新员工的亲组织道德滑坡的形成机理和治理机制研究：基于组织腐败的常态化理论视角

残酷的商业竞争环境使员工往往需要努力帮助企业取得成功，而这常会导致他们忽视社会道德标准，这种现象被称为员工的亲组织不道德行为。从许多媒体报道中我们可以看到，员工帮助组织的目的是为了使组织受益，但是却违反了道德准则，从而对社会造成了不可估量的破坏性作用。而员工做出这些行为往往最初是由组织的社会化导致的。基于这些实践和理论背景，本研究项目运用组织腐败的常态化理论，通过整合时间的效应和动态研究设计，建立新员工的亲组织道德滑坡的心理常态化模型，并在此基础上检验新员工的亲组织道德滑坡的轨迹模式以及导致新员工亲组织道德滑坡的影响因素（如组织和团队层面的制度化的腐败实践）和关键解释机制（如社会化的道德内容和认知合理化），并进一步探索可能会促进或阻碍这一滑坡进程的因素（如领导的反常态化策略和员工的道德特征）。本研究能够启发组织采取有效的措施控制这一过程，从而为组织营造一个道德的常态化实践环境提供新的见解。

The crucial business environment often requires employees to spend efforts to help the company succeed, which often leads them to ignore social moral standards, which is known as the unethical pro-organizational behavior of employees. From many media reports, we can see that the purpose of employees’ these acts is to benefit the organization, but they violate the code of ethics, thus causing immeasurable damage to society. These behaviors are often caused by organizational socialization at first. Based on these practical and theoretical backgrounds, this project applies the normalization theory of organizational corruption to develop and establish a psychological normalization model of newcomers’ pro-organizational slippery slope by integrating the effects of time and dynamic research design, and on this basis, we examine the trajectory pattern of newcomers’ pro-organizational slippery slope as well as the influencing factors (such as institutionalized corrupt practices at the organizational and group levels) and the key explanatory mechanisms (such as ethical contents of socialization and cognitive rationalization) that lead to it, and we further explore the factors (such as leaders' anti-normalization strategies and newcomers' moral characteristics) that may promote or hinder this slippery process. This project can inspire organizations to take effective measures to control this dysfunctional process, thus providing new insights for organizations to create a moral practice environment.