Is ethical human resource management effective for ethical voice? Role of moral efficacy and moral task complexity

IF 2.7 3区 管理学 Q2 INDUSTRIAL RELATIONS & LABOR Employee Relations Pub Date : 2023-06-22 DOI:10.1108/er-05-2021-0220
Silu Chen, Wenxing Liu, Guanglei Zhang, Chenling Tian
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Abstract

Purpose The purpose of this study was to examine the underlying mechanism as well as the boundary effect between employees' perceived ethical human resource management (HRM) and ethical voice based on social cognitive theory. The authors expect that employees who perceive ethical HRM could develop their moral reasoning and conduct through one of the cognitive processes (i.e. vicarious experience). Design/methodology/approach Based on structural equation modelling and hierarchical regression analysis, the authors conducted a questionnaire survey on 265 employees and their immediate supervisors from a manufacturing company in China. Findings Employees' perceived ethical HRM was positively related to ethical voice, and moral efficacy mediated this relationship. Moral task complexity not only moderated the relationship between employees' perceived ethical HRM and moral efficacy but also moderated the indirect effect of employees' perceived ethical HRM on ethical voice such that the impact was stronger when the moral task complexity level is higher and weaker when low. Practical implications This research model provides a framework through which organisations can diagnose potential ethical issues with the implementation of ethical HRM, as well as increase employee awareness of ethical values and then enhance their moral efficacy. Moreover, organisations can benefit from combining interventions and practices that influence the task design. Originality/value This study fills research gap by examining the mechanisms that shape employees' ethical voice from the perspective of HRM through moral efficacy and demonstrates that higher levels of moral task complexity contribute to higher levels of moral efficacy and ethical voice.
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道德的人力资源管理对道德的声音有效吗?道德效能与道德任务复杂性的关系
本研究的目的是基于社会认知理论,探讨员工感知的伦理人力资源管理与伦理声音之间的内在机制和边界效应。作者期望那些感知道德人力资源管理的员工可以通过一种认知过程(即替代经验)来发展他们的道德推理和行为。基于结构方程模型和层次回归分析,作者对中国某制造企业的265名员工及其直属主管进行了问卷调查。发现员工感知的道德人力资源管理与道德声音正相关,道德效能在这一关系中起中介作用。道德任务复杂性不仅调节了员工感知的人力资源管理伦理与道德效能之间的关系,还调节了员工感知的人力资源管理伦理对道德声音的间接影响,当道德任务复杂性水平越高时,这种影响越强,当道德任务复杂性水平越低时,这种影响越弱。本研究模型提供了一个框架,通过该框架,组织可以在实施道德人力资源管理时诊断潜在的道德问题,并提高员工对道德价值观的认识,从而提高他们的道德效能。此外,组织可以从影响任务设计的干预措施和实践相结合中受益。本研究通过道德效能从人力资源管理的角度考察了员工道德声音形成的机制,填补了研究空白,并证明了更高水平的道德任务复杂性有助于更高水平的道德效能和道德声音。
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来源期刊
Employee Relations
Employee Relations Multiple-
CiteScore
6.50
自引率
8.80%
发文量
69
期刊介绍: ■Communication, participation and involvement ■Developments in collective bargaining ■Equal opportunities ■Health and safety ■HRM ■Industrial relations and employment protection law ■Industrial relations management and reform ■Organizational change and people ■Personnel and recruitment ■Quality of working life
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