密级：
河北地质大学硕士学位论文
目标设定对员工职场欺骗行为的影响机制研究
论 文 作 者： 韩新金 学 生 类 别： 全日制
一 级 学 科： 工商管理 学 科 专 业： 企业管理
指 导 教 师： 陈伟娜 职 称： 副教授 Dissertation Submitted to
Hebei GEO University
for
The Master Degree of
Business Management
The Study on the Influence Mechanism of Goal Setting on
Employees; Workplace Deception
by
Han Xinjin
Supervisor: Prof. Chen Weina
Oct.2022 原创性声明
本人郑重声明：所呈交的学位论文，是本人在导师指导下，进行研究工作所取得的
成果。除文中已经注明引用的内容外，本学位论文不包含任何他人或集体已经发表的作
品内容，也不包含本人为获得其他学位而使用过的材料。对本论文所涉及的研究工作做
出贡献的其他个人或集体，均已在文中以明确方式标明。本学位论文原创性声明的法律
责任由本人承担。
学位论文作者签名： 日期：2022 年 12 月 8 日
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学位论文作者签名：日期：2022 年 12 月 8 日
导 师 签名：日期：2022 年 12 月 8 日 摘 要
职场欺骗行为是指员工为了获得不公平的优势或获得不应得的利益而进行的一
种不道德行为。这种行为不仅影响员工个人绩效和组织整体绩效，还影响组织公平和
运营成本，关乎着组织目标能否顺利实现，已经被学术界广泛关注。而目标设定作为
一种常用的管理工具，尚未有学者探讨两者间的关系。因此，本文将探究目标设定对
员工的职场欺骗行为的影响及作用机制。
本文目标设定特指针对目标难度的设定，通过实验法和问卷调查两个不同的研究
设计来探讨目标设定如何影响员工的职场欺骗行为。研究一通过实验法来检验目标设
定对职场欺骗行为的影响及职场焦虑的中介作用；研究二在加入了组织支持感和道德
辩护倾向这两个调节变量后，通过问卷调查验证了本文的全模型假设。研究结果表明：
（1）目标设定正向影响员工的职场欺骗行为；（2）职场焦虑在目标设定与职场欺骗
行为之间起部分中介作用；（3）道德辩护倾向正向调节目标设定与职场欺骗行为之
间的关系。个体道德辩护倾向越高，目标设定对职场欺骗行为的影响越强；（4）组
织支持感负向调节目标设定与职场焦虑之间的关系。员工感知到的组织支持越高，目
标设定对职场焦虑的影响越弱。
本文不仅从理论方面丰富了职场欺骗行为的前因变量研究，并从实践方面为组织
降低员工的欺骗行为提供了参考。
关键字：职场欺骗行为；目标设定；职场焦虑；组织支持感；道德辩护倾向
I ABSTRACT
Workplace deceptive behavior is an unethical behavior performed by employees to
gain an unfair advantage or to obtain undeserved benefits. This behavior not only affects
individual employee performance and overall organizational performance, but also affects
organizational fairness and operating costs, and is concerned with the successful
achievement of organizational goals, which has been widely concerned by academics. Goal
setting, as a common management tool, has not been explored by scholars. Therefore, this
paper will explore the impact of goal setting on employees; workplace deceptive behaviors
and the mechanism of its effect.
In this paper, goal setting refers specifically to the setting of goal difficulty. Two
different research designs, experimental method and questionnaire, were used to explore
how goal setting affects employees; workplace deception behavior. Study 1 examined the
effect of goal setting on workplace deception and the mediating role of workplace anxiety
through the experimental method; Study 2 tested the full model hypothesis of this paper
through a questionnaire survey after adding the moderating variables of perception of
organizational support and moral defense tendency. The results of the study showed that (1)
goal setting positively influenced employees; workplace deception; (2) workplace anxiety
partially mediated the relationship between goal setting and workplace deception; and (3)
moral defense tendency positively moderated the relationship between goal setting and
workplace deception. The higher the individual;s moral defense tendency, the stronger the
influence of goal setting on workplace deception; (4) the perceived organizational support
negatively moderates the relationship between goal setting and workplace anxiety. The
higher the employees; perceived organizational support, the weaker the effect of goal
setting on workplace anxiety.
This paper not only enriches the study of antecedent variables of workplace deception
behavior from the theoretical aspect, but also provides a reference for organizations to
reduce employees; deception behavior from the practical aspect.
KEYWORDS:Workplace deceptive behavior ； Goal setting ； Workplace anxiety ； Sense of
organizational support；Moral defense tendencies
II