The Impact Of Moral Disengagement On Workplace Deviance Behavior

In recent years, with the rapid development of the economy and the increasingly accelerated pace of life, more and more employees have performed different levels of workplace deviance behavior. The frequent workplace deviance behaviors have brought serious losses to the enterprises, which has attracted psychological researchers’interests:what causes these deviance behaviors? In this context, many western scholars have launched a series of studies and made lots of achievements. However, the researches of workplace deviance behavior in domestic circle have just started not long ago and empirical researches are relatively short. Based on this background, the research have analyzed and summarized the existing literatures both at home and abroad, and trying to explore the effects of moral disengagement and ethical leadership on workplace deviance behavior, as well as the effects of ethical leadership between moral disengagement and workplace deviance behavior.In this study, first, the researches of workplace deviance behavior、moral disengagement and ethical leadership as well the relationship among the three variables were summarized. Then, using questionnaires of ethical leadership, moral disengagement and workplace deviance behavior which has a good reliability and validity, analyses the differences of demographic variables on workplace deviance behavior. Finally, the study analyzed the relationship among moral disengagement, ethical leadership and workplace deviance behavior, as well as the effects of ethical leadership between the two variables.In this study,650questionnaires were distributed to the employees,579valid questionnaires were returned. The study has conducted descriptive analysis, correlation analysis, regression analysis by SPSS11.5. Several main conclusions are as follows:Firstly, variance analysis results of different demographic variables:(1) There are significant differences in gender:male employees had higher scores in interpersonal and organizational deviance behavior than female employees.(2) There are significant differences in education background:the employees with college qualifications have the lowest score on organizational deviance behavior, significantly lower than employees with qualifications of the undergraduate and master’s degree and above.(3) There are significant differences in position levels:in terms of interpersonal deviance dimension, grassroots managers’deviance level is significantly higher than that of the general staff; in terms of organizational deviance dimension, the senior managers’deviance level is significantly higher than that of the general staff, grassroots managers, middle managers, professional and technical personnel; the grassroots managers’deviance level is significantly higher than that of the general staff.(4) There are significant differences in the age of the organizations:the organizational deviance level of the employees of the organizations which lasted more than21years is significantly higher than that of employees of organizations which lasted11-20years and10years below.(5) There are significant differences in organizational deviance level on monthly salary:employees with more than RMB3,000monthly have higher scores on organizational deviance level than that of the employees with RMB2001-3000monthly income.Secondly, there is a significant positive correlation between moral disengagement and the frequency of workplace deviance behavior; There is a significant negative correlation between ethical leadership and the frequency of workplace deviance behavior.Thirdly, Moral disengagement has a significant positive prediction on the employees’workplace deviance behavior; Ethical leadership has a significant negative prediction on the employees’workplace deviance behavior.Lastly, ethical leadership exerts a significant moderating effects between moral disengagement and interpersonal workplace deviance behavior; Ethical leadership exerts a significant moderating effects between moral disengagement and organizational workplace deviance behavior.