.(1996).Business ethics and human resource management:Themes and issues.Personnel Review,25,5-12.
(1)May等(2015)提出了基于道德性的组织认同新概念,并开发了相应的量表。但根据该量表的指导语与测量条目可以发现,该量表主要是在测量个体对抽象的道德组织的认同,而非个体对其所在组织的道德认同。因此,本研究对该量表持相对保留的态度。
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