“行高人非”:旁观者不道德侵害“好公民”的原因及其机制探析

摘要/Abstract

摘要：

组织公民行为是组织成功的关键因素。现有研究主要以"好公民"为视角，探讨了组织公民行为的前因与后果，至今少见从第三方（旁观者）视角的组织公民行为研究。对旁观者而言，他们可能对"好公民"的组织公民行为本身、动机以及结果形成负面认知，因而可能做出伤害"好公民"的不道德行为。为系统探讨组织公民行为的这种不道德旁观者效应及其机制，本研究提出了在"认知-情感-行为"框架下研究"旁观者不道德侵害好公民"之问题的新思路，分别依据社会比较理论、情感事件理论以及归因理论分析了这一现象的原因和过程机制。这一前瞻性的探索工作，不仅剖析了旁观者为什么以及如何对"好公民"做出不道德行为，而且也为研究"组织公民行为的黑暗面"探究了一种新的可能方向，推动了组织公民行为的理论发展和创新。

关键词: 组织公民行为, 不道德行为, 利他行为

Abstract:

Organizational citizenship behavior (OCB) contributes to the development of social capital and "lubricates" the social ma-chinery of the organization, and has become essential for organizational success.Almost all the existing researches take a first-person per-spective to examine the causes and consequences of OCB and very few researches take a third-party viewpoint to study OCB. It is more likely that OCB has detrimental effects on third parties, and result in the fact that good citizens suffer unethical treatments from these people. We adopt a multilevel, "cognition-emotion-behavior" framework that probes into the within-person process mechanism of third parties' unethical reactions to OCB, basing on social comparison theory, affective events theory and attribution theory respectively. Our work extends the existing theories and researches. It explains why and how third parties engage act unethically to good citizens and pro-pose a new direction for studying the dark side of OCB.

Key words: organizational citizenship behavior, unethical act, helping

夏福斌. “行高人非”:旁观者不道德侵害“好公民”的原因及其机制探析[J]. , 2020, 32(1): 187-196.

Xia Fubin. Analyzing Third Parties' Unethical Reactions to Organizational Citizenship Behavior of Coworkers[J]. , 2020, 32(1): 187-196.

