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題名：員工倫理決策意向模式之研究--以新世代工作者為研究對象
作者：方妙玲
作者(外文)：Fang, Miao-Ling
校院名稱：國立臺北大學
系所名稱：企業管理學系
指導教授：陳銘薰
學位類別：博士
出版日期：2003
主題關鍵詞：計畫行為理論；個人倫理決策意向；倫理原則；組織倫理氣候；人際親疏關係；新世代；theory of planned behavior；individual ethical decision making intentions；ethical principles；ethical work climate；relationship；new generation
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本研究探討企業員工面臨倫理困境時的決策意向，研究架構係以計畫行為理論(TPB)為基礎並根據文獻推導，在TPB既有理論架構中增加若干重要成分與變項，以預測組織工作者的倫理決策意向，稱為「個人倫理決策意向模式」。
個人倫理決策意向模式以倫理決策意向為依變項，其直接受到個人對倫理決策行為的態度、主觀性規範、控制認知以及個人倫理原則四大因素的影響；而行為態度又會受到個人對倫理困境的道德強度知覺以及對倫理決策行為的感受所影響；行為主觀性規範以及行為控制認知則會同時受到組織倫理氣候的影響。上述之倫理原則包含利己原則、社群和諧原則以及仁義普遍性原則三個變數，組織倫理氣候包含功利導向、公司規範導向、仁慈關懷導向以及國家律法導向四個變數。除此，本研究考量三個外在變數，一為行為決策者與主要利害關係人的親疏關係，由親至疏可分為「情感型關係」、「正向工具型關係」以及「負向工具型關係」，是以情境變數處理之，其餘為性別及職位兩個控制變數。
本研究以新世代工作者為研究對象，年齡層為現年20至35歲的全職上班族，以便利抽樣方式取得1042個有效樣本。資料的取得採問卷調查，所得量化資料主要以多元迴歸及階層迴歸分析進行假設驗證。主要研究結論歸結如下：
一、在行為決策者與主要利害關係人為正向及負向「工具型關係」之情境下，以計畫行為理論解釋新世代工作者面對倫理困境時的倫理決策意向是適當的，即行為態度、主觀性規範以及行為控制認知會影響倫理決策意向。
二、在不同人際親疏關係下，行為控制認知對倫理決策意向的影響程度最具一致性，因此影響員工對特定行為的控制認知以導引員工行為是可行途徑。
三、三種類型的個人倫理原則以社群和諧原則者佔最多數，此現象可呼應傳統華人社會講求和諧的倫理觀，亦反映新世代工作者重視人際關係的特質。
四、利己原則對倫理決策意向的影響，只有在「正向工具型關係」情境下具有預測效果。另外，雖然個人倫理原則會影響決策意向，但影響力並不大。
五、個人不一定會建立損人利己的決策意向，但損己利人的決策意向則可能性很小，另外，利己原則與社群和諧原則對決策意向的影響，相對仁義普遍性原則可能比較容易受到親疏關係的影響。
六、在正向及負向「工具型關係」之情境下，道德強度愈強則個人贊同不符合倫理要求的行為之可能性愈小，贊同符合倫理要求的行為之可能性愈大。
七、個人對實行某特定行為可能產生的內心感受會影響其行為態度。
八、在「負向工具型關係」及「情感型關係」的情況下，行為感受的影響力遠超過道德強度，亦即很親密或很對立的情況下情緒比較容易影響決策。
九、Jones(1991)認為道德強度直接影響倫理決策，而本研究實證發現：在正向及負向「工具型關係」下，道德強度是透過行為態度間接影響決策意向。
十、在正向及負向「工具型關係」之情境下，行為感受可透過行為態度間接影響決策意向，此驗證結果支持Gaudiane & Thorne(2001)的倫理情緒論。
十一、組織倫理氣候以國家律法及公司規範導向佔最大比例，反映一般企業的倫理氣候分佈狀況，也反映新世代工作者對所屬組織的倫理氣候知覺。
十二、功利導向程度愈大則對不合乎倫理要求的行為之主觀性規範愈強，對合乎倫理要求的行為之主觀性規範愈弱，但在「情感型關係」下不具影響效果；仁慈關懷導向程度愈大則對不合乎倫理要求的行為之主觀性規範愈小，對合乎倫理要求的行為之主觀性規範愈大；對不合乎倫理要求的行為，若本於良善動機也有可能獲得認同。
十三、功利導向程度愈大，則對合乎倫理要求的行為之控制認知愈弱，此與Flannery & May(2000)的發現一致，但對不合乎倫理要求的行為則不同；公司規範導向程度愈大，則對不合乎倫理要求的行為之控制認知愈弱；仁慈關懷導向程度愈大，則對合乎倫理要求的行為之控制認知愈強。
十四、公司規範以及仁慈關懷導向程度在三種情境下，皆會透過主觀性規範及控制認知兩個途徑產生影響。
十五、利己原則程度以男性較高，而社群和諧原則程度則是女性較高，反映職場上似乎男性比較重視自己的利益，而女性比較重視團體和諧，此現象可呼應Gilligan(1977,1982)認為女性多以愛及關懷為倫理價值的論點。
十六、主管人員對涉及較多的利害關係人之倫理議題，其道德強度知覺較高；主管人員的行為控制認知高於非主管人員；利己原則以及仁義普遍性原則程度以非主管人員較高，而社群和諧原則以主管人員較高。
Employees face an array of moral issues in their everyday decision-making. This present study is an attempt to better understand the ethical considerations of employees when they are faced with ethical dilemmas. A comprehensive review of the literature on ethical decision-making models in the workplace is presented. This article proposes an integration model containing a new set of variables.
