借鉴道德决策理论,采取实证方法,编制旁观者道德行为调查问卷量
表并进行调查统计,研宄旁观者主观道德强度、道德认同、组织道德气氛
三个因素对道德认知、道德判断、道德意图、道德行为四个阶段的影响效
应。通过结构方程建模,可以清晰描述出职场欺凌情境下,影响旁观者的
道德行为取向的要素间的作用机理和道德行为决策的形成路径。结果表
明,欺凌事件本身的道德强度、旁观者的道德认同感和组织道德气氛能够
显著影响善意帮助的道德行为;旁观者的人口统计学差异会对其在欺凌情
境下的道德价值观念产生一定影响;欺凌事件中结果产生的可能性、结果
大小、紧迫性是主观道德强度的三个显著维度;在“道德判断与道德意图”
I
北京化工人7:硕1:孕位论文
和“道德意图与道德行为”之间有显著的路径关系。依据研究结果,提出
积极营造和谐导向的伦理气氛、建立公正导向的制度规范、注重员工道德
教育等伦理管理建议
关键词:职场欺凌,旁观者,道德行为取向,主观道德强度,道德决策
II
ABSTRACT
THE EMPIRICAL STUDY ON BYSTANDERS
MORAL BEHAVIOR ORIENTATION
IN WORKPLACE BULLYING
ABSTRACT
For workplace bullying issue, the existing researches mainly focus on
psychology perspective to analysis the the motivation of the bullies and the
psychological influence on victims, or on sociology perspective to analysis the
social causes of bullying behavior. However, as interpersonal incidents with
obvious moral implication, workplace bullying involves thi＊ee main parties,
except bullies and victims. Bystanders as the third party, their moral attitude
and behavior orientation will have effects on the process and results of
bullying incidents. Therefore, conducting the research to the behavior
orientation of workplace bullying bystanders from the perspective of morality,
can expand the idea of enterprise management ethics. Meanwhile, there will
be a practical significance of making incentive ethical management policy,
stoping bullying incidents, reducing bullying consequences, and creating
harmonious and active corporate culture.
The research based on the moral decision theory, take the empirical
method to design bystanders moral behavior questionnaire and make statistical
hi
北京化|_:人￥硕1:学位论文
analysis. And then we study the effect of bystanders perceived moral
intensity, bystanders moral approbation and organizational ethical climate on
the four stages: moral cognition, moral judgment, moral intention and moral
behavior. Through structural equation modeling, we can clearly describe the
action mechanism of the factors which influence the moral behavior
orientation of the bystanders and the forming path of the moral behavior
decision-making in the workplace bullying situation. The results are as follows:
issue itselfs moral intensity, bystanders moral approbation and organizational
ethical climate can significantly affect the well-intentioned moral behavior;
demographic differences of bystanders will have a certain impact on their
moral values in the bullying situations; probability of effect, magnitude of
consequenceis and temporal immediacy are three significant dimensions of
moral intensity; there is a significant path in the relationship between moral
judgment and moral intention, and in the relationship between moral intention
and moral behavior. According to the research results, we put forward some
ethical management suggestions on how to build a harmony-oriented ethical
climate, establish a justice-oriented institutional regulation, and pay more
attention to the moral education of the staff.
