• 主题
高级搜索  >
历史搜索 清空历史
首页> 外文期刊>Journal of Applied Psychology >Employee Unethical Behavior to Shame as an Indicator of Self-Image Threat and Exemplification as a Form of Self-Image Protection: The Exacerbating Role of Supervisor Bottom-Line Mentality
【24h】

Employee Unethical Behavior to Shame as an Indicator of Self-Image Threat and Exemplification as a Form of Self-Image Protection: The Exacerbating Role of Supervisor Bottom-Line Mentality

机译：员工不道德的行为羞辱，作为自我形象威胁的指标和作为自我形象保护的形式：监督员底线心态的加剧作用

获取原文
获取原文并翻译 | 示例
           
页面导航
  • 摘要
  • 著录项
  • 相似文献
  • 相关主题

摘要

Employee unethical behavior continues to be an area of interest as real-world business scandals persist. We investigate what happens after people engage in unethical behavior. Drawing from emotion theories (e.g., Tangney & Dearing, 2002) and the self-presentation literature (e.g., Leary & Miller, 2000), we first argue that people are socialized to experience shame after moral violations (Hypothesis 1). People then manage their shame and try to protect their self-images by engaging in exemplification behaviors (i.e., self-sacrificial behaviors that give the attribution of being a dedicated person; Hypothesis 2). We also examine the moderating role of supervisor bottom-line mentality (BLM; i.e., a supervisor's singular focus on pursuing bottom-line outcomes) in relation to our theoretical model. We argue that high supervisor BLM intensifies the employee unethical behavior to shame relationship (Hypothesis 3) and results in heightened exemplification as a way to protect one's self-image by portraying the self as a dedicated person who is worthy of association (Hypothesis 4). We test our theoretical model across 2 experimental studies and 2 field studies. Although our results provide general support for Hypotheses 1, 2, and 3, our results produced mixed findings for Hypothesis 4. Theoretical and practical implications are discussed.
机译：随着现实世界的商业丑闻持续存在，员工不道德的行为仍然是一个兴趣领域。我们调查人们在人们参与不道德行为后发生的事情。从情感理论中绘制（例如，Tangney＆Deving，2002）和自我介绍文学（例如，Leary＆Miller，2000），我们首先争辩说，在道德违规行为后，人们在道德侵犯后羞辱（假设1）。然后人们通过参与示例行为来管理他们的耻辱并尝试保护他们的自我图像（即，自我牺牲行为，让归属于专门的人的归属;假设2）。我们还研究了主管底线心态的调节作用（BLM;即，主管的奇异关注追求底线结果），与我们的理论模型。我们认为高级监督员BLM将员工不道德的行为加剧了羞辱关系（假设3），并导致通过将自我描绘为值得关联的专用人员来保护自我形象的方法，以保护自我形象（假设4）。我们在2项实验研究中测试我们的理论模型和2个田间研究。虽然我们的结果为假设1,2和3提供了一般性支持，但我们的结果产生了假设的混合发现4.讨论了理论和实际意义。

著录项

相似文献

  • 外文文献
  • 中文文献
获取原文

客服邮箱：kefu@zhangqiaokeyan.com

京公网安备：11010802029741号 ICP备案号：京ICP备15016152号-6 六维联合信息科技 (北京) 有限公司©版权所有

  • 客服微信

  • 服务号