Leaders and the punishment of misconduct: Examining the roles of leader moral identity and cognitive load.

IF 9.4 1区心理学 Q1 MANAGEMENT

Journal of Applied Psychology Pub Date : 2024-07-01 Epub Date: 2023-07-06 DOI:10.1037/apl0001108

Jack Ting-Ju Chiang, Haiyang Liu, Ryan Fehr, Zheng Wang, Qianyao Huang

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Abstract

Moral identity, a construct that captures how individuals view themselves relative to moral attributes, has received widespread attention in the organizational sciences. This article builds on the existing moral identity literature by examining the mechanisms and boundary conditions of leader moral identity's impact on the punishment of misconduct. Drawing on multiple literatures, we specifically argue that leader moral identity is positively related to the punishment of misconduct under the condition of higher cognitive load. Furthermore, we identify moral anger as a key mechanism. The theorized model was tested across three studies: a study of civil judges' court rulings (Study 1), a study of managers' tendencies to punish their employees' misconduct (Study 2), and an experiment that manipulated cognitive load while testing the intermediary role of moral anger (Study 3). Results offered convergent support for our model, shedding new light on the impact of moral identity on leaders in the workplace. Implications for theory and practice are discussed. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

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领导者与对不当行为的惩罚：考察领导者道德认同和认知负荷的作用。

道德认同是一种捕捉个人如何看待自身道德属性的建构，在组织科学领域受到广泛关注。本文在现有道德认同文献的基础上，研究了领导者道德认同对不当行为惩罚的影响机制和边界条件。在借鉴多种文献的基础上，我们具体论证了在较高认知负荷的条件下，领导者的道德认同与对不当行为的惩罚呈正相关。此外，我们还发现道德愤怒是一个关键机制。我们通过三项研究对理论模型进行了检验：民事法官的法庭裁决研究（研究 1）、管理者惩罚员工不当行为倾向的研究（研究 2），以及在检验道德愤怒的中介作用的同时操纵认知负荷的实验（研究 3）。研究结果为我们的模型提供了收敛性支持，为工作场所中道德认同对领导者的影响提供了新的启示。本研究还讨论了对理论和实践的启示。(PsycInfo Database Record (c) 2024 APA，保留所有权利）。

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 Applied Psychology Multiple-

CiteScore

17.60

自引率

6.10%

发文量

175

期刊介绍： The Journal of Applied Psychology® focuses on publishing original investigations that contribute new knowledge and understanding to fields of applied psychology (excluding clinical and applied experimental or human factors, which are better suited for other APA journals). The journal primarily considers empirical and theoretical investigations that enhance understanding of cognitive, motivational, affective, and behavioral psychological phenomena in work and organizational settings. These phenomena can occur at individual, group, organizational, or cultural levels, and in various work settings such as business, education, training, health, service, government, or military institutions. The journal welcomes submissions from both public and private sector organizations, for-profit or nonprofit. It publishes several types of articles, including: 1.Rigorously conducted empirical investigations that expand conceptual understanding (original investigations or meta-analyses). 2.Theory development articles and integrative conceptual reviews that synthesize literature and generate new theories on psychological phenomena to stimulate novel research. 3.Rigorously conducted qualitative research on phenomena that are challenging to capture with quantitative methods or require inductive theory building.