Subjects: Other Disciplines >> Synthetic discipline submitted time 2023-10-09 Cooperative journals: 《心理科学进展》
Abstract： Unethical behavior in the workplace poses significant harm to organizations, thus necessitating the exploration of intervention strategies in the context of management practices. While previous research has focused predominantly on intervention methods for unethical workplace behavior from a rational ethical decision-making standpoint, exploration of such methods from an intuitive ethical decision-making perspective has been limited. This project asserts that mindfulness has the potential to impact both the rational ethical decision-making system and the intuitive ethical decision-making system, consequently mitigating workplace unethical behavior.In relation to the rational ethical decision-making system, this study proposes to identify moral imagination and moral disengagement as two crucial mechanisms linking mindfulness to unethical behavior. Moral imagination has long been recognized as a significant factor in reducing unethical behavior. Mindfulness has the potential to enhance awareness, perspective-taking, and creativity, which are key dimensions of moral imagination. As a result, mindfulness can facilitate the cultivation of moral imagination, thereby contributing to a reduction in unethical behavior. Furthermore, moral disengagement represents a risk factor that can contribute to unethical behavior. Mindfulness, by fostering heightened self-monitoring among individuals, has the capacity to diminish moral disengagement. Therefore, moral disengagement acts as a mediator in the negative relationship between mindfulness and unethical behavior.Regarding the intuitive ethical decision-making system, this study proposes to identify emotional exhaustion and moral emotion as two significant mechanisms that link mindfulness to unethical behavior. Individuals experiencing emotional exhaustion are more susceptible to impulsive engagement in unethical behavior due to depleted self-control resources. Mindfulness has been shown to be advantageous in replenishing these self-control resources, thereby reducing emotional exhaustion. Consequently, emotional exhaustion acts as a mediator in the negative relationship between mindfulness and unethical behavior. Furthermore, moral emotions play a crucial role in encouraging individuals to avoid unethical behavior instinctively. Mindfulness, with its emphasis on cultivating a compassionate attitude, has the potential to foster virtuous qualities and enhance moral emotions. Consequently, moral emotion serves as a mediator in the negative relationship between mindfulness and unethical behavior.By integrating the rational and the intuitive ethical decision-making systems, a dual-system model of the relationship between mindfulness and unethical behavior is developed. Nevertheless, this project also proposes certain boundary conditions that influence this dual-system model. In terms of contextual factors, ethical climate is posited as a significant boundary condition. Ethical climate can help individuals with high levels of mindfulness recognize moral dilemmas, thereby enhancing the impacts of mindfulness on moral disengagement and moral emotion. Regarding individual factors, this project identifies moral identity and moral attentiveness as two important boundary conditions. Moral identity can strengthen the relationship between mindfulness and moral imagination, as individuals with a strong moral identity are more likely to engage in imaginative moral reasoning. On the other hand, moral attentiveness may negatively moderate the relationship between mindfulness and emotional exhaustion. This possibility suggests that among individuals with high levels of moral attentiveness, the relationship between mindfulness and emotional exhaustion may be weaker.This project endeavors to examine the influence of mindfulness on unethical behavior from the perspective of the dual-system theory of ethical decision-making, thereby contributing to the interdisciplinary exploration of mindfulness and behavioral ethics. By proposing a comprehensive theory of the relationship between mindfulness and unethical behavior, this study offers valuable insights for future research in related domains. Additionally, this project identifies several potential boundary conditions that may impact the relationships between mindfulness and its outcomes. While the effectiveness of mindfulness may vary across individuals, research exploring the boundary conditions that moderate the effects of mindfulness remains scarce. Thus, by investigating these possible boundary conditions, this project seeks to enhance our understanding of mindfulness in a comprehensive manner.In terms of practical implications, this project identifies mindfulness as a significant factor that influences both the rational and the intuitive ethical decision-making systems, thereby offering valuable insights for intervening in unethical behavior in the context of management practices. Previous intervention methods targeting unethical behavior in organizations have focused predominantly on the rational ethical decision-making system. However, it is crucial to recognize that many instances of unethical behavior occur impulsively rather than as a result of deliberate planning. Mindfulness, with its capacity to enhance both the rational and the intuitive ethical decision-making systems, emerges as an ideal approach to both impulsive and deliberate workplace unethical behaviors. By cultivating mindfulness among employees, organizations can create an environment that promotes ethical decision-making and mitigates the occurrence of unethical behaviors. This fact suggests that incorporating mindfulness-based interventions into management practices can effectively decrease unethical behaviors in the workplace. Key words
Subjects: Psychology >> Developmental Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Workplace status is a valuable resource for employees, which not only helps individuals gain influence on others, improves their self-cognition and work behaviors, but also promotes organizational effectiveness. However, workplace status has not been given the right “status” in the past research of organizational management. Using 4-wave longitudinal data about workplace status and latent growth model analysis method, this research explores the dynamic influence mechanism of workplace status on employees’ attitudes and behaviors and the formation mechanism of double sides of workplace status over time. This research focuses on the multifaceted characteristics of workplace status, such as dynamic changes and double sides, and also provides rich theoretical basis for guarding against the dark side of workplace status in organizational management practices.
Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： This project addresses the limitation of traditional literature on helping decision-making, which excessively focuses on transient "helping behavior." This project considers helping decision-making in the workplace as a social venture investment decision process, which involves a series of steps corresponding to dynamic psychological contracts. This includes preparation, strategic conception, and follow-up adjustment when the help giver and the help seeker sign contracts for help in the workplace. Simultaneously, a crucial task of managers is to create an environment that promotes employees' mutual help in the organization. Furthermore, the project proposes that human resource management practice can create and maintain an appropriate investment environment within the organization. This environment can boost social venture investment decision among staff and encourage them to accept social investment risk in workplace helping decision-making. Based on the above ideas, this project will be conducted in two parts, comprising of four studies. In the first part, based on the dynamic psychological contract theory, the interview and case study methods will be used to develop the process model of workplace helping decision-making (Study 1). The workplace helping decision-making process proposedly includes six steps: heeding the dilemma of the help seeker, explaining the help seekers’ dilemma, confirming whether and how much responsibility individuals have to assist the help seeker, formulating strategies to assist the help seeker, implementing helping behavior, and adjusting further helping decisions based on the reflection of previous helping results. This project then focus on the last step, which is the main difference between our workplace helping decision-making model and those of previous research. This project will use a daily-diary survey to explore how help givers would reflect the feedback of help seekers and adjust further help based on their reflection (Study 2). In the second part, based on the above proposed six-step model of helping decision-making in the workplace, human resource management practice is regarded as an important environmental factor that influences individuals to conduct social venture investments, such as helping decision-making in the workplace. Using the multi-wave survey method, this project focuses on the influential mechanism of two key variables of human resource management practice on helping decision-making in the workplace: job design (Study 3) and salary management (Study 4). Specifically, Study 3 examines the mediating role of work engagement between job characteristics and workplace helping decision-making, and the moderating mechanism of task interdependence on this mediating process. Study 4 explores the mediating role of team identity between team performance payment and workplace helping decision-making, and the moderating mechanism of organizational identity on the mediating role of team identity. Through the above four studies, this project will make the following theoretical and practical contributions. Theoretically, from the dynamic psychological contract perspective, this project regards the workplace helping decision-making process as a social venture investment decision process, thus providing a new theoretical perspective for literatures in the field of help. Thus, this project addresses the limitation of previous literatures focusing on "helping behavior," which is a transient behavior, and instead regards help in the workplace as a decision-making process. Therefore, future researchers could further explore this process and find more effective ways to encourage workplace helping behavior. Moreover, previous studies conventionally applied the psychological contract theory to explain the relationship between organizations and employees. This project is the first to adopt the psychological contract theory to elucidate the relationship between employees in the workplace, thus expanding the boundaries of the psychological contract theory. Regarding practice, this project examines the antecedents of the decision-making process of help in the workplace from different modules of human resource management, which can guide the practice of human resource management and promote employees’ mutually helping behavior.
Hits
YES
Hits
Downloads
Comment