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O impacto da punição do comportamento antiético pró-organizacional nos colaboradores
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O presente estudo tem como objetivo geral analisar como gerir adequadamente a ocorrência de comportamentos antiéticos pró-organizacionais (CAPO) e a sua prevenção numa empresa.
Como objetivos específicos, pretende-se explorar e testar o efeito da severidade da punição deste comportamento na tendência dos observadores para imitar ou abandonar o CAPO, analisando o papel mediador do desengajamento moral e do compromisso afetivo, bem como o papel moderador da identidade moral.
Do ponto de vista metodológico, recorreu-se a um estudo quantitativo. A técnica de recolha de informação sustentou-se nos questionários aplicados aos colaboradores de diferentes empresas. Os resultados obtidos indicam que a severidade da punição afeta a intenção para deixar o emprego influenciando o compromisso afetivo dos observadores; além disso, uma punição fraca pode levá-los a cometerem comportamentos antiéticos pró-organizacionais através de desengajamentos morais.
Além do mais, considerou-se que a identidade moral moderava o efeito da severidade da punição sobre o compromisso afetivo dos observadores, mas não moderava a relação entre a severidade da punição sobre o desengajamento moral dos observadores e o seu comportamento pró-organizacional antiético.
Este estudo contribuiu para explorar o mecanismo de punição dos comportamentos antiéticos pró-organizacionais na emulação dos observadores e na intenção de Turnover, com base orientada da teoria de sensemaking, o que enriquece, em certa medida, os estudos teóricos após a ocorrência de CAPO. Adicionalmente, fornece-se algumas sugestões e referências para as práticas futuras de gestão de recursos humanos.
The general objective of this study is to analyze how to properly manage the occurrence of unethical pro-organizational behaviors (UPB) and their prevention in a company. As specific objectives, we intend to explore and test the effect of the severity of punishment for this behavior on spectators' tendency to abandon and imitate UPB, analyzing the mediating role of moral disengagement and affective commitment, as well as the moderating role of moral identity. From a methodological point of view, a quantitative study was used. The information collection technique was based on questionnaires applied to employees from different companies. The results obtained indicate that the severity of the punishment affects the tendency to leave the job, influencing the affective commitment of the spectators; Furthermore, weak punishment can lead people to commit unethical pro-organizational behaviors through moral disengagement. Furthermore, moral identity was found to moderate the effect of punishment severity on bystanders' affective commitment but did not moderate the relationship between punishment severity on bystanders' moral disengagement and their unethical pro-organizational behavior. This study contributed to exploring the punishment mechanism for unethical pro-organizational behaviors in the emulation of spectators and the tendency to turnover, based on the oriented sensemaking theory, which enriches, to a certain extent, theoretical studies after the occurrence of UPB. Additionally, some suggestions and references are provided for future human resource management practices.
The general objective of this study is to analyze how to properly manage the occurrence of unethical pro-organizational behaviors (UPB) and their prevention in a company. As specific objectives, we intend to explore and test the effect of the severity of punishment for this behavior on spectators' tendency to abandon and imitate UPB, analyzing the mediating role of moral disengagement and affective commitment, as well as the moderating role of moral identity. From a methodological point of view, a quantitative study was used. The information collection technique was based on questionnaires applied to employees from different companies. The results obtained indicate that the severity of the punishment affects the tendency to leave the job, influencing the affective commitment of the spectators; Furthermore, weak punishment can lead people to commit unethical pro-organizational behaviors through moral disengagement. Furthermore, moral identity was found to moderate the effect of punishment severity on bystanders' affective commitment but did not moderate the relationship between punishment severity on bystanders' moral disengagement and their unethical pro-organizational behavior. This study contributed to exploring the punishment mechanism for unethical pro-organizational behaviors in the emulation of spectators and the tendency to turnover, based on the oriented sensemaking theory, which enriches, to a certain extent, theoretical studies after the occurrence of UPB. Additionally, some suggestions and references are provided for future human resource management practices.
Descrição
Mestrado Bolonha em Gestão de Recursos Humanos
Palavras-chave
comportamento antiético pró-organizacional severidade da punição compromisso afetivo desengajamento moral intenção de turnover unethical pro-organizational behavior severity of punishment affective commitment moral disengagement turnover intention
Contexto Educativo
Citação
Yi, Xingru (2023). “O impacto da punição do comportamento antiético pró-organizacional nos colaboradores”. Dissertação de Mestrado. Universidade de Lisboa. Instituto Superior de Economia e Gestão
Editora
Instituto Superior de Economia e Gestão