Mối Quan Hệ Giữa Sự Mất An Toàn Do Bất An Nghề Nghiệp: Những Tác Động Đối Kháng Từ Sự Hỗ Trợ Tổ Chức và Cấp Quản Lý

Journal of Business Ethics - Tập 162 - Trang 343-358 - 2018
Tahira M. Probst1, Laura Petitta2, Claudio Barbaranelli2, Christopher Austin1
1Department of Psychology, Washington State University Vancouver, Vancouver, USA
2Department of Psychology, Sapienza University of Rome, Roma, Italy

Tóm tắt

Mục đích của nghiên cứu này là xem xét các yếu tố cá nhân và tổ chức trước và sau sự tách rời đạo đức liên quan đến an toàn. Dựa trên lý thuyết Bảo tồn Tài nguyên, lý thuyết Trao đổi Xã hội và vi phạm hợp đồng tâm lý như nền tảng lý thuyết, nghiên cứu này đã kiểm tra giả thuyết rằng mức độ bất an nghề nghiệp cao hơn liên quan đến mức độ tách rời đạo đức về an toàn lớn hơn, điều này tiếp tục liên quan đến hiệu suất an toàn giảm. Hơn nữa, chúng tôi đã xem xét liệu sự hỗ trợ từ tổ chức và quản lý cảm nhận có làm giảm hoặc tăng cường tác động của bất an nghề nghiệp đối với sự tách rời đạo đức hay không. Sử dụng thiết kế nghiên cứu hai đợt với dữ liệu khảo sát ẩn danh từ N = 389 người lao động tại Hoa Kỳ đã hỗ trợ cho mô hình trung gian có điều kiện dự đoán. Cụ thể, các tác động gián tiếp có điều kiện của bất an nghề nghiệp lên hiệu suất an toàn qua sự tách rời đạo đức đã gia tăng khi mức độ hỗ trợ từ tổ chức và quản lý cảm nhận tăng lên. Những kết quả này gợi ý rằng mối đe dọa của bất an nghề nghiệp có thể thúc đẩy sự tách rời đạo đức của nhân viên; hiệu ứng này còn mạnh mẽ hơn ở những nhân viên cảm nhận được mức độ hỗ trợ cao hơn từ tổ chức và quản lý. Chúng tôi diễn giải những phát hiện bất thường này dưới ánh sáng của các hình thức làm việc hiện tại ngày càng không chắc chắn và cách mà chúng có thể dẫn đến việc ra quyết định và hành vi liên quan đến an toàn một cách có thể không đạo đức.

Từ khóa

#bất an nghề nghiệp #tách rời đạo đức #hỗ trợ tổ chức #hiệu suất an toàn #hành vi không đạo đức

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