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7092目前主流的基于行为一致性动机的自我知觉理论、认知失调理论、登门槛效应，以及违背一致性动机的道德净化效应、道德推脱理论等都无法解释工作场所中同一员工“先好导致后坏”的矛盾现象。道德许可理论源自伦理学，认为人们以前的道德行为是其后续不道德行为的诱因。在文献梳理的基础上，本文首先探讨了道德许可的概念内涵，然后以员工在工作场所和个人生活领域的既往善行，如组织公民行为、组织关爱、见义勇为等作为道德许可的前因，推导出道德许可发生后，可能引起的包含以道德边界和可观察性为标准而区分的四类偏差行为，并讨论了个人价值认同在这一过程中的调节作用，构建了完整的工作场所道德许可发生过程的理论分析框架。这对于解释员工“先好导致后坏”的矛盾现象提供了全新的分析思路，该框架包含了善行与偏差行为的诸多概念或变量，为后续实证建模提供了便利。
员工为什么“先好”而“后坏”？——基于道德许可的理论分析框架
摘要
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引用本文
关涛, 康海华. 员工为什么“先好”而“后坏”？——基于道德许可的理论分析框架[J]. 外国经济与管理, 2017, 39(6): 98–113.
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