服务型领导对辱虐管理的作用机制——基于道德许可理论的视角

当代财经 ›› 2021, Vol. 0 ›› Issue (1): 86-96.

服务型领导对辱虐管理的作用机制——基于道德许可理论的视角

高日光¹, 郭笑笑¹, 郑凯霞²

1.江西财经大学产业集群与企业发展研究中心,江西南昌 330013;
2.南昌工学院商务贸易学院,江西南昌 330108

收稿日期:2020-09-16 出版日期:2021-01-15 发布日期:2021-01-19
通讯作者: 郑凯霞,南昌工学院讲师,博士,主要从事人力资源管理研究,联系方式476639723@qq.com。
作者简介:高日光,江西财经大学教授,博士,主要从事领导学研究;郭笑笑,江西财经大学博士研究生,主要从事组织行为学研究。
基金资助:
国家自然科学基金项目“服务型领导的负面效应：一项多视角的追踪研究”（71762016）; 江西省高校人文社会科学重点研究基地项目“服务型领导在赣南苏区企业的实践现状、作用机理与应用对策研究”（JD20031）

The Action Mechanism of the Service-Oriented Leadership on Abusive Supervision: From the Perspective of the Moral Licensing Theory

GAO Ri-guang¹, GUO Xiao-xiao¹, ZHENG Kai-xia²

1. Jiangxi University of Finance and Economics, Nanchang 330013;
2. Nanchang Institute of Science and Technology, Nanchang 330108, China

Received:2020-09-16 Online:2021-01-15 Published:2021-01-19

摘要/Abstract

摘要： 以利他、服务和谦卑为特征的服务型领导受到学界的广泛关注,但服务型领导在“暖心”行为后从事的偏差行为却较少得到重视。基于道德许可理论,采用多时点配对数据进行统计分析,结果表明,服务型领导通过心理权利的中介作用对辱虐管理产生正向影响,领导行为一致性是服务型领导催生辱虐管理的“门阀”：当领导行为一致性较高时,服务型领导会滋生更多的心理权利,产生更多的辱虐管理;当领导行为一致性较低时,服务型领导通过心理权利产生的辱虐管理相对减弱。研究结论对于全面认识服务型领导理论和预防服务型领导的负面效应具有重要的参考价值。

关键词: 服务型领导, 心理权利, 辱虐管理, 行为一致性, 道德许可理论

Abstract: The service-oriented leadership characterized by altruism, service and humility has received extensive attention from the academic circles. However, little attention has been paid to the deviant behaviors of the service-oriented leaders after their“warm-hearted”behaviors. Based on the moral licensing theory, this paper adopts the paired data of multiple time points to conduct a statistical analysis. The results show that service-oriented leadership can exert positive impact on abusive supervision through the mediation of psychological rights, and the behavioral consistency of leadership acts as a “valve”when the abusive supervision is spawned on the service-oriented leaders. When the behavioral consistency of leaders is higher, the service-oriented leaders will want to have more psychological rights and produce more abusive supervision. When the behavioral consistency of leaders is lower, the abusive supervision of service-oriented leaders produced through psychological rights will be relatively weakened. This research result has important reference value for the comprehensive understanding of the service-oriented leadership theory and the prevention of the negative effects of the service-oriented leadership.

Key words: service-oriented leadership, psychological rights, abusive supervision, behavioral consistency, the moral licensing theory

中图分类号:

F272.91

高日光, 郭笑笑, 郑凯霞. 服务型领导对辱虐管理的作用机制——基于道德许可理论的视角[J]. 当代财经, 2021, 0(1): 86-96.

GAO Ri-guang, GUO Xiao-xiao, ZHENG Kai-xia. The Action Mechanism of the Service-Oriented Leadership on Abusive Supervision: From the Perspective of the Moral Licensing Theory[J]. Contemporary Finance & Economics, 2021, 0(1): 86-96.