KEY WORDS: workplace bullying, bystanders, moral behavior orientation,
perceived moral intensity, ethical decision making
IV n k
目录
胃绪论 i
1.1研究背景 1
1.2研究目的和意义1.2. 1研究目的 1
1.2.2研究意义 2
1.3研宄框架和方法1. 3. 1研宄方法 3
1.3.2研究框架 3
1.4研究的创新点 5
第二章文献综述 7
2.1职场欺凌相关研究2. 1. 1职场欺凌的定义2. 1. 2职场欺凌的原因及影响2. 1.3伦理文化与职场欺凌行为2. 2职场欺凌旁观者相关研究2. 2. 1旁观者定义及行为取向2.2.2旁观者行为的原因及后果2.3道德决策中的道德行为取向与道德强度2.3. 1道德决策及其与道德行为取向的关系2.3.2道德强度概述2. 4本章小结 12
第三章职场欺凌旁观者道德行为取向的理论分析和研究假设3.1旁观者行为相关研究3. 2旁观者道德行为的影响因素3.2. 1旁观者主观道德强度对道德行为取向的影响v
北京化丨:大学硕士学位论文
3. 2. 2旁观者个人因素对道德行为取向的影响3. 2. 3组织道德气氛对旁观者道德行为取向的影响3.3旁观者道德行为取向研究假设3.3. 1主观道德强度对旁观者道德行为取向影响的假设3. 3. 2道德认同对旁观者道德行为取向影响的假设3. 3. 3组织环境对旁观者道德行为取向影响的假设3.4本章小结 19
第四章职场欺凌旁观者道德行为取向问卷设计
21
4.1变量的定义与测量
21
4. 1. 1旁观者主观道德强度和道德行为取向的测量
21
4. 1.2旁观者道德行为的测量
22
4. 1.3组织道德气氛的测量
22
4. 1. 4旁观者道德认同的测量
23
4. 1. 5人口统计变量的测量
24
4.2问卷的预测试
24
4. 2. 1预测试量表的相关性分析
24
4.2.2预测试量表的信度和效度检验
26
4. 3本章小结 32
第五章职场欺凌旁观者道德行为取向问卷评估和数据分析
35
5.1问卷发放和数据评价
35
5. 1.1正式问卷的发放
35
5. 1.2正式问卷的信度和效度分析
35
5. 2样本的基本情况
36
5.3描述性统计分析
38
5.3. 1旁观者道德行为取向的描述性分析
38
5.3.2旁观者主观道德强度的描述性分析
39
5.3.3旁观者道德行为决策的描述性分析
40
5. 3. 4组织道德气氛和旁观者道德认同的描述性统计分析
41
5.4人口统计学的差异性分析
42
5. 4. 1性别的独立样本T检验
42
5.4.2单因素方差分析
43
VI
问^
5. 5本章小结 47
第六章职场欺凌旁观者道德行为决策结构方程分析
49
6. 1结构方程模型 49
6. 1. 1模型的设定 49
6. 1.2模型的修正 50
6. 1.3模型的确定 51
6.2旁观者道德行为的路径分析
51
6.3假设检验 53
6.3. 1旁观者道德行为过程各阶段之间的影响
53
6. 3. 2主观道德强度对旁观者道德行为过程的影响
53
6.3.3道德认同对旁观者道德行为过程的影响
54
6. 3. 4组织道德气氛对旁观者道德行为过程的影响
54
6.3.5假设检验结果总结
55
6. 4本章小结 56
第七章结论及管理对策
59
7.1结果与结论 59
7. 1. 1研究结果 59
7. 1. 2研宂结论 59
7.2伦理型职场的管理对策
60
7.2. 1和谐导向的伦理氛围
60
7. 2.2公正导向的制度规范
61
7.2. 3员工道德态度与道德能力的养成
61
7.3研究不足及展望
62
参考文献 65
Pft Mk 69
SC 73
研究成果及发表的学术论文
75
VII
北以化.1:人硕上学位沦文
作者和导师简介 …
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VIII
Contents
Contents
Chapter 1 Introduction1.1 Research background1.2 Research purpose and significance1.2.1 Research purpose1.2.2 Research significance1.3 Research framework and methods1.3.1 Research methods1.3.2 Research framework1A Innovation points 5
Chapter 2 Literature review2.1 The relevant research on workplace bullying2.1.1 The definition of workplace bullying2.1.2 The reasons and infuence of workplace bullying2.1.3 Ethical culture and workplace bullying2.2 The relevant research on bystanders of workplace bullying2.2.1 The definition and behavior orientation of bystander
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