상사의 타인지향 완벽주의가 비윤리적 친조직행동에 미치는 영향 -성과압박의 매개효과와 심리적 안전분위기의 조절효과-

초록

As performance-oriented management has become increasingly prevalent in organizations, employees are expected to achieve high levels of performance. However, such environments may also encourage unethical pro-organizational behavior (UPB), in which employees violate ethical standards for the benefit of their organizations. Against this background, this study investigates the impact of supervisors’ other-oriented perfectionism on employees’ UPB and examines the mediating role of performance pressure and the moderating role of psychological safety climate in this relationship. Drawing on Social Information Processing Theory and Conservation of Resources Theory, this study developed and tested a moderated mediation model. Data were collected from 226 employees working in various industries in China, and the proposed hypotheses were analyzed using SPSS and PROCESS Macro. The results revealed that supervisors’ other-oriented perfectionism had a significant positive effect on employees’ UPB. In addition, performance pressure fully mediated the relationship between supervisors’ other-oriented perfectionism and UPB, suggesting that employees’ perceptions of performance pressure serve as a key psychological mechanism linking supervisory perfectionism to unethical behavior. Furthermore, psychological safety climate strengthened the positive relationship between performance pressure and UPB. The results also supported the moderated mediation effect, indicating that the indirect effect of supervisors’ other-oriented perfectionism on UPB through performance pressure became stronger when psychological safety climate was high. This study contributes to the literature by identifying the process through which supervisors’ other-oriented perfectionism leads to employees’ UPB via performance pressure and by providing empirical evidence for the role of psychological safety climate. The findings further suggest that organizations should carefully manage performance pressure and maintain an appropriate balance between psychological safety and ethical standards in the workplace.

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