员工感知领导信任对亲组织不道德行为的影响:组织伦理气候的调节作用

The Relationship between Employees Felt Trust and Unethical Pro-organizational Behavior: The Moderating Role of Organizational Ethical Climate

信任作为一种被管理层所普遍采用的策略,一定会带来好的结果吗?该文围绕这一问题,探讨了员工感知被信任和亲组织不道德行为的关系。在这项研究中,采用338份两阶段纵向数据样本,通过回归分析发现:员工的感知被信任与其亲组织不道德行为呈显著正相关;规则型伦理气候对下属感知被上级信任和下属的亲组织不道德行为之间起负向调节作用;关怀型组织伦理气候对下属感知被上级信任和下属的亲组织不道德行为之间的调节作用不显著;自利型伦理气候对下属感知被上级信任和下属亲组织不道德行为之间的调节作用不显著。这一结果可为"信任"的研究提供一个新的方向,也使管理者真正认识到信任作为一种管理员工的方式,也有其负面影响。

Does trust that is generally used by management as a strategy always bring good results?This paper makes an analysis of the relationship between employee’s feeling of being trusted and unethical pro-organizational behavior(UPB).In this study,338 two-wave data samples were collected and analyzed through regression analysis.The results show that there is a positive relationship between employee’s feeling of being trusted and UPB;regular ethical climate plays a negative moderating role in the relationship between employee’s feeling of being trusted by the managerial class and UPB;the moderating role of caring ethical climate in the relationship between employee’s feeling of being trusted by the managerial class and UPB is not obvious but it has a negative impact on UPB;the moderating role of self-benefiting ethical climate in the relationship between employee’s feeling of being trusted by the managerial class and UPB is not obvious but it it has a positive impact on UPB.The results of the study provide a new direction for the research into trust,and make managers understand that trust,as a way of managing their employees,may come up with negative effect.