中国企业情境下的员工亲社会性规则违背研究

It has been held by both academics and practitioners in the field of management for a long time that employees' following and adherence to organizational formal rules is crucial for organizations to function effectively. Accordingly, the behavior of violating or breaking of rules displayed by employees is generally considered to be self-interested, deviant, and detrimental to organizations. In 2006, Morrison introduced a more nuanced perspective on rule breaking, suggesting that some type of rule breaking may be motivated by positive intentions and beneficial to the organization. She further developed and empirically tested the construct of pro-social rule breaking. This project attempts to explore the phenomenon of employee pro-social rule breaking in the background of Chinese culture and context of indigenous enterprises. The project will first explore the content structure of employee pro-social rule breaking applying the inductive approach and develop a measurement scale of this construct. After that, the project will examine antecedents and outcomes of employee pro-social rule breaking employing the method of questionnaire investigation and scenario experiment. Specifically, the project will test a cross-level model of the antecedents including organizational structure and leadership behaviors from the perspective of risk perception. As to the outcomes of this behavior, the project will focus on the moderating role of work environment dynamism, supervisor's authoritarianism, and supervisor-subordinate guanxi playing in the linkages between employee pro-social rule breaking and supervisor's administrative decisions from the perspective of attribution. The results of this project will be conducive to understanding the special phenomenon, and will also provide a basis for the management practices concerning employee pro-social rule breaking.

长期以来，无论是管理学界还是实践界，均将员工对组织正式规则的遵循和坚守视为组织有效运转的关键所在。相应地，员工的规则违背行为通常被认为是自利的、偏差性的和对组织有害的。Morrison在2006年则提出了一种不同的观点：有些规则违背行为也可能是出于积极意图并对组织有利的。她进一步发展并实证检验了亲社会性规则违背这一构念。 本项目在中国本土企业情境下，首先采取归纳研究途径构建员工亲社会性规则违背的结构模型与测量工具。然后采用问卷调查和情境实验方法，基于风险知觉的视角，从组织结构和领导行为两个方面深入探索员工亲社会性规则违背的影响因素及其作用机制；基于归因的视角，系统考察环境动态性、上下属关系和上司权威取向在员工亲社会性规则违背与上司管理决策之间关系中的权变效应。研究成果将有助于深化人们对员工亲社会性规则违背现象的理解和认识，也将为企业针对员工亲社会性规则违背的管理实践提供依据。

本项目在中国本土企业情境下，围绕员工亲社会性规则违背（PSRB）这一主题进行了一系列理论和实证探索。具体而言，在理论研究方面，项目组在系统回顾以往PSRB文献的基础上，结合中国本土情境因素（如威权领导、中庸倾向、关系等）提出了一个多层次的员工PSRB形成机制和影响效果理论模型。在实证研究方面，本研究采用问卷调查和实验相结合的方法，从领导行为和组织情境两个方面深入探索了员工PSRB的影响因素及其作用机制。具体发现如下：（1）仁慈领导对员工PSRB具有正向影响；组织不确定性对员工PSRB亦具有正向影响，并对仁慈领导与员工PSRB的关系存在负向调节效应。当组织不确定性较高时，这一关系较弱；权力距离取向对员工PSRB具有负向影响，并同样对仁慈领导与员工PSRB的关系存在负向调节效应。当员工的权力距离取向较高时，其PSRB行为较少受到仁慈领导的影响。不过就调节仁慈领导对员工PSRB作用效果的具体方式而言，组织不确定性发挥着一种替代物的作用，而员工权力距离取向则起着一种抵消物的作用。（2）管理开放性和上下属关系对员工PSRB均具有正向影响，而且二者之间的交互效应也显著；心理安全感在管理开放性、上下属关系及其交互效应与员工PSRB之间起中介作用；亲社会性动机对心理安全感与PSRB的关系存在显著的调节作用，并进而调节了心理安全感对管理开放性、上下属关系与员工PSRB之间关系的中介效应。亲社会性动机越高，上述关系和中介效应越强。（3）授权型领导与员工亲社会性规则违背存在显著的正相关，并且组织政治知觉对这一关系具有弱化效果；组织政治知觉也会影响企业间竞争强度对授权型领导与员工PSRB之间关系的调节效应，只有当组织政治知觉较低时，该效应才显著。上述研究成果深化了人们对员工亲社会性规则违背现象的理解和认识，拓宽和丰富了亲社会性规则违背的相关理论知识，也为企业针对员工亲社会性规则违背的管理实践提供了科学依据。