亲组织非伦理行为是近年来国内外组织管理学界日益关注的重要问题.已有研究表明,领导对员工亲组织非伦理行为的形成有重要影响.但相关研究成果多来自西方学界,基于中国文化情景的研究成果还十分有限,而聚焦于极具华人社会文化特色和内涵的本土领导对员工亲组织非伦理行为的影响研究更是匮乏,有待进一步拓展.基于社会交换理论、社会认同理论和社会认知理论,从圈内人和圈外人视角出发,探讨中国组织文化情景下差序式领导对员工亲组织非伦理行为的影响以及领导组织代表性和员工集体主义倾向的调节作用.通过分阶段调研的方式,收集14家长三角地区本土企业457套调研数据,采用验证性因子分析、层次回归分析和Bootstrap法进行实证检验.研究结果表明,差序式领导对圈内人和圈外人亲组织非伦理行为存在正向影响,但影响程度不存在显著差异;领导组织代表性正向调节差序式领导对圈内人和圈外人亲组织非伦理行为的影响,相较于圈内人,高领导组织代表性对差序式领导与圈外人亲组织非伦理行为之间关系的调节作用更强;员工集体主义倾向正向调节差序式领导对圈内人和圈外人亲组织非伦理行为的影响,但调节程度不存在显著差异.实证检验中国组织文化情景下差序式领导对员工亲组织非伦理行为的影响机制,丰富了领导对员工亲组织非伦理行为的影响研究,是对本土组织管理研究的有益补充;从圈内人和圈外人两条路径分析员工亲组织非伦理行为的形成机制,为深入理解圈内人和圈外人的认知过程及差异提供了经验证据,并对已有研究视角进行有益整合;提出并验证了领导组织代表性和员工集体主义倾向的调节作用,补充了员工亲组织非伦理行为产生的边界条件.%Unethical pro-organizational behavior is an important issue which has drawn much attention from organizational management scholars in recent years.Extant studies have found that leadership can have a great impact on employees' unethical pro-organizational behavior.However,the present findings are mostly obtained in the background of the West rather than in the context of China.The impact of indigenous leadership with Chinese cultural characteristics on employees' unethical pro-organizational behavior has been ignored,yet which needs to be further explored.Based on social exchange theory,social identity theory and social cognitive theory,this study explores the influencing mechanism of differential leadership on employees' unethical pro-organizational behavior in Chinese context from a perspective of insider and outsider.Specifically,we propose that the impact of differential leadership on employees' unethical pro-organizational behavior is moderated by supervisor's organizational embodiment and employees' collectivism orientation.457 valid data are collected by multi-stage survey from 14 local enterprises in Yangtze River Delta region.Hypotheses are tested by confirmatory factor analysis,hierarchical regression analysis and bootstrap test.Results show that:①Differential leadership has a positive effect on insiders' and outsiders' unethical pro-organizational behavior,however the difference of effect degree between them is not significant;②supervisor's organizational embodiment positively moderates the relationship between differential leadership and insiders' and outsiders' unethical pro-organizational behavior,and the moderating effect of high supervisor's organizational embodiment on the relationship between differential leadership and outsiders' unethical pro-organizational behavior is stronger;③employees' collectivism orientation positively moderates the relationship between differential leadership and insiders' and outsiders' unethical pro-organizational behavior,however the difference of moderation effect degree between them is not significant.This study contributes to the extant literature in the following aspects.Firstly,this study empirically examines the influencing mechanism of differential leadership on employees' unethical pro-organizational behavior in the context of Chinese organizations,which not only enriches the research on the impact of leadership on employees' unethical pro-organizational behavior,but also supplements the Chinese indigenous management research.Secondly,this study analyzes the forming mechanism of employees' unethical pro-organizational behavior from a perspective of insider and outsider,not only providing empirical evidence to deeply understand the cognitive process of insider and outsider and the differences between them,but also meaningfully integrating perspectives of the previous researches.Thirdly,this study proposes and demonstrates the moderating role of supervisor's organizational embodiment and employees' collectivism orientation,replenishing the boundary condition of employee'unethical proorganizational behavior.
展开▼
