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研究生:林國沛
研究生(外文):Kuo-Pei Lin
論文名稱:知覺主管倫理行為對員工倫理行為傾向之影響
論文名稱(外文):The Impact of Perceived Managers'' Ethical Behavior on Employees'' Ethical Behavior Intentions
指導教授:謝昌隆謝昌隆引用關係
指導教授(外文):Chang-Lung Hsieh
學位類別:碩士
校院名稱:銘傳大學
系所名稱:管理研究所
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2008
畢業學年度:96
語文別:英文
論文頁數:80
中文關鍵詞:正直人際信任社會期許誤差道德認知倫理行為傾向
外文關鍵詞:Moral CognitionIntegrityInterpersonal TrustSocial-Desirability Response BiasEthical Behavior Intention
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實證嘗試去描述領導者道德行為的影響並未能獲致一致的結論。有些研究觀察到主管道德行為的重要性,有些卻只得到微弱的、無舉足輕重的、抑或是混合的結論(Zey-Ferrell et al., 1979; Zey-Ferrell & Ferrell, 1982; Akaah & Riordan, 1989; Murphy et al., 1992; Treviño et al., 1999)。本研究的目標主要是進一步探討主管倫理行為與員工倫理行為傾向的關係。此外,由於員工個人對道德認知的不同所產生的干擾效果,及員工對主管的信任在此關係中扮演的潛在中介角色亦在本研究的探討之中。

在道德領導權的學術領域中,一個最常被引用到的特質-正直(INTEGRITY)-乃被本研究所引用來評估一個管理者的道德行為。同時,本研究採用一種特別的概念-行為傾向-來試圖去了解廣泛被觀察到的不道德商業行為(Hunt & Vitell, 1968; Ajzen & Fishbein, 1975, 1980)。

本研究中有五條假設被發展,並為“員工的道德傾向“這一較少被探討的主題提出一些看法。

研究的結果只為“管理者道德態度的重要性“提供了一個混雜的支持性。同時,由於“管理者被知覺到的正直“與“員工信任“這兩個變數間存在共線性,信任在本研究主題中似乎不是一個很適合的中介變數。再者,沒能觀察到“管理者道德行為“與“員工道德認知“之間的交互作用亦值得未來研究的討論。
Empirical attempts to demonstrate the influence of leaders’ ethical behavior have failed to produce consistent results. Some studies observed a significant relationship, but others have reported either a weak relationship, no relationship, or mixed results (Zey-Ferrell et al., 1979; Zey-Ferrell & Ferrell, 1982; Akaah & Riordan, 1989; Murphy et al., 1992; Treviño et al., 1999). The goal of this study is to further examine the relationship between perceived managers’ ethical behavior and ethical intention of employees. Additionally, the moderating effect resulting from individual differences in employees’ moral cognitions and the potential mediating role played by employees’ trust of their managers were also examined.

A most frequently cited attribute in the realm of ethical leadership, namely integrity, was adopted in this study to access the ethical behavior of managers. Meanwhile, one special approach used in this study to understand the observed unethical business behavior committed by employees is by the internal behavior intentions (Hunt & Vitell, 1968; Ajzen & Fishbein, 1975, 1980). Five hypotheses were developed and some argument was made for the rarely explored subjective “the ethical intentions of employees.”

The result provided only a mixed support for the importance of managers’ ethical attitudes. Meanwhile, due to collinearity between perceived managers’ integrity and employees’ trust, trust seems not to be an appropriate mediator in this study. Finally, the failure to observe an interaction between perceived managers’ ethical behavior and employees’ moral cognitions may need more future discussions.
TABLE of CONTENTS
Page
Table of Contents………………………………………………………………Ι
List of Figures…………………………………………………………………Ш
List of Tables…………………………………………………………………IV

Chapter One Introduction…………………………………………………1
1.1 Background………………………………………………………1
1.2 Research Purpose…………………………………………………6
1.3 Research Process…………………………………………………7
1.4 Key Terms…………………………………………………………8

