主题：【海外名家讲堂】 “组织行为学和战略管理”高端讲堂系列（一）
Newcomers’ Slippery Slope of Unethical Pro-Organizational Behavior
主讲人：新泽西州立大学-罗格斯大学 陈昭全（Chao C. Chen） 教授
主持人：英国威廉希尔公司 陈扬教授
时间：2022年11月9日（周三）9:00-11:00
举办地点：腾讯会议 ID：739 821 565
主办单位：英国威廉希尔公司 国际交流与合作处 科研处
主讲人简介：
Chao C. Chen (PhD, State University of New York at Buffalo) is Distinguished Professor at Rutgers University and Vice Chair of Organizational Management and Global Business at Rutgers Business School. He is past president of the International Association of Chinese Management Research (IACMR) and consulting editor of Management and Organization Review. His current research interests include cross-cultural management, business ethics, corporate social responsibility and responsible leadership. His publications have appeared in leading management journals includingAcademy of Management Journal,Academy of Management Review,Administrative Science Quarterly,Journal of Applied Psychology,Journal of International Business,Organizational Behavior and Human Decision Processes,Organization ScienceandJournal of Business Ethics.
陈昭全教授（纽约州立大学布法罗分校博士），现为罗格斯大学商学院杰出教授；罗格斯商学院组织管理与国际商务副系主任。曾任IACMR的主席以及《Management and Organization Review》的资讯编辑。其研究方向为跨文化管理、商业道德、企业社会责任以及责任型领导。发表的学术论文收录于顶级学术期刊《Academy of Management Journal》、《Academy of Management Review》、《Administrative Science Quarterly》、《Journal of Applied Psychology》、《Journal of International Business》、《Organizational Behavior and Human Decision Processes》、《Organization Science》以及《Journal of Business Ethics》等。
内容简介:
Drawing on the normalization theory of organizational corruption and sensemaking theory, we examined how organizational socialization affects newly hired employees' slippery slope of unethical pro-organizational behavior (UPB).We conducted a quantitative longitudinal field survey and a follow-up qualitative study. Multilevel latent growth modeling analyses of the survey datashowed that existing instrumental climates predict the increase of newcomers’ UPB over time through the serial mediation of perceived instrumental climate, organization-serving cognitions, and moral disengagement.This mediated relationship is enhanced by the strength of the climate and weakened by the strength of newcomers’ moral identity. Content analyses of interview and secondary data shed light on how newcomers shifted their orientation over time from one of public service to one of organizational profit as a result ofintensive socialization efforts coordinated between the organization and work units. Our research contributes to the behavioral ethics literature by highlighting both the normalizing effect of pro-organization instrumental climates on UPB slippery slope and the dark side of organizational socialization.
基于组织腐败的常规化和理性化理论，我们考察了组织社会化如何影响新员工的亲组织不道德行为（UPB）。我们进行了一个纵向的问卷调查和后续的定性研究。数据表明，工具性氛围通过感知工具性氛围、服务组织认知和道德脱离等一系列中介正向影响新员工的UPB。这一中介关系被氛围强度正向调节，被新员工的道德认同负向调节。访谈和二手数据的文本分析揭示了新员工的行为导向是如何转变的：由于组织和员工之间协调进行的密集的社会化努力，新来者从为公共利益服务为导向转变为为组织利益服务为导向。我们的研究通过强调支持组织的工具性氛围对UPB滑坡的常规化作用和组织社会化的黑暗面，为行为道德的理论做出了贡献。