参考文献

[1] Hart T. A., Gilstrap J. B., Bolino M. C. Organizational Citizenship Behavior and the Enhancement of Absorptive Capacity[J]. Journal of Business Research, 2016,69(10):3981-3988
[2] Lemoine G. J., Parsons C. K., Kansara S. Above and Beyond, Again and Again:Self-Regulation in the Aftermath of Organization-al Citizenship Behaviors[J]. Journal of Applied Psychology, 2015,100(1):40-55
[3] Organ D. W. Organizational Citizenship Behavior:It's Construct Clean-Up Time[J]. Human Performance, 1997,10(2):85-97
[4] 谢俊,严鸣.积极应对还是逃避?主动性人格对职场排斥与组织公民行为的影响机制[J].心理学报, 2016,48(10):1314-1325
[5] 卢俊婷,张喆,贾明.公仆型领导对员工组织公民行为影响的跨层次研究:一个有中介的调节模型[J].管理评论, 2017,29(7):187-199
[6] 张四龙,李明生.组织道德气氛对组织公民行为的影响:组织认同的中介作用[J].管理评论, 2013,25(11):85-94
[7] 刘远,周祖城.员工感知的企业社会责任、情感承诺与组织公民行为的关系——承诺型人力资源实践的跨层调节作用[J].管理评论, 2015,27(10):118-127
[8] 文吉,侯平平.顾客粗暴行为与酒店员工组织公民行为研究:基于组织支持感的中介作用[J].南开管理评论, 2015,18(6):35-45
[9] Mai K. M., Ellis A. P., Christian J. S.,et al. Examining the Effects of Turnover Intentions on Organizational Citizenship Behaviors and Deviance Behaviors:A Psychological Contract Approach[J]. Journal of Applied Psychology, 2016,101(8):1067-1081
[10] Lanaj K., Johnson R. E., Wang M. When Lending a Hand Depletes the Will:The Daily Costs and Benefits of Helping[J]. Jour-nal of Applied Psychology, 2016,101(8):1097-1110
[11] Koopman J., lanaj K., Scott B. A. Integrating the Bright and Dark Sides of OCB:A Daily Investigation of the Benefits and Costs of Helping Others[J]. Academy of Management Journal, 2016,59(2):414-435
[12] Yam K. C., Klotz A., He W., et al. From Good Soldiers to Psychologically Entitled:Examining When and Why Citizenship Be-havior Leads to Deviance[J]. Academy of Management Journal, 2017,60(1):373-396
[13] 刘家国,周媛媛,石倩文.组织公民行为负效应研究——整合广义交换、印象管理和进化心理学的分析[J].管理评论, 2017,29(4):163-180
[14] Podsakoff N. P., Podsakoff P. M., Mackenzie S. B., et al. Consequences of Unit-level Organizational Citizenship Behaviors:A Review and Recommendations for Future Research[J]. Journal of Organizational Behavior, 2014,35(S1):S87-S119
[15] Newman G. E., Cain D. M. Tainted Altruism:When Doing Some Good Is Evaluated as Worse than Doing No Good at All[J]. Psychological Science, 2014,25(3):648-655
[16] Barasch A., Levine E. E., Berman J. Z., et al. Selfish or Selfless?On the Signal Value of Emotion in Altruistic Behavior[J]. Journal of Personality&Social Psychology, 2014,107(3):393-413
[17] 郑晓莹,彭泗清,彭璐珞."达"则兼济天下?社会比较对亲社会行为的影响及心理机制[J].心理学报, 2015,47(2):243-250
[18] Spence J. R., Ferris D. L., Brown D. J., et al. Understanding Daily Citizenship Behaviors:A Social Comparison Perspective[J]. Journal of Organizational Behavior, 2011,32(4):547-571
[19] Ellington J. K., Dierdorff E. C., Rubin R. S. Decelerating the Diminishing Returns of Citizenship on Task Performance:The Role of Social Context and Interpersonal Skill[J]. Journal of Applied Psychology, 2014,99(4):748-758
[20] Van Scotter J. R., Motowidlo S. J., Cross T. C. Effects of Task Performance and Contextual Performance on Systemic Rewards[J]. Journal of Applied Psychology, 2000,85(4):526-535
[21] Cain D. M., Dana J., Newman G. E. Giving versus Giving in[J]. The Academy of Management Annals, 2014,8(1):505-533
[22] Levin D. Z., Walter J., Murnighan J. K. Dormant Ties:The Value of Reconnecting[J]. Organization Science, 2011,22(4):923-939
[23] Burris E. R. The Risks and Rewards of Speaking Up:Managerial Responses to Employee Voice[J]. Academy of Management Journal, 2012,55(4):851-875
[24] Grant A. M. Giving Time, Time after Time:Work Design and Sustained Employee Participation in Corporate Volunteering[J]. Academy of Management Review, 2012,37(4):589-615
[25] Brown D. J., Ferris D. L., Heller D., et al. Antecedents and Consequences of the Frequency of Upward and Downward Social Comparisons at Work[J]. Organizational Behavior and Human Decision Processes, 2007,102(1):59-75
[26] Smith R. H., Kim S. H. Comprehending Envy[J]. Psychological Bulletin, 2007,133(1):46-64
[27] 吕逸婧,彭贺.工作场所中的妒忌研究综述[J].经济管理, 2014,36(9):180-189
[28] Lange J., Crusius J. The Tango of Two Deadly Sins:The Social-Functional Relation of Envy and Pride[J]. Journal of Personality&Social Psychology, 2015,109(3):453-472
[29] Leavitt K., Sluss D. M. Lying for Who We Are:An Identity-Based Model of Workplace Dishonesty[J]. Academy of Management Review, 2015,40(4):587-610
[30] 黎琳,徐光兴,迟毓凯,等.社会比较对大学生社交焦虑影响的研究[J].心理科学, 2007,30(5):1218-1220
[31] Kouchaki M., Desai S. D. Anxious, Threatened, and also Unethical:How Anxiety Makes Individuals Feel Threatened and Com-mit Unethical Acts[J]. Journal of Applied Psychology, 2015,100(2):360-375
