【作者】 刘婷婷；

【导师】 周二华； 龙立荣；

【作者基本信息】 华中科技大学 ， 工商管理， 2018， 博士

【摘要】 转型经济背景下,外界环境的快速变化给企业带来了新的挑战和要求。传统的依靠组织规章制度进行管理的模式在某些时候反而阻碍了公司的发展。在这种情况下,建设性偏差行为这一员工根据外界环境要求而展现的违背组织重要规范的行为对于企业快速响应环境的要求、提升组织竞争力起着重要作用。由于建设性偏差行为兼具“亲组织”和“非伦理”的双重特点,员工往往陷入道德两难。鉴于建设性偏差行为在决策过程中充满了道德考量,因此可以在道德决策框架下研究建设性偏差行为的前因和发生过程。道德许可理论提出个体过去的道德行为能够通过道德证书机制和道德信誉机制促进随后的道德两难行为甚至不道德行为。除了个体自身的行为,个体所在群体的道德行为同样能够让个体产生道德许可。基于此,本研究将利用道德许可理论探讨组织公民行为、团队公民行为到建设性偏差行为的边界条件和作用机制,以期丰富建设性偏差行为的研究,并为管理实践提供有价值的启示。本论文首先对基本概念进行了界定并对相关文献进行了回顾与总结,共包括三部分。第一部分梳理了建设性偏差行为的概念内涵、前因和发生机制;第二部分回顾了团队公民行为、组织公民行为对员工行为的影响;第三部分回顾了道德许可的作用机制和许可来源、道德许可在管理领域的研究进展。在总结已有文献的基础上,本研究指出了现有研究的不足之处并确定了整体研究框架。根据道德证书机制视角并结合社会信息加工理论,研究一探讨了环境动态性在组织公民行为和建设性偏差行为之间的调节作用以及道德合理化的中介效应。研究同时采用情景实验和实地调研来验证模型。其中,情景实验以122名MBA学生为被试,采用2*2的组间实验,问卷调研通过收集297名被试两阶段的数据。研究结果显示,组织公民行为到建设性偏差行为和预期的一样不存在一个直接的因果关系,组织公民行为和环境动态性的交互正向作用于道德合理化和建设性偏差行为,并且道德合理化中介组织公民行为和环境动态性的交互到建设性偏差行为的关系。研究二根据道德信誉视角研究了组织公民行为的内部动机在组织公民行为和建设性偏差行为之间的调节作用以及道德自我形象的中介作用。研究二也采用情景实验和问卷调查来验证模型。情景实验采用单因素组间实验收集了102名有效样本。问卷法和研究一采用同一数据源。结果显示,组织公民行为到建设性偏差行为的直接关系不显著,但是正向作用于道德自我形象。内部动机能够增强组织公民行为到道德自我形象的正向关系,组织公民行为和内部动机的交互促进建设性偏差行为。同时,道德自我形象中介组织公民行为和内部动机交互到建设性偏差行为之间的关系。研究三采用道德证书视角探索了团队公民行为到建设性偏差行为的跨层调节和中介作用。研究收集了54个团队365名员工的两阶段数据。HLM的分析结果显示,团队公民行为和环境动态性的交互正向作用于建设性偏差行为和道德合理化,道德合理化在其中起中介作用。研究没有支持团队认同的三重调节效应。本研究的创新之处体现在:第一,尽管建设性偏差行为是一类特殊的偏差行为,它让员工在工作中面临伦理两难。然而,以往研究采用一般性偏差行为的研究框架和视角来探索建设性偏差行为的前因和发生机制。本研究突出了建设性偏差行为“亲组织”和“非伦理”的特殊性,从道德许可理论出发研究了组织公民行为、团队公民行为到建设性偏差行为的作用过程,不仅拓展了道德许可这一研究视角,而且丰富了道德许可理论在组织管理领域积极一面的研究。第二,建设性偏差行为是工作场所的道德存疑行为,以往关于组织公民行为到道德存疑行为的研究存在不一致的结论。本研究提出环境动态性水平能够解释这种不一致。环境动态性水平通过影响他人对建设性偏差行为的道德认知,从而启动了不同的心理处理机制,进而影响组织公民行为、团队公民行为到建设性偏差行为的作用。通过实证研究,本研究揭示了组织公民行为到建设性偏差行为的关系受到外界环境的权变影响。不仅如此,个体动机通过影响个体对行为的认知也会影响组织公民行为到建设性偏差行为的关系。第三,道德许可可以通过道德证书机制和道德信誉机制起作用,以往对道德许可的研究大多聚焦于其中一条机制,并且关于两条机制的边界也鲜有探讨。本研究同时研究了两条作用机制的作用过程和边界条件。一方面,从外界情境因素揭示了道德证书机制的边界条件,道德合理化的中介作用能够解释道德证书机制的作用过程。另一方面,研究从行为动机入手揭示了道德信誉机制的边界条件,道德自我形象的中介作用能够解释道德信誉机制的作用过程。第四,从团队层面丰富了道德许可的来源。过去道德许可的来源主要是个体自身的道德行为,本研究响应Klotz和Bolino(2013)的号召揭示了团队层面的道德行为(团队公民行为)和个体道德行为一样也能够让个体获得道德许可。尽管建设性偏差行为在管理实践中的作用存在争议,但是在很多情况下,如公司的规章制度处于固化状态或者公司急需重大变革的情况下,公司应该大力提倡建设性偏差行为。具体来说,本文的实践意义体现在:第一,鉴于组织公民行为在一定条件下能够促进建设性偏差行为的发生,企业应该采用整体的、动态的视角来管理员工的行为。具体来说,由于建设性偏差行为是一类比较敏感的行为,直接鼓励员工打破组织规范容易给员工传递一种组织规范不重要的信息,从而导致组织管理的失范,而通过鼓励组织公民行为的方式让员工获得足够的道德资源来实施建设性偏差行为可以避免这种矛盾。第二,考虑到道德自我形象和道德合理化的中介效应,个体层面和团队层面的公民行为并不是道德自我形象和道德合理化的唯一来源。第三,是从道德证书机制和道德信誉机制的边界条件出发。对于那些想要鼓励员工创新、变革企业规则和制度,或者对员工的灵活性和变动性要求较高的企业而言,在鼓励员工实施组织公民行为的同时还要强化员工对企业环境动态性的认识,因为当环境动态性程度较高时,建设性偏差行为的亲组织的一面才能够得到凸显,并且降低个体实施该行为的感知到的威胁,从而增加员工实施建设性偏差行为的积极性。同时,针对内部动机对建设性偏差行为作用机制的调节作用,企业在鼓励员工的组织公民行为时,要充分尊重员工的自由意志,避免员工出于领导的压力或者奖励等工具性动机而从事组织公民行为;第四,管理者们应该关注团队整体行为对个体行为的溢出效应。因此,通过鼓励团队层面的道德行为能够让个体感同身受,间接地让员工获得道德资本而促进建设性偏差行为。更多还原

【Abstract】 Under the background of economy transformation,the rapid change of external environment brings new challenges and requirements to enterprises.The traditional management mode relying on organizational rules and regulations,in some cases,hinders the development of the company.In this case,constructive deviance behavior(CDB),which is performed by the employee in violation of important norms and regulations according to the requirements of the external environment,plays an important role in the enterprise’s rapid response to the requirements of the environment and the promotion of organizational competitiveness.Although the employees perform CDB with the good intention of promoting the interests of the organization,they often fall into a moral dilemma in the decision-making process because CDB has a nonethical aspect.Since CDB is rife with ethical concern in the decision-making process,we can study the cause and the occurrence of CDB in ethical decision making models.Moral licensing theory proposes that