Chapter Two Literature Review…………………………………………9
2.1 The Role of Trust in Organization Context……………………………9
2.1.1 The Trust in Organizations…………………………………9
2.1.2 The Antecedents of Trust………………………………………13
2.1.3 A Potentially Psychological Linkage: Dyadic Trust & Ethical
BehaviorIntentions.................................................16
2.1.4 The Potential Mediating Role of Trust…………19
2.2 The Prediction of Moral Behavior & Ethical Decision-Making in Organizations……………20
2.2.1 Theory of Cognitive Moral Development with Implications
for Business…………………………………………………21
2.2.2 Ethical Dilemma: Cognitions & Behavior Intentions…………25
2.2.3 Important Referent Others in Organizations: The Moral Role Modeling of Managers…………………26
2.2.4 The Interaction between Personal Factor and Situational Factor....27
2.2.5 Empirical Researches on the Influence of Leaders…………30
Chapter Three Research Method……………….………………………………31
3.1 Research Framework…………………………………………………31
3.2 Research Hypothesis………………………………………………….32
3.3 Samples Selection……………………………………………………34
3.4 Questionnaires Design…………………………………………………34
3.4.1 Perceived Leader Integrity Scale………………………………34
3.4.2 Employees’ Trust on Managers………………………………34
3.4.3 Ethical Intentions of Employees……………………………35
3.4.4 Moral Cognitions of Employees…………………………………36
3.4.5 Social Desirability Response Bias…………………………36
3.5 Data Analysis Methods………………………………………………37
3.5.1 Descriptive Statistics Analysis……………………………………37
3.5.2 Validity Analysis……………………………………………………37
3.5.3 Reliability Analysis…………………………………………………38
3.5.4 Pearson Correlation Analysis………………………………………38
3.5.5 Hierarchical Multiple Regression…………………………………39
3.5.6 ANOVA……………………………………………………………40
Chapter Four Results and Finding………………………………………...….....41
4.1 Demography………………………………………………………...……41
4.2 Reliability Analysis of Scale……………………………………………..43
4.3 Ethical Intentions of the Respondents……………………………………44
4.4 Summary Statistics and Correlations…………………………….……….46
4.5 Hierarchical Regression Analysis for the Relationship between Perceived Managers''Ethical Behaviors, Trust on Managers and Ethical Intentions of Employees…………47
4.6 Hierarchical Regression Analysis for the Relationship between Perceived Managers''Ethical Behaviors, Moral Cognitions and Ethical Intentions of Employees……………52
Chapter Five Conclusion, Recommendation and Limitation……………………54
5.1 Conclusion………………………………………………………….……..54
5.2 Recommendation……………………………………..…………….…......57
5.3 Limitation…………………………………………………………………59
Reference
Appendix


List of Figures
Page
Figure 1-1: Research flows……………………………………………………7
Figure 2-1: A Multi-Dimensional Perspective of Trust in Organizations……12
Figure 2-2: Conceptual relationship between perceived ethical behaviors
      of manager, potential mediator, and ethical attitude of employee.19
Figure 2-3: The basic theory of reasoned action………20
Figure 2-4: Three Levels and Six Stages of Moral Development………………22
Figure 2-6: Conceptual relationship between perceived ethical behaviors
of manager, the moderator, and the ethical attitude of employee…29
Figure 3-1: Research framework………………………………………………31
Figure 4-1: The Scree Plot of Eigenvalues for the PLIS (31 items)…………42






List of Tables
Page
Table 2-1: Trust Antecedents…………………………………………………14
Table 2-2: Apparent Overlap of Recent Models………………………………15
Table 2-3: Workplace Outcome of Trust in Leader…………………………18
Table 2-4: Six Stages of Moral Development According to Kohlberg………23
Table 4-1: The Demography for the Respondents……………………………41
Table 4-2: Reliability Analysis………………………………………………43
Table 4-3: Summary Statistics and Correlations……………………………46
Table 4-4: The Relationship between Perceived Managers’ Ethical Behaviors
and Employees’ Trust in Mangers…………………………………47
Table 4-5: The Relationship between Perceived Managers’ Ethical Behavior
and Ethical Intentions of Employees………………………………48
Table 4-6: Analysis for the Mediating Effect of Trust…………………………50
Table 4-7: Analysis for the Effect of Moral Cognitions and PLIS x Moral Cognitions on Ethical Intentions of Employees……………………52
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