棍棒之下出“孝子”吗——员工职场偏差行为研究

Spare the Rod and Spoil the Child? A Study on Employee Workplace Deviant Behavior

基于社会学习理论和压力源─情绪理论,本文以6个城市的226名员工为样本,探究了家长式领导对员工职场偏差行为的影响机制,其中重点关注了威权领导的直接作用以及仁慈与德行领导的调节作用,并进一步分析了自利导向伦理氛围和规则导向伦理氛围在威权领导和职场偏差行为之间的中介作用。研究发现,领导者在组织中展现的威权程度越高,越容易刺激员工职场偏差行为的发生;自利导向伦理氛围和规则导向伦理氛围在二者之间发挥着中介作用;仁慈领导和德行领导与威权领导的交互作用,可以削弱自利导向伦理氛围的形成,而对规则导向伦理氛围并不产生影响。

Deviant behavior frequently occurs in workplace. As a typical negative extra-role behavior, workplace deviant behavior not only severs relationships and reputations but also has deleterious effects on commerce. Thus, how to effectively avoid and solve the employee workplace deviation behavior have become practical difficulties that the organization must give high priority. In order to figure out the stimulants and conditions incite employees to do such behavior, we conducted an empirical study basing on social learning theory and stressor-emotion model, to investigate the effect of paternalistic leadership on ethical climate and workplace deviant behavior. Furthermore, this paper paid much attention to the direct effect of authoritarian leadership and the moderated roles of benevolent leadership and moral leadership, also analyzed the mediated mechanism of self-interest oriented ethical climate and rule oriented ethical climate.Data were collected from 226 dyads of employees and their immediate supervisors in 75 teams from 6 cities in China. The questionnaires for employees included paternalistic leadership and ethical climate. The questionnaires for leaders included workplace deviant behavior. The results revealed that the higher the degree of authority leaders show in the organization, the easier to stimulate workplace deviance of employee, self-interest oriented ethical climate and rule oriented ethical climate played mediated role between authoritarian leadership and workplace deviant behavior. The interaction of benevolent leadership and moral leadership with authoritarian leadership can weaken the self-interest oriented ethical climate, but has nothing to do with rule oriented ethical climate.Overall the theoretical model of this study and empirical findings provided some valuable theoretical and critical practical implications. In terms of theoretical contributions, the present study contributed to the negative effect of leadership in the context of Chinese Confucian culture. Second, this study revealed the 'black box' between authoritarian leadership and employee workplace deviant behavior. Third, we tested and verified the interaction effect of authoritarian leadership with benevolent leadership and moral leadership. In terms of managerial implications, the current study highlighted the importance of benevolent leadership and moral leadership. Thus leaders should show more benevolence and morality. Finally, limitations and directions for future research are discussed.