参考文献

[1] Yukl G.Leadership in Organizations[M]. 5^th ed. Upper Saddle River: Prentice Hall, 2002.
[2] Lin S.H., Ma J., Johnson R. E. When Ethical Leader Behavior Breaks Bad: How Ethical Leader Behavior Can Turn Abusive via Ego Depletion and Moral Licensing[J]. Journal of Applied Psychology, 2016, 101(6): 815-830.
[3] 孙健敏,王碧英. 公仆型领导:概念的界定与量表的修订[J]. 商业经济与管理,2010,(5):24-30.
[4] Liden R.C., Wayne S. J., Liao C. W., Meuser J. D. Servant Leadership and Serving Culture: Influence on Individual and Unit Performance[J]. Academy of Management Journal, 2014, 57(5):1434-1452.
[5] 何琴清,何斌,张韫,方慧. 服务型领导对新生代员工亲社会违规行为的影响——心理安全的中介作用[J]. 当代财经,2018,(7):69-78.
[6] 张书军,张芳. 社会创业导向与企业绩效[J]. 珞珈管理评论. 2017,(2):1-10.
[7] 刘婷婷,周二华,龙立荣. 从“好士兵”到“坏苹果”:组织中道德许可研究述评[J]. 中国人力资源开发,2017,(6):45-54.
[8] Zhong C.B., Liljenquist K., Cain D. M. Moral Self-regulation: Licensing and Compensation[M]// De Cremer D. Psychological Perspectives on Ethical Behavior and Decision Making. Charlotte, NC: Information Age Publishing, 2009.
[9] Naumann S.E., Minsky B. D., Sturman, M. C. The Use of the Concept “Entitlement” in Management Literature: A Historical Review, Synthesis, and Discussion of Compensation Policy Implications[J]. Human Resource Management Review, 2002, 12(1): 145-166.
[10] Campbell W.K., Bonacci A. M., Shelton J., Exline J. J., Bushman B. J. Psychological Entitlement: Interpersonal Consequences and Validation of a Self-Report Measure[J]. Journal of Personality Assessment, 2004, 83(1): 29-45.
[11] Yam K.C., Klotz A., He W., Reynolds S. From Good Soldiers to Psychologically Entitled: Examining When and Why Citizenship Behavior Leads to Deviance[J]. Academy of Management Journal, 2017, 60(1): 373-396.
[12] Merritt A.C., Effron D. A., Monin B. Moral Self-Licensing: When Being Good Frees Us to Be Bad[J]. Social and Personality Psychology Compass, 2010, 4(5): 344-357.
[13] 关涛,康海华. 员工为什么“先好”而“后坏”?——基于道德许可的理论分析框架[J]. 外国经济与管理,2017,(6):96-113.
[14] Eva N., Robin M., Sendjaya S., van Dierendonck D., Liden R. C. Servant Leadership: A Systematic Review and Call for Future Research[J]. Leadership Quarterly, 2019, 30(1): 111-132.
[15] Zitek E.M., Jordan A. H., Monin B., Leach F. R. Victim Entitlement to Behave Selfishly[J]. Journal of Personality and Social Psychology, 2010, 98(2): 245-255.
[16] Tepper B.J. Consequences of Abusive Supervision[J]. Academy of Management Journal, 2000, 43(2): 178-190.
[17] Tepper B.J., Duffy M. K., Henle C. A., Lambert L. S. Procedural Injustice, Victim Precipitation, and Abusive Supervision[J]. Personnel Psychology, 2006, 59(1): 101-123.
[18] 高日光,李胜兰. 真君子还是伪君子:谦卑型领导与行为一致性对员工情感承诺的影响[J]. 当代财经,2018,(12):83-91.
[19] Effron D.A., Monin B. Letting People off the Hook: When do Good Deeds Excuse Transgressions?[J]. Personality and Social Psychology Bulletin, 2010, 36(12): 1618-1634.
[20] Mitchell M.S., Ambrose M. L. Abusive Supervision and Workplace Deviance and the Moderating Effects of Negative Reciprocity Beliefs[J]. Journal of Applied Psychology, 2007, 92(4): 1159-1168.
[21] Simons T., Friedman R., Liu L. A., McLean P. J. Racial Differences in Sensitivity to Behavioral Integrity: Attitudinal Consequences, In-Group Effects, and “Trickle Down” Among Black and non-Black Employees[J]. Journal of Applied Psychology, 2007, 92(3): 650-665.
[22] James L.R., Demaree R. G., Wolf G. RWG: An Assessment of Within-Group Inter-Rater Agreement[J]. Journal of Applied Psychology, 1993, 78(2): 306-309.
[23] James L.R. Aggregation Bias in Estimates of Perceptual Agreement[J]. Journal of Applied Psychology, 1982, 67(2): 219-229.
[24] Preacher K.J., Hayes A. F. Spss and Sas Procedures for Estimating Indirect Effects in Simple Mediation Models[J]. Behavior Research Methods Instruments and Computers, 2004, 36(4): 717-731.
[25] Hayes A.F. Introduction to Mediation, Moderation, and Conditional Process Analysis: A Regression-based Approach[J]. Journal of Educational Measurement, 2013, 51(3): 335-337.
[26] Zhao X., Lynch J.G., Chen Q. Reconsidering Baron and Kenny: Myth and Truth about Mediation[J]. Journal of Consumer Research, 2010, 37(2): 197-206.
[27] Edwards J.R., Lambert L. S. Methods for Integrating Moderation and Mediation: A General Analytical Framework Using Moderated Path Analysis[J]. Psychological Methods, 2007, 12(1): 1-22.
[28] Breevaart K., Vries D., Reinout E.Supervisor’s HEXACO Personality Traits and Subordinate Perceptions of Abusive Supervision[J]. Leadership Quarterly, 2017, 28(5): 691-700.
[29] Tepper B., Moss S.E., Duffy M. K. Predictors of Abusive Supervision: Supervisor Perceptions of Deep-level Dissimilarity, Relationship Conflict, and Subordinate Performance[J]. Academy of Management Journal, 2011, 54(2): 279-294.