...
  • 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不断，员工的不道德行为仍然是人们关注的一个领域。我们调查人们做出不道德行为后会发生什么。根据情感理论（如Tangney&Dearing，2002年）和自我呈现文献（如Leary&Miller，2000年），我们首先认为，人们在道德违规后会经历羞耻感（假设1）。然后，人们管理自己的羞耻感，并试图通过参与例证行为（即自我牺牲的行为，赋予成为一个专注的人的属性；假设2）来保护自己的自我形象。我们还研究了主管底线心态（BLM，即主管对追求底线结果的单一关注）与我们的理论模型之间的调节作用。我们认为，高级主管BLM强化了员工的不道德行为以羞辱关系（假设3），并通过将自我描绘为值得交往的敬业的人（假设4）来加强例证，以此保护个人的自我形象。我们通过两项实验研究和两项实地研究来检验我们的理论模型。虽然我们的结果为假设1、2和3提供了普遍的支持，但我们的结果对假设4产生了不同的发现。文中还讨论了其理论和实践意义。

著录项

相似文献

  • 外文文献
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