Individual and situational influences on the propensity for unethical behavior in responses to organizational scenarios

IF 2.8 3区 心理学 Q1 PSYCHOLOGY, MULTIDISCIPLINARY
Zuleima Santalla-Banderali, Jose Malave
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引用次数: 3

Abstract

This article reports two studies evaluating the impact of moral intensity, work experience, and gender on the propensity (attitude, behavioral intention, and subjective norm) for unethical behavior of Venezuelan students and employees responding to different organizational scenarios, and controlling the effects of moral disengagement and empathy. One study singled out moral disengagement as a covariate, and the other did the same with empathy. In both studies, moral intensity, work experience, and gender acted as independent variables. Each study consisted of around 400 participants (totaling 801 participants in both studies): one-half were students without work experience and the other half were employees. For manipulating moral intensity, we used six scenarios describing ethically questionable situations. After reading each of the scenarios, participants answered the Multidimensional Ethics Scale to measure propensity for unethical behavior. After completing this phase, participants responded to the moral disengagement scale in Study 1 and the empathy scale in Study 2. This research did not find concluding, significant effects of moral intensity on the measures of the propensity for unethical behavior. Employees expressed higher intentions of acting unethically than students, though the effect was small (ε2 Study 1 = .016. ε2 Study 2 = .026). Gender had no significant effect on attitude and subjective norm; but, in behavioral intention, men's scores were significantly higher than women's in Study 1, but not in Study 2. Moral disengagement had a stronger effect than empathy on the propensity for unethical behavior (ε2 moral disengagement: attitude = .225, behavioral intention = .179, subjective norm = .159. ε2 empathy: attitude = .016, behavioral intention = .011, subjective norm = .010). The authors highlight the relevance of contrasting findings from less-developed countries with those from developed countries, commonly found in the literature, and suggest avenues for further research.
个体和情境对组织情境下不道德行为倾向的影响
本文报告了两项研究,评估了道德强度、工作经历和性别对委内瑞拉学生和员工在不同组织场景下做出不道德行为的倾向(态度、行为意图和主观规范)的影响,并控制了道德脱离和移情的影响。一项研究将道德脱离作为协变量,另一项研究也将同理心作为协变量。在这两项研究中,道德强度、工作经历和性别都是自变量。每项研究由大约400名参与者组成(两项研究共有801名参与者):一半是没有工作经验的学生,另一半是员工。为了操纵道德强度,我们使用了六种场景来描述道德上有问题的情况。在阅读了每个场景后,参与者回答了多维道德量表,以衡量不道德行为的倾向。在完成这一阶段后,参与者对研究1中的道德脱离量表和研究2中的移情量表做出了反应。这项研究没有发现道德强度对衡量不道德行为倾向的结论性显著影响。员工表现出的不道德行为意愿高于学生,尽管影响很小(ε2研究1=.016。ε2研究2=.026)。性别对态度和主观常模没有显著影响;但是,在行为意向方面,研究1中男性的得分显著高于女性,但研究2中没有。道德脱离对不道德行为倾向的影响大于移情(ε2道德脱离:态度=0.225,行为意图=0.179,主观常模=1.159)。ε2移情:态度=.016,行为意图=.011,主观常模=.010)。作者强调了文献中常见的欠发达国家与发达国家的对比研究结果的相关性,并提出了进一步研究的途径。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
Journal of Pacific Rim Psychology
Journal of Pacific Rim Psychology PSYCHOLOGY, MULTIDISCIPLINARY-
CiteScore
4.00
自引率
0.00%
发文量
12
审稿时长
20 weeks
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