【摘要】：構(gòu)建我國和諧勞動關(guān)系的前提條件是雇傭雙方遵守勞動法律法規(guī)和倫理道德規(guī)范。但現(xiàn)實中不和諧的行為既有來自雇主一方,也有來自雇員一方。員工遲到早退、消極怠工、侵占公司財物等職場偏差行為(也稱"反生產(chǎn)行為")已不是個別現(xiàn)象。探究員工職場不道德行為發(fā)生的機理以避免或減少員工反生產(chǎn)行為已經(jīng)成為重要的理論和實踐課題。本文以與企業(yè)建立合法雇傭關(guān)系的員工為研究對象,基于社會認知和認同理論,從員工道德主體認知與道德決策關(guān)系視角,探索員工的道德認同、道德推脫與反生產(chǎn)行為之間的關(guān)系問題。本課題研究的理論模型是以員工道德認同為前因變量,將道德推脫作為中介變量,以企業(yè)組織倫理氛圍感知作為調(diào)節(jié)變量,探究道德認同對員工反生產(chǎn)行為的作用機理。本文研究的目的和意義在于理論上可以深化員工道德認同、道德推脫對組織行為的影響研究,實踐上有利于企業(yè)實施人力資源倫理管理和建設來有效避免或減少反生產(chǎn)行為。本研究采用問卷調(diào)查方法,通過SPSS、AMOS等軟件對347份有效問卷進行處理分析,得到以下主要結(jié)論:員工道德認同對其反生產(chǎn)行為有顯著負向影響;員工道德認同對其道德推脫有顯著負向影響;道德推脫在員工道德認同對其反生產(chǎn)行為的影響中起中介作用;自利型組織倫理氛圍感知和規(guī)則型組織倫理氛圍感知在員工道德認同對其反生產(chǎn)行為的影響中起調(diào)節(jié)作用�；谘芯拷Y(jié)論,本文分別從企業(yè)和員工的角度提出了把握員工招聘環(huán)節(jié)、加強員工道德培訓教育、建設良好的組織倫理氛圍等對策建議。
[Abstract]:The prerequisite of constructing harmonious labor relationship in China is that both employers and employees abide by labor laws and regulations and ethical norms. But in reality, dissonant behavior comes from both the employer and the employee. It is no longer an isolated phenomenon for employees to be late and leave early, to work slowly, to occupy company property and other deviant behaviors (also known as "anti-production behavior"). It has become an important theoretical and practical topic to explore the mechanism of unethical behavior of employees in order to avoid or reduce employees' anti-production behavior. Based on the theory of social cognition and identity, this paper explores the employee's moral identity from the perspective of the relationship between employee's moral subject cognition and moral decision-making. The relationship between moral deduction and anti-production behavior. The theoretical model of this research is to take employee's moral identity as the pre-dependent variable, moral deduction as the intermediary variable, and the perception of enterprise's organizational ethical atmosphere as the regulating variable to explore the mechanism of the effect of moral identity on employee's anti-production behavior. The purpose and significance of this paper lies in the theoretical deepening of employee moral identity, moral deduction of the impact of organizational behavior research, in practice is conducive to the implementation of human resources ethical management and construction to effectively avoid or reduce anti-production behavior. In this study, 347 valid questionnaires were processed and analyzed by using SPSS,AMOS and other software. The main conclusions are as follows: employee moral identity has a significant negative impact on their anti-production behavior; Employees' moral identity has a significant negative impact on their moral deduction, and moral deduction plays an intermediary role in the impact of employees' moral identity on their anti-production behavior. The perception of self-interest organizational ethical atmosphere and regular organizational ethical atmosphere plays a regulating role in the influence of employee's moral identity on their anti-production behavior. Based on the conclusion of the research, this paper puts forward some countermeasures and suggestions from the angle of enterprises and employees, such as grasping the recruitment link of employees, strengthening the moral training education of employees, and building a good organizational ethics atmosphere.
【學位授予單位】：南京理工大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92

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