Ethical human resource management to decrease employees' unethical behaviour in China: the role moral meaningfulness and ethical predisposition

被引：1

作者：

Chen, Silu ^{[1
]}

Zhang, Guanglei ^{[2
]}

Liu, Wenxing ^{[3
]}

Tian, Yuan ^{[1
]}

机构：

[1] Cent China Normal Univ, Sch Econ & Business Adm, Wuhan, Hubei, Peoples R China

[2] Wuhan Univ Technol, Shenzhen Res Inst, Shenzhen, Guangdong, Peoples R China

[3] Zhongnan Univ Econ & Law, Sch Business Adm, Wuhan, Hubei, Peoples R China

来源：

ASIA PACIFIC BUSINESS REVIEW | 2024年

基金：

中国国家自然科学基金;

关键词：

China; ethical human resource management; ethical predisposition; moral meaningfulness; self-concept-based theory; unethical behaviour; PERFORMANCE WORK SYSTEMS; INDIVIDUAL-DIFFERENCES; DECISION-MAKING; BUSINESS ETHICS; LEADERSHIP; MEDIATION; EDUCATION; CLIMATE; IMPACT; SELF;

D O I：

10.1080/13602381.2023.2293091

中图分类号：

F [经济];

学科分类号：

02 ;

摘要：

This study draws from self-concept-based theory and conducts empirical research in China with a sample of 218 leader-follower dyadic. We found support for our hypotheses that ethical HRM has a significant influence on employees' moral meaningfulness, which in turn deters their unethical behaviour. In addition, ethical predisposition (i.e. utilitarianism and formalism) has different boundary effects on the relationship between ethical HRM and unethical behaviour. That is, the negative relationship between moral meaningfulness and unethical behaviour is accentuated by both a low level of utilitarianism and a high level of formalism. We discuss the implications and propose future research directions.

引用

页数：21

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