[32] 夏福斌,路平.工作场所的社会损害:一个整合性的研究框架[J].心理科学进展, 2013,21(10):1814-1823
[33] Shalvi S., Eldar O., Bereby-Meyer Y. Honesty Requires Time (and Lack of Justifications)[J]. Psychological Science, 2012,23(10):1264-1270
[34] Mazar N., Amir O., Ariely D. The Dishonesty of Honest People:A Theory of Self-Concept Maintenance[J]. Journal of Marketing Research, 2008,45(6):633-644
[35] Dalal R. S., Lam H., Weiss H. M., et al. A Within-Person Approach to Work Behavior and Performance:Concurrent and Lagged Citizenship-Counter Productivity Associations, and Dynamic Relationships with Affect and Overall Job Performance[J]. Academy of Management Journal, 2009,52(5):1051-1066
[36] Reynolds C. A., Shoss M. K., Jundt D. K. In the Eye of the Beholder:A Multi-Stakeholder Perspective of 0rganizational Citizen-ship and Counterproductive Work Behaviors[J]. Human Resource Management Review, 2015,25(1):80-93
[37] Eatough E. M., Meier L. L., Igic I., et al. You Want Me to Do What?Two Daily Diary Studies of Illegitimate Tasks and Employ-ee Well-being[J]. Journal of Organizational Behavior, 2016,37(1):108-127
[38] Bolino M. C., Grant A. M. The Bright Side of Being Prosocial at Work, and the Dark Side, Too:A Review and Agenda for Re-search on Other-Oriented Motives, Behavior, and Impact in Organizations[J]. Academy of Management Annals, 2016,10(1):599-670
[39] Hutcherson C. A., Gross J. J. The Moral Emotions:A Social-Functionalist Account of Anger, Disgust, and Contempt[J]. Journal of Personality&Social Psychology, 2011,100(4):719-737
[40] Geddes D., Callister R. R. Crossing the Line (s):A Dual Threshold Model of Anger in Organizations[J]. Academy of Manage-ment Review, 2007,32(3):721-746
[41] 陈晓,高辛,周晖.宽宏大量与睚眦必报:宽恕和报复对愤怒的降低作用[J].心理学报, 2017,49(2):241-252
[42] Lindebaum D., Geddes D. The Place and Role of (Moral) Anger in Organizational Behavior Studies[J]. Journal of Organizational Behavior, 2016,37(5):738-757
[43] Bergeron D. M. The Potential Paradox of Organizational Citizenship Behavior:Good Citizens at What Cost?[J]. Academy of Management Review, 2007,32(4):1078-1095
[44] Bergeron D. M., Shipp A. J., Rosen B., et al. Organizational Citizenship Behavior and Career Outcomes:The Cost of Being a Good Citizen[J]. Journal of Management, 2013,39(4):958-984
[45] Geddes D., Stickney L. T. The Trouble with Sanctions:Organizational Responses to Deviant Anger Displays at Work[J]. Human Relations, 2011,64(2):201-230
[46] Simon L. S., Hurst C., Kelley K., et al. Understanding Cycles of Abuse:A Multi-Motive Approach[J]. Journal of Applied Psy-chology, 2015,100(6):1798-1810
[47] Batson C. D., Kennedy C. L., Nord L. A., et al. Anger at Unfairness:Is It Moral Outrage?[J]. European Journal of Social Psy-chology, 2007,37(6):1272-1285
[48] Mitchell M. S., Vogel R. M., Folger R. Third Parties' Reactions to the Abusive Supervision of Coworkers[J]. Journal of Applied Psychology, 2015,100(4):1040-1055
[49] Rioux S. M., Penner L. A. The Causes of Organizational Citizenship Behavior:A Motivational Analyses[J]. Journal of Applied Psychology, 2001,86(6):1306-1314
[50] Takeuchi R., Bolino M. C., Lin C. C. Too Many Motives?The Interactive Effects of Multiple Motives on Organizational Citizen-ship Behavior[J]. Journal of Applied Psychology, 2015,100(4):1239-1248
[51] Kim Y. J., Dyne L. V., Kamdar D., et al. Why and When do Motives Matter?An Integrative Model of Motives, Role Cognitions, and Social Support as Predictors of OCB[J]. Organizational Behavior&Human Decision Processes, 2013,121(2):231-245
[52] Winterich K. P., Mittal V., Morales A. C. Protect Thyself:How Affective Self-Protection Increases Self-Interested, Unethical Behavior[J]. Organizational Behavior&Human Decision Processes, 2014,125(2):151-161
[53] 任重远.论道德厌恶[J].道德与文明, 2015,(5):29-33
[54] Rozin P., Lowery L., Imada S., et al. The Cad Triad Hypothesis:A Mapping between Three Moral Emotions (Contempt, Anger, Disgust) and Three Moral Codes (Community, Autonomy, Divinity)[J]. Journal of Personality&Social Psychology, 1999,76(4):574-586
[55] Sezer O., Gino F., Bazerman M. H. Ethical Blind Spots:Explaining Unintentional Unethical Behavior[J]. Current Opinion in Psychology, 2015,6:77-81
[56] 张银普,骆南峰,石伟.经验取样法——一种收集"真实"数据的新方[J].心理科学进展, 2016,24(2):305-316
[57] Methot J. R., Lepak D., Shipp A. J., et al. Good Citizen Interrupted:Calibrating a Temporal Theory of Citizenship Behavior[J]. Academy of Management Review, 2017,42(1):10-31