【摘要】 基于中和技术理论,提出领导非权变惩罚与员工越轨行为的关系假说,并引入员工道德推脱为中介变量、组织差序氛围为调节变量,构建有中介的调节效应模型。基于上下级配对样本数据的实证分析表明:领导非权变惩罚对员工越轨行为具有正向影响;员工道德推脱在领导非权变惩罚与员工越轨行为之间起部分中介作用;组织差序氛围正向调节领导非权变惩罚对员工道德推脱以及对员工越轨行为的影响;组织差序氛围在非权变惩罚与员工越轨行为之间的调节效应通过员工道德推脱的部分中介作用而实现。更多还原

【Abstract】 Based on neutralization techniques theory, this paper puts forward the hypothesis about the relationship between leader’ s non-contingent punishment and employee’s deviant behaviors; then it constructs a mediated moderation effect model by introducing employee’s moral disengagement as mediating variable and organizational differential atmosphere as moderating variable. The findings of the empirical analysis on the basis of the data of paired samples between the superiors and subordinates show that leader’s non-contingent punishment has a positive impact on employee’s deviant behaviors, that employee’s moral disengagement can partially mediate the relationship between leader’s non-contingent punishment and employee’s deviant behaviors, that organizational differential atmosphere can positively moderate the impact of leader’s non-contingent punishment on employee’s moral disengagement and deviant behaviors, and that the moderating effect of organizational differential atmosphere between non-contingent punishment and deviant behaviors should be realized through the partial mediation of employee’s moral disengagement.更多还原