摘 要

伴随当前全球频发的组织和工作伦理危机，员工非伦理行为日益被管理者和实践者所关注。员工非伦理行为广泛存在于企业及各种组织中，并对组织的长期绩效和持续发展产生不可估量的危害。非伦理行为研究虽然已经持续了很多年，但是大多是从组织层面进行探讨，个体层面研究比较匮乏。虽然很多实证研究表明组织因素会影响员工的非伦理行为，但是影响的内在心理机制并不明确。此外，已有的研究仅从单一层面对员工非伦理行为进行探讨而少有研究全面深入分析组织与个体层面的交互作用。因此，我们有必要从组织和个体两个层面来对员工非伦理行为的内在影响机制进行深入探讨。

另一方面，中国一向倡导集体主义价值观，具有集体主义倾向的个体以团体的目标为重，愿意牺牲个人的利益实现组织目标。同时，当遇到麻烦时，他们会期望得到来自群体的其它成员的照顾和保护，他们也因此对所属群体表现出高水平的忠诚，因此，我们推测，集体主义导向的人力资源实践对减少员工的非伦理行为具有重要作用。通过文献回顾我们发现，研究员工非伦理行为的研究大多来自国外学者，而结合中国具体情境与传统文化的研究较少，探讨符合中国情境的集体主义导向人力资源实践对员工非伦理行为的影响能填补以往研究的空白。

根据已有研究我们发现，企业的人力资源实践一般通过员工对人力资源实践的评价和感知来间接影响员工的态度和行为，因此在人力资源实践与员工非伦理行为之间是否存在中介作用值得探讨。企业所实施的集体主义人力资源实践为员工提供了资源和帮助，提高了员工的内部人身份感知，让员工感觉自己属于组织的一员。根据社会交换理论的互惠原则，感受到企业和同事帮助和支持的员工会积极回报组织和同事，增加自己的利他行为，减少非伦理行为，因此，我们推测内部人身份感知在集体主义人力资源实践与员工非伦理行为之间起中介作用。社会交换的基础是资源的互相依赖，而拥有较高自立意识的员工强调自己对自己负责，对组织有较少的归属感和情感承诺，不需要依赖组织或团体，因此我们推测自立意识较高的员工与组织和同事的交换关系较弱，自立意识较低的员工更加依赖组织并且有较高的情感忠诚度，因此我们推测员工自立意识在集体主义人力资源实践通过内部人身份感知进而影响员工非伦理行为的过程中起调节作用，我们对这一有中介的调节效应模型进行深入探讨，探究集体主义导向的人力资源实践对企业员工非伦理行为的影响及其作用机制作深入的探讨。

本研究主要针对以下几个问题展开研究：（1）集体主义导向的人力资源实践能否减少员工非伦理行为？（2）内部人身份感知在集体主义人力资源实践与员工非伦理行为之间是否起到了中介作用？（3）员工自立意识在集体主义人力资源实践通过内部人身份感知进而影响员工非伦理行为的过程中是否起调节作用？这项研究主要探讨集体主义导向人力资源实践对员工非伦理行为的作用机制。

本研究结合以往文献，选取集体主义导向人力资源实践、内部人身份感知、员工非伦理行为、员工自立意识这四个概念，提出集体主义导向人力资源实践影响员工非伦理行为的整体研究构想，基于社会交换理论来探讨集体主义人力资源实践对员工非伦理行为的作用机制中内部人身份感知的中介作用与员工自立意识的调节作用。通过从40家企业的320个员工的有效配对样本，使用SPSS、AMOS、MPLUS等分析软件，通过信度效度分析、描述性统计、以及跨层分析等具体方法来处理数据。得出的主要结论有：

（1）集体主义人力资源实践对员工非伦理行为有显著负向影响；

（2）内部人身份感知在集体主义人力资源实践与员工非伦理行为的关系中起中介作用；

（3）员工自立意识与集体主义人力资源实践的交互作用通过内部人身份感知为中介，进而影响员工非伦理行为。

关键词：集体主义人力资源实践；内部人身份感知；员工自立意识；员工非伦理行为；跨层次有中介的调节

Abstract

With the frequent ethic crisis in organization and work globally,moral and ethical issues are beyond the traditional philosophy research category,gradually becoming issues of common concern to the theory and practice of organization management.Employee's unethical behavior in the workplace widely exists in all kinds of social organizations at all levels,which do incalculable harm to the organization's long-term performance and sustainable development.Though the research about employee unethics behavior has been continued for many years,but more focused on organization level and business level,less involved in individual level.Although many of the empirical research shows that organizational factors can influence the unethical behavior of employees,but the impact of internal psychological mechanism is not clear.In addition,the existing research studies from a single individual or organization level employees of ethical conduct,fewer studies further reveals the interaction of the two aspects factors.Therefore,it is necessary for us to discuss the internal influence mechanism about employee's unethical behavior from two aspects.

on the other hand,China is a country withcollectivismorientation.The individual person who with collectivism tendency is willing to sacrifice his personal interests to achieve organizational goals.At the same time,when in trouble,they will expect the care and protection from groups of other members and they also showed high levels of loyalty to the groups whice they belong to.Thus,we speculate that collectivism oriented human resource practice plays an important role in reducing the unethical behavior of employees.The study of unethical behavior mostly from foreign scholars.The research based on traditional Chinese culture and Chinese situation is still very scarce.so,exploring conforms to China's situation of collectivism oriented human resource practice effects on employees'ethical behavior can fill the blank of the previous research.

Studies have pointed out that human resource practice may not directly affect employee attitudes and behavior,but through the cognition and evaluation of human resources practice,so the mediating role between human resource practices and unethical behavior is worth explorin.According to the social exchange theory,the exchange of implied condition is that the two sides through their own resources,so as to achieve the purpose of mutual benefit,Its core is self-interest and depending on each other.employees with high independent consciousness emphasizing his responsible for himself,has less sense of belonging and emotional commitment to the organization,not depending on the organization or group,therefore,having weak exchange relationship with the organization,thus perceiving lower insider status.So we discuss the mediating role of perceived insider status and the moderating role of the ideology of employee self-reliance to discuss this mechanism.

This paper tries to discuss the following questions:(1)Can collectivism-oriented human resource practice reduce employee’s unethics behavior?(2)Can collectivism-oriented human resource practice reduce employee’s unethics behavior?How does employee’s perceived insider status play a mediating role?（3）Can the ideology of employee self-reliance moderate the relationship of ollectivism-oriented human resource practice and employee’s perceived insider status?This study aims to explore the effects of collectivism-oriented human resource practice on employee’s unethics behavior.

Drawing on the perceived organizational membership theoretical framework and combining with the literature,We select collectivism-oriented human resource practice,perceived insider status,employee’s unethics behavior,the ideology of employee self-reliance these four concepts to represent overall research ideas.Based on social idendity theory and fair theory,we discuss the mediating role of perceived insider status and the moderating role of the ideology of employee self-reliance.Using matching data from 40 enterprises and 320 employees,through SPSS,AMOS,MPLUS software,we carry out descriptive statistics analysis,exploratory factor analysis and confirmatory factor analysis,reliability,validity analysis,correlation analysis,multiple linear analysis method to process the data.The conclusions of the study are listed below:

(1)Collective human resource practice has a significant negative effect on unethical behavior of employees.

(2)employee’s perceived insider status play a mediating role between the collective human resource practice and unethical behavior of employees.

(3)The ideology of employee self-reliance and the interaction of the collective human resource practices affect employee’s perceived insider status,and then affect employee of ethical behavior.