individuals’ past morally acts can license subsequent moral dilemma behaviors,even immoral behaviors,through the mechanism of moral credentials and moral credits.Moreover,except for the individuals’ own morally behaviors,their group members’ past behavior can also establish individuals’ moral licensing.Given this,according to moral licensing theory,it is of great practical and theoretical value to explore the boundary conditions and mechanism of organizational citizenship behavior(OCB),team citizenship behavior(TCB)and CDB.By doing so,we hope can enrich the research of CDB,and provide valuable enlightenment for management practice.This paper first reviews and summarizes the relevant literature,including three parts.The first part discusses the conceptual connotation,antecedents and occurrence mechanisms of CDB.The second part reviews the influence of TCB and OCB on employee behavior.The third part reviews the mechanisms,sources of moral licensing and the research progress of moral licensing in the management.On the basis of summarizing the existing literature,this study explores the boundary condition and the effect of OCB on CDB from the moral credentials perspective;the boundary condition and the effect of OCB on CDB from the moral credits perspective;and when and how TCB has an influence on CDB.Combined moral credentials perspective and social information processing theory,Study 1 explores the moderating role of environmental dynamics and the mediating role of moral justification in the relationship between OCB and CDB.A scenario experiment and two-stage questionnaire survey are used to verify the model.Specially,the experimental design with 122 MBA subjects is conducted by using 2 *2 between-subject design,and the survey is conducted by collecting data from 297 samples in two times.The results show that,as we expected,OCB doesn’t directly affect CDB,but the interaction between OCB and environmental dynamics positively influence moral justification and CDB,and moral justification mediates the relationship between the interaction and CDB.According to moral credits perspective,Study 2 deliberates the moderating role of intrinsic motivation toward OCB and the mediating role of moral self-image in the relationship between OCB and CDB.Study 2 also use scenario experiment and questionnaire survey to verify the model.In the scenario experiment,a single-factor intergroup experiment is conducted by collecting 102 valid samples.The survey in Study 2 is adopted the same data source with Study 1.The results show that the direct relationship between OCB and CDB is nonsignificant,but is positively related to moral self-image.Intrinsic motivation can enhance the positive relationship between OCB and moral self-image,and the interaction between OCB and intrinsic motivation can promote CDB.Besides,moral self-image plays an intermediary role in the relationship between the interaction and CDB.Study 3 examines the multilevel moderating effect and mediating effect of TCB on CDB from the moral credentials perspective.The study collects two-stage data on 365 employees in 54 teams.Hierarchical linear modeling results reveal that the interaction between TCB and environmental dynamics positively affects CDB and moral justification,in which moral justification plays an intermediary role.The triple regulatory effect of team identification is not supported.The innovation points of this study are as follows.First,previous studies adopt the framework and theory perspective of general deviant behavior to explore the antecedents and occurrence mechanism of CDB.This paper explores the mechanism from OCB,TCB to CDB using the moral licensing theory,which highlights the moral