绩效薪酬如何影响职场非伦理行为?——一个有调节的中介模型

摘要/Abstract

摘要： 基于自我损耗理论和社会情境理论,采用两阶段追踪调查数据,探讨了绩效薪酬与职场非伦理行为的关系及工作强化、组织文化在两者关系中的作用机制。研究结果表明:绩效薪酬显著正向影响职场非伦理行为;工作强化在绩效薪酬与职场非伦理行为间起部分中介作用;在组织文化的调节作用中,竞争导向组织文化显著正向调节绩效薪酬与工作强化的关系,并增强工作强化在绩效薪酬与职场非伦理行为间的中介作用;人本导向组织文化显著负向调节绩效薪酬与工作强化的关系,并弱化工作强化在绩效薪酬与职场非伦理行为间的中介作用。研究结果不仅丰富了绩效薪酬与职场非伦理行为的理论研究,也为企业人力资源管理实践提供了一些有益启示。

关键词: 绩效薪酬, 工作强化, 组织文化, 职场非伦理行为

Abstract: Based on the ego depletion theory and the social context theory,this paper explores the mechanism of the pay for performance and the unethical behavior in the workplace. The findings of the data analysis are as follows: The pay for performance significantly and positively affects work intensification, and work intensification in turn significantly and positively affects the unethical behavior in the workplace; Work intensification partially mediates the relationship between the pay for performance and the unethical behavior in the workplace; The competition-oriented organizational culture positively moderates the indirect effect of the pay for performance on the unethical behavior in the workplace via work intensification, while the people-oriented organizational culture negatively moderates the indirect effect of the pay for performance on the unethical behavior in the workplace via work intensification.The present research not only enriches and extends the literature of the pay for performance and the unethical behavior in the workplace,but also provides implications on how to improve employees' unethical behavior in the workplace.

Key words: Pay for Performance, Work Intensification, Organizational Culture, Unethical Behavior

中图分类号:

F272.92

赵慧军, 门贺, 王娟娟. 绩效薪酬如何影响职场非伦理行为?——一个有调节的中介模型[J]. 财经论丛, 2020, 36(8): 83-92.

ZHAO Huijun, MEN He, WANG Juanjuan. How does Pay for Performance Influence Unethical Behavior in the Workplace? ——A Moderated Mediation Model[J]. , 2020, 36(8): 83-92.

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