领导宽恕的双刃剑效应及其机制研究

In organizations, conflict and offense is a ubiquitous part of everyday life. If conflict can not be promptly resolved, it may lead to serious consequences for organizations and individuals. Therefore, As coping strategy for dealing with workplace offense, forgiveness has received enthusiastic attention from researchers. Research on workplace forgiveness has primarily focused on employee forgiveness, there is a notable lack of leader forgiveness research. Furthermore, a substantial body of literature has shown that forgiveness is associated with positive outcomes, less study has been devoted to explore the negative effect of forgiveness. Thus, this project is to systematically explore the double-edged sword effect of leader forgiveness. First, based on social cognitive theory and emotion perspective, this project proposes two competing pathways to examine leader forgiveness results in employee organizational citizenship behaviors (OCB) or workplace deviance behavior? Moreover, this study adopts the moderators (employee empathy, locus of control) to separate two competing pathways. In addition, drawing from ego depletion theory, this project is to test leader forgiveness leads to leader OCB or deviance behavior? We mainly analyze the mediating effect of resource depletion and the moderating role of leader forgiveness motives. This project will enrich and extend the theory of leader forgiveness, meanwhile provide the beneficial reference for the management and control strategy of the negative side of leader forgiveness.

在组织中，冲突与冒犯是一种非常普遍的现象。如果冲突和矛盾不能得到及时化解，那很可能给组织与个人带来严重的后果。因此，宽恕作为冲突和冒犯的积极应对方式，受到了广泛关注。组织背景中宽恕的文献大多探讨员工宽恕，而对领导宽恕的考察较少。其次，以往大多研究探究宽恕的积极影响，而忽视了其负面效应。因此，本项目系统考察领导宽恕的双刃剑效应及其机制。第一，本项目基于社会认知理论和情绪视角提出两条竞争性的路径，来探讨领导宽恕会导致员工“知恩图报”还是“得寸进尺”？另外，本研究还采用调节变量（移情能力、心理控制源）来分离“知恩图报”与“得寸进尺”这两个效应。第二，基于自我损耗理论，本课题考察领导宽恕会使领导做出较多的组织公民行为还是越轨行为？此外，本研究还探讨资源损耗的中介效应和领导宽恕动机的调节作用。本项目不仅可以丰富和拓展领导宽恕的理论体系，也能为企业发挥领导宽恕的积极作用与抑制其负面效应提供管理启示。

在组织中，冲突与冒犯时常发生，在所难免。特别是越来越多的企业采用团队作为基本的工作单元，这种任务互依的工作模式会使冲突与冒犯的强度和频次进一步升级。因此，宽恕作为冲突和冒犯的积极应对方式，受到了广泛关注。组织背景中宽恕的文献大多探讨员工宽恕，而对领导宽恕的考察较少。本项目围绕领导宽恕这一主题，试图考察其积极影响和阴暗面，并探讨其影响机制。本课题主要从以下五个方面开展研究并完成既定目标。第一，本项目开发了领导宽恕的测量量表，为后续的实证研究提供了测量工具。第二，本课题根据社会学习理论，构建和检验了领导宽恕的涓滴模型。第三，基于社会认知理论和社会交换理论，本项目考察了领导宽恕对员工建言的影响机制。第四，根据道德推脱理论，本课题探讨了领导宽恕对员工工作场所越轨行为的影响，并检验道德推脱的中介效应以及员工共情的调节作用。第五，基于关系视角和自我损耗理论，本项目探究了员工宽恕对人际公民行为和工作场所越轨行为的作用机制，并考察员工宽恕动机（关系导向型动机、自我导向型动机）的差异化调节效应。本课题通过一系列的实证研究，探讨了宽恕的积极和消极后果，这不仅可以丰富和拓展宽恕的理论体系，也能为企业发挥宽恕的积极作用与抑制其负面效应提供管理启示。