我应该这样做吗?面对相互冲突的道德和角色期望时的不一致性

IF 8.2 1区 管理学 Q1 MANAGEMENT
Jigyashu Shukla , Christopher Stein , John T. Bush , Niranjan S. Janardhanan
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引用次数: 0

摘要

道德不协调--职业角色期望与个人道德价值观之间的不一致--是现代组织中的一个重要现象。虽然学术研究为我们提供了有关角色不协调的广泛形式的见解,但我们对道德不协调的明显特征却知之甚少。此外,我们对道德不一致如何影响员工的态度和行为也缺乏了解。借鉴失调理论和社会认知理论,我们建立了一个模型,通过道德愤怒和道德脱离机制来解释道德不一致在促进员工发出禁止性声音、退缩和不道德角色行为方面的作用。在考察潜在的边界条件时,我们还考虑了道德认同、自我利益、道德强度、不道德氛围、道德领导力和组织认同的作用。鉴于道德不一致的道德影响以及这种现象对组织的重要意义,这项工作对理论和实践都有意义。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Should I do this? Incongruence in the face of conflicting moral and role expectations

Moral incongruence—a misalignment between professional role expectations and personal moral values—is an important phenomenon in modern organizations. Though scholarly work has provided us with insights into broad forms of role incongruence, much less is known about the distinct characteristics of moral incongruence. Moreover, we lack understanding of how moral incongruence may shape employee attitudes and behaviors. Drawing on deonance theory and socio-cognitive theory, we develop a model explaining the role of moral incongruence in promoting employee prohibitive voice, withdrawal, and unethical role behavior through the mechanisms of moral outrage and moral disengagement. Examining potential boundary conditions, we also consider the roles of moral identity, self-interest, moral intensity, unethical climate, ethical leadership, and organizational identification. Given the ethical implications of moral incongruence and the significance of the phenomenon for organizations, this work has implications for both theory and practice.

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来源期刊
CiteScore
20.20
自引率
7.00%
发文量
0
审稿时长
48 days
期刊介绍: The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.
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