An Investigation of the Relationship Between Ethics-Oriented HRM Systems, Moral Attentiveness, and Deviant Workplace Behavior
基于巴基斯坦84家中小企业的232份员工-主管配对数据，研究发现伦理导向的人力资源管理系统通过提升员工的感知性和反思性道德关注来减少职场偏差行为，且这种间接效应在女性和低收入员工中更强。
Abstract Deviant workplace behaviors (DWB) cause enormous costs to organizations, sparking considerable interest among researchers and practitioners to identify factors that may prevent such behavior. Drawing on the theory of moral development, we examine the role of ethics-oriented human resource management (HRM) systems in mitigating DWB, as well as mechanisms that may mediate and moderate this relationship. Based on 232 employee-supervisor matched responses generated through a multi-source and multi-wave survey of 84 small and medium enterprises (SMEs) in Pakistan, our multilevel analysis found that ethics-oriented HRM systems relate negatively to employee DWB via the mediation of perceptual and reflective moral attentiveness. This indirect relationship is further moderated by two societal-inequality induced factors – employee gender and income level – such that the indirect effects of ethics-oriented HRM systems on DWB through perceptual and reflective moral attentiveness are stronger among women and lower-income employees.