管理开放性和上下属关系对员工亲社会性规则违背的影响机制

基于领导与关系(guanxi)的视角,采用问卷调查与情境实验相结合的方法,探讨了管理开放性和上下属关系对员工亲社会性规则违背(pro-social rule breaking,PSRB)的影响及其作用机制.针对187名企业员工进行的问卷调查结果显示,管理开放性和上下属关系对员工PSRB均具有显著的正向影响,而且二者之间的交互效应也显著.采用134名企业员工为被试的情境实验验证了上述结果,并进一步发现:(1)心理安全感在管理开放性、上下属关系及其交互效应与员工PSRB之间起中介作用;(2)亲社会性动机对心理安全感与PSRB的关系存在显著的调节作用,并进而调节了心理安全感对管理开放性、上下属关系与员工PSRB之间关系的中介效应.亲社会性动机越高,上述关系和中介效应越强.

Mechanisms of how managerial openness and supervisor-subordinate guanxi impact on employee pro-social rule breaking

Based on the perspectives of leadership and guanxi, the present study employed a questionnaire survey and a scenario experiment to examine the influence of managerial openness and supervisor-subordinate guanxi on employee pro-social rule breaking (PSRB). The survey of 187 employees reveals that both managerial openness and supervisor-subordinate guanxi impact positively on employee pro-social rule breaking, and their interaction effect on pro-social rule breaking is also significant. The scenario experiment with 134 participants replicates these findings. Results from the experiment also show that: (1) Psychological safety mediates the impact of managerial openness and supervisor-subordinate guanxi as well as their interactive effect on employee pro-social rule breaking. (2) Pro-social motivation moderates the relationship between psychological safety and pro-social rule breaking, and further moderates the mediating effects of psychological safety on the retations of managerial openness and superviser-subordinate guanxi to pro-social rule breaking. The relationship and effects are stronger for employees high rather than low in pro-social motivation.