【作者】 刘文彬；

【导师】 林志扬；

【作者基本信息】 厦门大学 ， 企业管理， 2009， 博士

【摘要】 在国外组织行为学和人力资源管理研究领域内,相对于积极的角色外行为而言,消极的角色外行为是一个近十多年来才开始逐渐受到学者们重视的研究议题。事实上,由于消极的角色外行为和积极的角色外共同决定了个体的工作绩效,因此它在人力资源管理实践中具有非常重要的意义。本文选取员工越轨行为这一典型的消极角色外行为作为研究对象,通过对大量的国内外文献进行具体分析后发现:第一,我们非常缺乏对中国文化情境下员工越轨行为内部结构维度所进行的探索;第二,对员工越轨行为在组织情境层面的前因变量的研究还有待不断扩展;第三,对特定前因变量影响员工越轨行为的过程和机制的研究还需要不断深入。基于这一现状,本文着重围绕上述三个方面的问题进行了相应的研究设计,并通过归纳演绎和实证研究的方法获得了一些重要的研究结论:首先,我们发现在中国文化情境下,企业内员工的越轨行为主要由五个维度具体构成,即工作怠惰行为、公司政治行为、渎职滥权行为、贪墨侵占行为和敌对破坏行为。这与西方文化情境下的员工越轨行为既一定有相似性,又有明显的区别。其次,我们发现,作为组织文化的主要内容和具体表现形式,不同类型的组织伦理气氛对员工越轨行为具有显著的影响作用。其中,员工感知到的自利导向的组织伦理气氛和规则导向的组织伦理气氛与员工越轨行为之间的相关性最为明显。再次,为了进一步探索组织伦理气氛影响员工越轨行为的具体过程和内部机制,我们基于“组织情景→认知过程→个体行为”的分析取向,将组织认同作为中介变量引入了研究模型,结果发现:组织伦理气氛会通过利益性认同和归属性认同为主要中介,对员工越轨行为产生相应的影响。最后,在考察个体人格特质对组织伦理气氛与员工越轨行为间关系的调节作用的过程中,我们发现:尽责感和神经质人格特征对组织伦理气氛与员工越轨行为间的关系具有比较明显的调节作用。而作为对整个研究的总结,本文在最后还对该研究的实践价值、主要不足和未来研究的基本建议进行了相关探讨。更多还原

【Abstract】 Compare with positive extra-role behavior, negative extra-role behavior is a topic which attracted the attention of scholars for just over 10 years in the tradition of foreign organizational behavior research. Actually, because of both positive and negative extra-role behavior would affect the employee’s work performance together, it is very important for the practice of human resource management.This article focused on one kind of typically negative extra-role behavior, employee workplace deviant behavior, through a lot of literatures analyses we found out: firstly, there are very lack of exploration to the employee deviant behavior’s dimensions in the context of Chinese culture; secondly, we need to expand the research of the antecedents to employee deviant behavior in the level of organizational context; thirdly, we need to further analysis the process and mechanism of special antecedent affects the employee deviant behavior. Taking into account the situations, we designed our research plan around these issues, and achieved some research conclusions by induction, deduction and empirical research:First of all, we found that employee deviant behavior consist of five dimensions in Chinese context, such as Work Inaction, Corporate Political Behavior, Malfeasance and Power-Abuse, Theft and Purpresture, Hostile and Destructive Behavior. There are both similarities and differences with the employee deviant behavior in foreign context. Next, as one kind of organizational culture and its content, different types of organizational ethical climate had significant influence to employee deviant behavior, especially the perception of instrumentalism oriented and rule oriented organizational ethical climate. At the same time, for explore the process and mechanism of organizational ethical climate influence the employee deviant behavior, based on the analysis orientation of organizational context influence cognitive processing, and cognitive processing influence individual behavior, we introduced organizational identification into our conceptual model and demonstrated that benefit identification and belonging identification are two mediator variable in the relationship between organizational ethical climate and employee deviant behavior. Finally, when study the moderate effect of personality in the relationship between organizational ethical climate and employee deviant behavior, we found that conscientiousness and neuroticism are two important moderate variables. The practical implication, study limitation and future directions are offered as a summary finally.更多还原