工作使命感对员工亲组织非伦理行为的影响:道德辩护的中介效应

The influence of career calling on employees’unethical pro-organizational behavior:Moral justification as a mediator

基于自我一致性理论和社会学习理论,探讨了员工工作使命感对其亲组织非伦理行为的影响机制,并分析了道德辩护的中介作用和伦理型领导的调节作用,揭开员工工作使命感与亲组织非伦理行为关系的黑箱。研究结果发现:员工工作使命感对其道德辩护和亲组织非伦理行为均有抑制作用,且道德辩护在工作使命感与亲组织非伦理行为间起中介作用,伦理型领导在上述关系中起正向调节作用。这一结论为抑制道德辩护和亲组织非伦理行为的发生提供了理论参考和实证支持。

The frequent exposure of corporate unethical behavior has promoted the unethical pro-organizational behavior of organizations and employees to become a hot spot of research in the industry and academia,and it is of great significance to help organizations curb or reduce such behavior.On the one hand,employees’career calling are more likely to be consistent with social values and the employees with it will not do something unethical or contrary to the core social values for the sake of protecting the interests of the organization.On the other hand,with the rapid development of China's economy,traditional material incentives have been difficult to meet the needs of employees in organizations.Employees’career calling is expected to be a key element in solving the above problems.At present,no direct results have been found in domestic research on them.Based on the self-consistency theory and social learning theory,this paper discusses the influencing mechanism of employees’career calling on their unethical pro-organizational behavior,and analyzes the mediating role of moral justification and the moderating role of ethical leadership,thus revealing the black box of the relationship between employees’career calling and unethical proorganizational behavior.In this paper,questionnaires are collected in Shanghai,Guangzhou,Hangzhou,Shenzhen,Changchun and other places through the time-crossing method.It mainly covers 327 sets of data in industries such as science and technology,finance,real estate,and Internet.Hierarchical regression analysis,Bootstrapping and simple slope test were used to verify the research hypothesis.The results showed that the career calling had an inhibitory effect on both the moral justification and the unethical proorganizational behavior;the moral justification played an intermediary role between the career calling and unethical pro-organizational behavior;ethical leadership had a positive moderating effect in the above relations.This conclusion provides theoretical reference and empirical support for the suppression of moral justification and unethical pro-organizational behavior.This paper focuses on unethical pro-organizational behavior that is often ignored in the industry and academia.Based on employees􀆳career calling,this paper conducts an empirical study on unethical pro-organizational behavior.Analyzing its mechanism of action or formation is an expansion and supplement to the study of non-ethical behavior.This paper reveals the inhibiting effect of employees􀆳career calling on moral justification.It can not only provide theoretical reference for the follow-up career calling related research,at the same time,it also extends the related fields of career calling.The moral justification realizes the transmission process of employees􀆳career calling to unethical pro-organizational behavior.An employee with career calling is the less likely to engage in hurtful behavior,ultimately inhibiting unethical pro-organizational behavior.The study of the mediating effect of moral justification provides a new perspective and direction for the application of self-consistency theory.Based on the theory of social learning,this paper respectively discusses the moderating effect of ethical leadership between career calling and moral justification,as well as career calling and unethical pro-organizational behavior.This provides a reference for the study of unethical pro-organizational behavior from the perspective of leadership style.Therefore,this paper suggests that enterprises should pay attention to the cultivation of employees􀆳career calling,restrain employees􀆳moral justification and strengthen the influence of ethical leadership style in organizations.