{"title":"道德问题:对社会负责的人力资源管理对不道德行为的影响","authors":"Chenghao Men, Mingyu Yan, Bo Lv, Bing Liu","doi":"10.1111/1744-7941.12415","DOIUrl":null,"url":null,"abstract":"<p>Unethical behavior may result in detrimental consequences for the organization. Therefore, scholars are proactively trying to explore its antecedents. Human resource management, as a crucial factor that controls employees' behavior for effective organizational functioning, has gained limited attention in previous studies. To complement this aspect, we argue that socially responsible human resource management with moral nature may affect employees' unethical behavior. Drawing on moral self-regulation theory, our study constructs a theoretical model that socially responsible human resource management negatively affects employees' unethical behavior through the decrease of moral disengagement. We additionally contend that the effect becomes stronger as employees exhibit a higher level of moral attentiveness because contextual factors (i.e. socially responsible human resource management) and individual characteristics (i.e. moral attentiveness) could interactively influence employees' cognition of immoral conduct and their unethical behaviors. A survey consisted of 229 employees supports the proposed model and hypotheses. Our research contributes to the theoretical and practical implications for socially responsible human resource management and unethical behavior literatures, and we also discuss the limitations and future research directions.</p>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":null,"pages":null},"PeriodicalIF":3.9000,"publicationDate":"2024-07-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"When morality matters: impact of socially responsible human resource management on unethical behavior\",\"authors\":\"Chenghao Men, Mingyu Yan, Bo Lv, Bing Liu\",\"doi\":\"10.1111/1744-7941.12415\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<p>Unethical behavior may result in detrimental consequences for the organization. Therefore, scholars are proactively trying to explore its antecedents. Human resource management, as a crucial factor that controls employees' behavior for effective organizational functioning, has gained limited attention in previous studies. To complement this aspect, we argue that socially responsible human resource management with moral nature may affect employees' unethical behavior. Drawing on moral self-regulation theory, our study constructs a theoretical model that socially responsible human resource management negatively affects employees' unethical behavior through the decrease of moral disengagement. We additionally contend that the effect becomes stronger as employees exhibit a higher level of moral attentiveness because contextual factors (i.e. socially responsible human resource management) and individual characteristics (i.e. moral attentiveness) could interactively influence employees' cognition of immoral conduct and their unethical behaviors. A survey consisted of 229 employees supports the proposed model and hypotheses. Our research contributes to the theoretical and practical implications for socially responsible human resource management and unethical behavior literatures, and we also discuss the limitations and future research directions.</p>\",\"PeriodicalId\":51582,\"journal\":{\"name\":\"Asia Pacific Journal of Human Resources\",\"volume\":null,\"pages\":null},\"PeriodicalIF\":3.9000,\"publicationDate\":\"2024-07-26\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Asia Pacific Journal of Human Resources\",\"FirstCategoryId\":\"91\",\"ListUrlMain\":\"https://onlinelibrary.wiley.com/doi/10.1111/1744-7941.12415\",\"RegionNum\":3,\"RegionCategory\":\"管理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"INDUSTRIAL RELATIONS & LABOR\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Asia Pacific Journal of Human Resources","FirstCategoryId":"91","ListUrlMain":"https://onlinelibrary.wiley.com/doi/10.1111/1744-7941.12415","RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"INDUSTRIAL RELATIONS & LABOR","Score":null,"Total":0}
When morality matters: impact of socially responsible human resource management on unethical behavior
Unethical behavior may result in detrimental consequences for the organization. Therefore, scholars are proactively trying to explore its antecedents. Human resource management, as a crucial factor that controls employees' behavior for effective organizational functioning, has gained limited attention in previous studies. To complement this aspect, we argue that socially responsible human resource management with moral nature may affect employees' unethical behavior. Drawing on moral self-regulation theory, our study constructs a theoretical model that socially responsible human resource management negatively affects employees' unethical behavior through the decrease of moral disengagement. We additionally contend that the effect becomes stronger as employees exhibit a higher level of moral attentiveness because contextual factors (i.e. socially responsible human resource management) and individual characteristics (i.e. moral attentiveness) could interactively influence employees' cognition of immoral conduct and their unethical behaviors. A survey consisted of 229 employees supports the proposed model and hypotheses. Our research contributes to the theoretical and practical implications for socially responsible human resource management and unethical behavior literatures, and we also discuss the limitations and future research directions.
期刊介绍:
The Asia Pacific Journal of Human Resources adheres to a rigorous double-blind reviewing policy in which the identity of both the reviewer and author are always concealed from both parties. Asia Pacific Journal of Human Resources is an applied, peer-reviewed journal which aims to communicate the development and practice of the field of human resources within the Asia Pacific region. The journal publishes the results of research, theoretical and conceptual developments, and examples of current practice. The overall aim is to increase the understanding of the management of human resource in an organisational setting.