ambiguity of CDB.It not only expands the moral licensing perspective to study CDB,but also enriches the study on positive aspects of moral licensing.Second,CDB makes employees face moral dilemma in work.Previous studies about the influence of OCB on moral dilemma behavior have inconsistent conclusions.This study suggests that the level of environmental dynamics can explain this inconsistency.The level of environmental dynamics activates different psychological mechanisms by influencing others’ moral cognition of constructive deviant behavior,and then influences the relationship from OCB,TCB to CDB.Through empirical studies,this study reveals that the relationship between OCB and constructive deviant behavior is depended on the contingency of the external environment.Moreover,the motivation of moral behavior also affects the relationship between OCB and CDB.Thirdly,moral licensing can work through the mechanism of moral credentials and moral credits.Most previous studies have focused on one mechanism,and few have discussed the boundaries about the two mechanisms.This study reveals the boundary conditions of moral credentials from situation factors,and moral justification can explain the process of the moral credentials.Meanwhile,the study uses behavior motivation to reveal the boundary conditions of moral credits,and moral self-image can explain the process of the moral credits.Fourthly,it enriches the source of moral licensing from the group level.Previous research mainly regard individual’s own moral behavior as the source of moral licensing.In response to the call of Klotz and Bolino(2013),this research suggests that moral behavior at the team level(such as TCB)can also enable the actors to acquire moral licensing.Although the role of CDB in management practice is controversial,in many cases,such as when the company’s rules and regulations are in a solid state or when the company is in urgent need of major changes,the company should strongly advocate CDB.Specifically,the practical significance of this paper lies in: Firstly,because organizational citizenship behavior can promote CDB under certain conditions,enterprises need to take a whole and dynamic perspective to manage employee behaviors.Specially,since CDB is a sensitive behavior,if organizations encourage employees to break rules directly,which can make employees to feel that organizational regulations is unimportant.Subsequently it leads to anomie of organization management.Instead,encouraging OCB let employees get enough moral resources to carry out CDB can avoid this kind of contradiction.Secondly,considering the mediation of moral self-image and moral justification,and citizen behavior at the individual and team levels is not the only source of moral self-image and moral justification,organizations can enhance moral self-image and moral justification by other means.Thirdly,according to the boundary conditions of moral credentials and moral credits,it is suggested that if managers want to encourage CDB,they need to reinforce the employees’ awareness of environmental dynamics,such as frequently introducing the competition situation faced by the company to the employees.At the same time,when encouraging employees to perform OCB,managers should avoid providing too many external incentives for employees to carry out OCB.Employees practice in OCB for internal motivation,so that they can obtain sufficient moral capital to do CDB.Finally,managers should pay attention to the spillover effect of the team’s overall behaviors on individual behavior.Therefore,by encouraging ethical behavior at the team level,individuals can be empathetic and can indirectly obtain moral capital to promote CDB.更多还原