绩效压力为何以及何时会助长员工的权宜之计?调节中介模型

IF 3.6 Q2 MANAGEMENT
Abdul Gaffar Khan, Monowar Mahmood, Mohammad Shariful Islam, Yan Li, Ha Jin Hwang
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引用次数: 0

摘要

目的员工的权宜之计是工作场所中一种无处不在的不道德现象,但对这种现象的研究却很少。本研究以资源保护(COR)理论为基础,探讨了过度的绩效压力通过道德脱离对员工权宜行为的影响。本研究采用多波纸笔调查的方式收集数据,调查对象为在孟加拉国制药公司工作的 388 名销售人员。研究结果研究结果表明,绩效压力对员工的权宜之计有显著的正向影响。此外,道德脱离部分地调节了绩效压力与员工权宜之计之间的正相关关系。此外,道德认同调节了绩效压力对道德脱离的直接影响,以及绩效压力通过道德脱离对员工权宜之计的间接影响。实际意义建议管理者在确定绩效目标或评估员工绩效时,考虑经济原则与道德原则的兼容性,因为从长远来看,不道德行为会损害组织。此外,管理者应重视具有高水平敏感道德品质(如诚信和道德行为)的应聘者,在聘用新员工时应优先考虑他们的能力,如道德推理能力。 原创性/价值这项开创性的研究以 COR 理论为视角,调查了潜在的心理机制和道德特征,以揭示绩效压力与员工权宜之计之间的关联。研究确定了绩效压力的道德后果以及减少员工权宜行为的缓解策略。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Why and when does performance pressure encourage employee expediency? A moderated mediation model

Purpose

Employee expediency is a ubiquitous, unethical phenomenon in the workplace that is largely underresearched. Based on the tenets of conservation of resources (COR) theory, this study investigates the influence of excessive performance pressure on employees' expedient behaviour via moral disengagement. It further examines the moderating role of employees' moral identity in the relationship between performance pressure and employee expediency.

Design/methodology/approach

The data were collected using a multi-wave paper-and-pencil survey amongst 388 sales associates working in pharmaceutical manufacturing companies in Bangladesh. A series of hierarchical regression analyses and bootstrapping techniques of the PROCESS macro were conducted to test the hypotheses.

Findings

The findings reveal that performance pressure significantly and positively affects employees' expediency. Additionally, moral disengagement partially mediates the positive relationship between performance pressure and employee expediency. Furthermore, moral identity moderates the direct effect of performance pressure on moral disengagement and the indirect effect of performance pressure on employee expediency through moral disengagement.

Practical implications

Managers are advised to consider the compatibility of economic and moral principles when defining performance targets or evaluating staff performance, as immoral behaviours harm organisations in the long run. Additionally, managers should emphasise candidates with high levels of sensitive moral qualities, such as integrity and moral behaviour, and their abilities should be given preference when hiring new employees, e.g. moral reasoning.

Originality/value

This pioneering study investigates the underlying psychological mechanisms and moral characteristics to unravel the association between performance pressure and employee expediency using the lens of COR theory. The study identified the moral consequences of performance pressure and mitigating strategies to reduce employee expedient behaviour.

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来源期刊
CiteScore
7.90
自引率
9.70%
发文量
87
期刊介绍: ■Organisational design and methods ■Performance management ■Performance measurement tools and techniques ■Process analysis, engineering and re-engineering ■Quality and business excellence management Articles can address these topics theoretically or empirically through either a descriptive or critical approach. The co-Editors support articles that significantly bring new knowledge to the area both for academics and practitioners. The material for publication in IJPPM should be written in a manner which makes it accessible to its entire wide-ranging readership. Submissions of highly technical or mathematically-oriented papers are discouraged.
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