从破窗效应的角度来看,管理层违反亲社会规则和员工在工作场所的偏离行为之间的关系的研究
Xiaoguang Liu1, Wenping Liu1, Safi Rubuye Deborah1
1School of Economics and Management, Taiyuan University of Technology, Taiyuan 030024, China.
Behavioral sciences (Basel, Switzerland)
|March 28, 2025
概括
管理层的亲社会规则破坏 (MPSRB),虽然是利他主义的,但可以通过培养组织的异常来增加工作场所的偏差. 规范性冲突影响了这一效应,突出了MPSRB对企业的黑暗面.
科学领域:
- 组织行为 组织行为
- 商业道德 商业道德
- 社会心理学 社会心理学
背景情况:
- 管理层的亲社会规则违反 (MPSRB) 经常被看作是积极的,但其负面后果未被充分探索.
- 现有的研究忽略了MPSRB可能导致负面员工行为.
- 本研究通过检查MPSRB在组织环境中的有害影响来解决这一差距.
研究的目的:
- 调查MPSRB影响员工工作场所偏差的机制.
- 探讨规范冲突对MPSRB和组织动态差异之间的关系的调节作用.
- 作为MPSRB-偏差链接的关键调解者,引入组织的.
主要方法:
- 为了确定因果关系,进行了一项实验性研究.
- 采用时间滞后的问卷调查,在现实世界中检查拟议的模型.
- 数据是从中国大陆的员工收集的.
主要成果:
- MPSRB积极影响员工对组织异常的看法.
- 组织性异常调解了MPSRB和员工工作场所偏差之间的关系.
- 规范性冲突缓和了MPSRB对组织条的影响,并通过条消极地缓和了间接影响.
结论:
- MPSRB可能有"黑暗面",导致员工通过组织异常越来越多的偏离.
- 规范性冲突在缓解MPSRB的负面结果方面发挥着至关重要的作用.
- 调查结果为组织提供了实用的见解,以减轻来自MPSRB的员工偏差.
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