Ajzen’s (1991) theory of planned behavior (TPB) grounded our theoretical framework. The theory of planned behavior posits that a person’s intention to perform a behavior is the immediate determinant of the action. Intentions are shaped by attitudes toward the behavior, social norms, and perceived control over the behavior. This study examines the influence of independent variables on ethical or unethical behavior determination (intentions). The independent variables include attitude toward the behavior, subjective norms, perceived behavioral control, and ethical principles. Ethical principles are based on Kohlberg’s conclusions in the Psychology of Moral Development (1984). A person’s stages of ethical principles include egoism, mutual interpersonal expectations, and universal ethical principles.
Attitudes toward performing a behavior are a function of feelings toward the behavior and moral intensity. The relationship between feelings toward the behavior and decision intentions is mediated by attitude toward the behavior. The relationship between moral intensity and decision intentions is mediated by attitude toward the behavior. There are four dimensions of ethical work climate existed within the organization: instrumental, caring, rules, and law and code. The relationship between ethical work climate and decision intentions is mediated by social norms and perceived control over the behavior. The moderating variable includes three types of relationships (positive instrumental ties, negative instrumental ties, and expressive ties).
Using a scenario methodology, this study designed three decision-making scenarios varying the proximity of relationship to explore factors influencing the ethical decisions in which workers may be asked to make. The study was conducted in a field setting using survey methodology. The sample was limited to new generation workers those who were born between 1968 and 1983 and were currently employed by a company. Data were collected from 1042 workers on the various components of the theories and used to assess the influence of attitude, subjective norm, and perceived behavioral control on intentions. Hierarchical regression, ANOVA, MANOVA, and LISREL were conducted on this data to test the hypotheses describing the relationship between dependent variables and independent variables.
The main research results are summarized in eight points. In summary, these analyses indicated that the attitude, subjective norms, perceived behavioral control, and ethical principles contributed to explained variance for the new generation workers decision intentions for positive instrumental ties and negative instrumental ties situations. The present study ends with a discussion of the implications that the arguments presented in this study are for academic research and managerial practice.
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二、英文部分
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