员工亲组织非伦理行为影响全面薪酬机理探讨--基于商业企业和非营利组织基层员工问卷调查数据的实证检验

Discussion on the Mechanism of Employees'Pro-organizational Unethical Behaviors on Total Compensation:An Empirical Test Based on the Questionnaire Data of Grassroots Employees of Commercial Enterprises and Non-profit Organizations

笔者基于社会交换理论,以来自对商业企业和非盈利组织基层员工问卷调查的有效数据,运用层次回归和结构方程模型实证检验了员工亲组织非伦理行为与其全面薪酬二者之间的关联。检验结果证实:员工亲组织非伦理行为与其全面薪酬正相关;员工工作绩效和组织惩罚中介了员工亲组织非伦理行为对其全面薪酬的影响,其中,工作绩效的影响是正向的,组织惩罚的影响是负向的;上下级关系负向调节工作绩效和组织惩罚的中介效应。本研究通过实证检验员工采取亲组织非伦理行为与其获得组织全面薪酬之间的关联,揭示了员工亲组织非伦理行为与其全面薪酬之间的影响机理,拓展了社会交换理论的伦理应用范围,丰富了相关公司治理方面的现有文献,研究结论有助于为正确处理员工亲组织行为与全面薪酬的关系及其过程中有效运用上下级关系、工作绩效、组织惩罚等治理手段提供理论依据。

Based on the social exchange theory,the authors employee the questionnaires from commercial enterprises and non-profit organizations respectively to test the influence of employees'unethical pro-organizational behaviors on their total compensation and the moderating effect of superior-subordinate Guanxi in this process by using hierarchical regression and structural equation model.The results show that:therelated effect of employee unethical pro-organizational behavior on their total compensations is significantly positive;Unethical pro-organizational behavior is positively related withtheir total compensation,positively mediated by their job performance while negatively mediated by organizational punishment;Supervisor-subordinate Guanxi negatively moderates on the mediating effect of organizational punishment or job performance between unethical pro-organizational behavior and total compensation.By testing the influence of employees'unethical pro-organizational behavior on total compensation,this study expands the ethical scope of social exchange theory,enriches the relevant literature oncorporate governance.The conclusion gives the evidence for this relationship between unethical pro-organizational behavior and total compensation,and provides a theoretical ground for the means of governance such as supervisor-subordinate Guanxi,job performance and organizational punishment.