Research on guilt proneness in the workplace has flourished over the past decade. Here we attempt to refine the construct, outlining its positive psychological mechanisms and clarifying how it relates to desired employee outcomes. We present a theoretical framework that explains how guilt-prone employees react and attempt to resolve, conflicting normative expectations, generating specific predictions about the relationship between guilt proneness and various forms of conformity and deviance. Specifically, we posit that guilt proneness relates positively to constructive conformity (e.g., high motivation and job performance) and negatively to destructive deviance (e.g., counterproductive work behavior) when employees perceive alignment between moral and organizational norms. If misalignment exists, and employees believe they can reconcile this misalignment, guilt proneness spurs constructive deviance in the form of dissent, voicing, and whistleblowing. When realignment appears unlikely, higher guilt-prone employees will choose to leave the organization rather than support its objectionable acts (i.e., avoiding destructive conformity). Overall, we offer a new perspective on the function of guilt proneness at work—conceptualizing guilt proneness as a source of motivation to adhere to organizational norms and to change these norms to align with moral ideals.

在过去的十年中，关于工作场所内感的研究蓬勃发展。在这里，我们尝试完善该结构，概述其积极的心理机制，并阐明其与期望的员工成果之间的关系。我们提供了一个理论框架，该框架解释了容易产生内gui感的员工是如何做出反应并试图解决的，与规范性期望相抵触，针对内pro易感性与各种形式的顺从性和偏差之间的关系生成了特定的预测。具体而言，我们假设当员工意识到道德规范与组织规范之间的一致性时，内倾向与建设性整合（例如，高动力和工作绩效）正相关，而与破坏性偏差（例如，适得其反的工作行为）负相关。如果存在未对准的情况，并且员工相信他们可以调和这种错位，内的倾向会以异议，发声和举报的形式刺激建设性的偏差。当重组似乎不太可能时，容易产生内gui感的员工将选择离开组织，而不是支持组织的有害行为（即避免破坏性的整合）。总体而言，我们为工作中的罪恶倾向提供了新的视角-将罪恶倾向概念化为动机，以坚持组织规范并改变这些规范以符合道德理想。