A Social Exchange Perspective of Employee-Organization Relationships and Employee Unethical Pro-Organizational Behavior: The Moderating Role of Individual Moral Identity
A Social Exchange Perspective of Employee-Organization Relationships and Employee Unethical Pro-Organizational Behavior: The Moderating Role of Individual Moral Identity
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社会交换视角下员工与组织关系与员工不道德亲组织行为：个人道德认同的调节作用
DOI：
10.1007/s10551-018-3782-9
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发表时间：
--
影响因子：
6.1
通讯作者：
He W
中科院分区：
文献类型：
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作者：
Wang T. L.;Long L. R.;Zhang Y.;He W
先前对员工-组织关系的研究只关注高诱因员工-组织关系（即相互和过度投资员工-组织关系）的积极影响。在社会交换理论的基础上，我们建立了一个模型，将员工不道德亲组织行为（UPB）理论化为高诱因EORs的一个潜在负面结果，并通过员工与雇主之间高质量的社会交换关系进行中介。两项实地研究的实证结果为共同投资绩效与员工UPB之间通过感知社会交换的中介关系提供了趋同支持。此外，研究2的结果进一步揭示，在道德认同水平较高的员工中，感知社会交换与员工UPB之间的正相关关系被较高的道德认同削弱了。讨论了理论和管理意义。
Prior research on employee–organization relationships (EORs) has exclusively focused on the positive consequences of high-inducement EORs (i.e., mutual- and over-investment EORs). Drawing from social exchange theory , we develop a model theorizing employee unethical pro-organizational behavior (UPB) as one potential negative outcome of high-inducement EORs, as mediated by high-quality social exchange relationship between the employee and the employer. Empirical findings from two field studies provided convergent support to the mediation relationship between mutual-investment EORs and employee UPB via perceived social exchange. Moreover, the results in Study 2 further revealed that the relationship was less significant among employees with higher levels of moral identity, because the positive relationship between perceived social exchange and employee UPB was weakened by high moral identity. The theoretical and managerial implications were discussed.