誠實總為上策嗎？人力資源工作者的誠實情境研究

Abstract

誠實是做人的基本原則，不自欺、也不欺騙別人；但誠實說得容易做得難，特別是人力資源管理領域。現有多數關於誠實的文獻，大都著重於誠實品德的教育或商業行為內的不誠實（不誠信）。本研究邀請七位資深人力資源經理人進行訪談，藉以了解他們在工作中對於誠實的看法。從訪談中發現他們對於誠實的探討與他們日常工作環境中如何定義自己之角色認同的關聯密不可分，並將訪談結果分為三個部分：要求自己的誠實、要求他人的誠實，與工作上的誠實。要求自己的誠實，將誠實合理化為決策與印象管理的核心；要求他人的誠實，則是藉以糾正於他人錯誤、工作中的灰色地帶，以及員工職責所需的職能。最後，工作上的誠實可再分為三種反應：一定要誠實、無法誠實，與不完全誠實；研究中也一併討論實際意涵。本研究試圖提供給人力資源工作者未來進行溝通之參考依據，並給予人力資源工作者在組織行為中的角色扮演之研究指引。Honesty, a fundamental principle of doing things in life, means do not deceive oneself as well as others. The above principle, however, is easier said than done, especially in the field of human resource management. Majority of the extant literature on honesty focuses either the cultivation of moral character via education or dishonest (or the opposite of integrity) practices in the business settings. In my thesis, I interviewed seven human resources managers and asked about their perspectives on being honesty in work. I found that their discussion over honesty was often interwoven with their role identity, which was related to how they defined themselves in terms of what they do in the everyday work settings. I organized the results in terms of three parts: honesty to oneself, honesty to others, and honesty in the work settings. Honesty to oneself is justified by being honesty is core to their decision making as well as impression management. Honesty to others is justified by as their honesty is related to correct errors, grey area in work, as well as employee’s competence to undertake their job duty. Finally, honesty in the work settings can be divided into three reactions to honesty: honesty is an imperative, impossible, and often asymmetry. The practical implications are also discussed. The thesis tries to serve as reference to human resource workers for practical communication, and direction for future research of human resource role playing in organizational behavior.