远程办公中员工欺骗行为的产生机制

摘要/Abstract

摘要： 剧烈的环境变化正在增加组织面临的道德挑战。尤其在远程办公中，组织时刻面临着被员工欺骗的挑战。似乎远程办公对工作环境的改变，为员工产生欺骗行为提供了更广阔的空间。为此，本研究试图运用扎根理论的方法，解释远程办公中不断增加的员工欺骗行为。通过分析100名员工的在线问答材料，本研究发现远程办公中的欺骗行为具有怠工和退缩行为的新内涵，以及保护生活和团队利益的新动机。同时，本研究还借鉴个人-环境匹配理论构建了解释远程办公中欺骗行为产生的理论框架，从“需求-供给”和“要求-能力”不匹配的角度，揭示了自我需求和组织要求通过工作状态影响欺骗行为的机制，并探讨了组织公平氛围的边界作用。本研究将有助于管理者更好理解员工在远程办公中为何以及何时会产生欺骗行为，对组织改善远程办公中的管理具有借鉴意义。

关键词: 远程办公, 欺骗行为, 个人-环境匹配, 扎根理论方法

Abstract: Today, organizations are facing serious ethical challenges in drastic environmental changes. Especially in remote work, organizations are always worried about whether they will be deceived by their employees. It seems that employees have more opportunities to cheat their organization, due to the work environment change resulting from remote work. Therefore, this study attempts to use a grounded theory approach to illustrate why employees' cheating behavior is increasing in remote work and address this by analyzing an online open-ended survey from 100 employees. The results indicate that employees' cheating behavior has new causes (i.e. slack and withdrawal) and new motivations (i.e. protecting life and team interests). In addition, this study constructs a new framework based on the theory of personal-environment fit to explain employees' cheating behavior in remote work. This framework reveals the mechanism by which selfdemand and organizational requirements influence employees' cheating behavior through work state from the perspective of needssupplies and demands-abilities misfit and the boundary role of the organizational justice climate. The above results will help managers better understand why and when employees cheat their organization when working remotely, and provide valuable implications for organizations to improve management in remote work.

Key words: remote work, cheating behavior, personal-environment fit, grounded theory approach

杨洋, 颜锐, 邹明阳, 孟炎. 远程办公中员工欺骗行为的产生机制[J]. 管理评论, 2025, 37(5): 157-167.

Yang Yang, Yan Rui, Zou Mingyang, Meng Yan. Why do Employees Engage in Workplace Cheating Behavior in Remote Work?[J]. Management Review, 2025, 37(5): 157-167.

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