But I Still Feel Guilt: A Test of a Moral Disengagement Propensity Model

IF 2.9 4区心理学 Q2 PSYCHOLOGY, APPLIED Human Performance Pub Date : 2019-08-05 DOI:10.1080/08959285.2019.1646746

K. Kacmar, Dawn S. Carlson, M. Thompson, Suzanne Zivnuska

引用次数: 3

Abstract

ABSTRACT We explored the impact of moral disengagement on individual experiences of guilt. We modeled three forms of workplace deviance (withdrawal, interpersonal deviance, and work-family deviance) as mediators between the propensity to morally disengage and guilt, and also includes the moderating effects of perceived work hours culture. Data were collected from 226 employees matched with a colleague and spouse. Results demonstrated that moral disengagement released individuals who engaged in interpersonal and work-family deviance from subsequent feelings of guilt, but only reduced feelings of guilt for those who withdrew. We also found an interactive effect of perceived work hours culture on the relationships between moral disengagement propensity and all three forms of deviance. The indirect effect from moral disengagement propensity to guilt through withdrawal was stronger when perceived work hours was high.

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但我仍然感到内疚:道德脱离倾向模型的测试

摘要:我们探讨了道德脱离对个人内疚体验的影响。我们模拟了三种形式的工作场所偏差(退缩、人际偏差和工作-家庭偏差)作为道德脱离倾向和内疚倾向之间的中介，还包括感知工作时间文化的调节作用。数据收集自226名与同事和配偶配对的员工。结果表明，道德脱离使人际关系和工作家庭偏差的个体从随后的内疚感中解脱出来，但只减少了那些退出的人的内疚感。我们还发现，感知工作时间文化对道德脱离倾向与所有三种形式的偏差之间的关系具有交互作用。当感知工作时间长时，道德脱离倾向通过退缩产生的罪恶感的间接影响更强。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Performance PSYCHOLOGY, APPLIED-

CiteScore

4.30

自引率

0.00%

发文量

期刊介绍： Human Performance publishes research investigating the nature and role of performance in the workplace and in organizational settings and offers a rich variety of information going beyond the study of traditional job behavior. Dedicated to presenting original research, theory, and measurement methods, the journal investigates individual, team, and firm level performance factors that influence work and organizational effectiveness. Human Performance is a respected forum for behavioral scientists interested in variables that motivate and promote high-level human performance, particularly in organizational and occupational settings. The journal seeks to identify and stimulate relevant research, communication, and theory concerning human capabilities and effectiveness. It serves as a valuable intellectual link between such disciplines as industrial-organizational psychology, individual differences, work physiology, organizational behavior, human resource management, and human factors.