员工感知的高绩效工作系统对员工亲社会性违规行为的影响:组织支持感和组织道德气氛的作用

The Influence of Perceived High Performance Work Systems on Pro-social Rule-breaking Behaviour: the Effect of Perceived Organizational Support and Organizational Ethical Climate

亲社会性违规行为可能会使组织陷入道德选择困境,组织给予那些为了获得重要顾客的认可或组织绩效的提高而违背组织规则的员工以惩罚还是奖励,这对企业实务管理者来说是一个难题,同时需要研究学者从理论层面来探究员工亲社会性违规行为的产生机理。本研究以社会交换理论为基础,依托543份有效问卷探讨了中国管理情境下员工感知的高绩效工作系统对员工亲社会性违规行为的影响机制。实证结果表明:(1)员工感知的高绩效工作系统对员工亲社会性违规行为有显著正向影响;(2)组织支持感在员工感知的高绩效工作系统和员工亲社会性违规行为之间起部分中介作用;(3)工具型和关爱型道德气氛正向调节组织支持感与员工亲社会性违规行为之间的关系,且正向调节员工感知的高绩效工作系统与员工亲社会性违规行为之间经由组织支持感的间接效应;(4)规则型道德气氛负向调节组织支持感与员工亲社会性违规行为之间的关系,且负向调节组织支持感在员工感知的高绩效工作系统与员工亲社会性违规行为间的中介作用。本研究丰富了员工感知的高绩效工作系统对亲社会性违规行为的作用机制和影响边界,同时对组织实施的高绩效工作系统具有一定的指导意义。

Pro-social rule-breaking behavior （PSRB） may cause ethical dilemmas for organizations. The decision of whether or not to reward employees who break organizational rules to satisfy customers or improve organizational performance is a difficult problem for business managers. At the same time, it is necessary for researchers to explore the mechanism of employees＇ PSRB at the theoretical level. Based on social exchange theory, using a sample of 543 Chinese workers, this study examines the effect of perceived High Performance Work Systems （HPWS） on PSRB. The results indicate that： （1） Employees＇ perceptions of HPWS are positively related to employees＇ PSRB; （2） The relationship between employees＇ perceptions of HPWS and PSRB was partially moderated by employees＇ perceived organizational support （POS）; （3） an organization＇s instrumental ethical climate and caring ethical climate positively moderate the relationship between POS and PSRB, as well as the indirect effect of HPWS on PSRB through POS; （4） an organization＇s rules ethical climate negatively moderates the relationship between POS and PSRB, as well as the indirect effect of HPWS on PSRB through POS. This research describes the mechanism through which perceived HPWS influence PSRB, as well as boundary conditions influencing this relationship. Guidance is also provided to managers regarding the implementation of HPWS.