员工-组织类亲情交换关系对亲组织非伦理行为的影响研究

Research on the Influence of Employee-Organization Family-like Exchange Relationship on Unethical Pro-organizational Behavior

亲组织非伦理行为违背了可持续发展理念,可能会使组织遭受名誉和利益的双重损失。因此在中国文化背景下探究其形成机制及影响因素,可有效规避其产生,对中国组织的长足发展大有裨益。本文基于自我归类理论,以52家家族式管理的初创期民营企业为样本,探讨中国组织中员工-组织类亲情交换关系对员工亲组织非伦理行为的影响,探索内在机理和边界条件。研究发现,员工-组织类亲情交换关系会正向影响员工的亲组织非伦理行为,内部人身份认知在类亲情交换关系和亲组织非伦理行为的关系中起部分中介作用,员工所感知到的差序式领导的程度会正向调节内部人身份认知的中介作用。通过结论,为中国组织有效干预员工的亲组织非伦理行为提供借鉴和思路。

Unethical pro-organizational behavior goes contrary to the vision of sustainable development and may bring losses to both the reputation and interests of an organization.Therefore,exploring its formation mechanism and influencing factors in the context of Chinese culture can effectively prevent such behavior and contribute to the long-term development of Chinese organizations.Based on the self-classification theory,52 family-managed private Start-ups are used as a sample to explore the impact of employee-organizational family-like exchange relationship in Chinese organizations on the unethical pro-organizational behavior,and explore the mechanism and boundary conditions.The empirical results show that the employee-organizational family-like exchange relationship has a positive impact on the unethical pro-organizational behavior.Employees’cognition of insiders’status plays a partial intermediary role in the relationship between family-like exchange relationship and unethical pro-organizational behavior.The degree of differential leadership positively adjusts the mediating role of internal identity recognition.The research conclusions expand the antecedent variables of unethical pro-organizational behavior in the Chinese culture background,and have certain enlightenment for guiding the Chinese organizations to correctly manage the unethical pro-organizational behavior of their employees.