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Bai F, Lin KJ, Zhang J. Self-other agreement and criterion-related validity of moral pride and hubris. J Pers 2024; 92:854-869. [PMID: 37312230 DOI: 10.1111/jopy.12859] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/30/2022] [Revised: 05/07/2023] [Accepted: 06/01/2023] [Indexed: 06/15/2023]
Abstract
OBJECTIVES This research investigates the moral implications of trait-level moral pride and hubris, addressing prior limitations by gathering data from multiple sources. We raise two interrelated questions: (1) Do well-acquainted peers agree with their friends on judgments of trait-level moral pride and hubris? (2) Are moral pride and hubris related to divergent (im)moral outcomes, regardless of measurement sources? METHOD We collected data from a sample of university students and their friends (N = 173 dyads) in Hong Kong to examine self-other agreement and criterion-related validity of trait-level moral pride and hubris. RESULTS Our findings reveal a medium-to-large level of self-other agreement for, as well as a moral divergence of, trait-level moral pride and hubris. Notably, self-reports of moral pride predict prosocial behavior, whereas self-reports of moral hubris predict virtue-signaling behavior, regardless of whether the outcomes are self- or other-reported. Moreover, self-reports trump other-reports in predicting some outcomes, but the reverse is true for other outcomes. CONCLUSIONS Our findings suggest that individuals' proneness to experience morally specific pride and hubris constitutes "real" traits, evoking divergent (im)moral outcomes. Furthermore, self- and other-reports each contain some unique trait-relevant information, with their relative predictive power depending on the specific predictor and outcome.
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Affiliation(s)
- Feng Bai
- Department of Management and Marketing, Faculty of Business, The Hong Kong Polytechnic University, Kowloon, Hong Kong
| | - Katrina Jia Lin
- Department of Management and Marketing, Faculty of Business, The Hong Kong Polytechnic University, Kowloon, Hong Kong
| | - Jessica Zhang
- Department of Management and Marketing, Faculty of Business, The Hong Kong Polytechnic University, Kowloon, Hong Kong
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2
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Xia F, Lu P, Wang L, Bao J. Investigating the moral compensatory effect of unethical pro-organizational behavior on ethical voice. Front Psychol 2023; 14:1159101. [PMID: 37325737 PMCID: PMC10267417 DOI: 10.3389/fpsyg.2023.1159101] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/05/2023] [Accepted: 05/15/2023] [Indexed: 06/17/2023] Open
Abstract
Introduction Unethical pro-organizational behavior (UPB) can hinder the development of the organization. The existing literature on UPB rarely examines whether and how employees remedy such ethical misconduct after they have committed it. Based on moral compensation theory and social exchange theory, this study explores the self-moral compensation process of employees who engage in UPB. Methods Specifically, we adopt a moderated mediating model to examine how and when UPB facilitates ethical voice. We tested our theoretical model using data from 415 full-time employees in Chinese companies, which we obtained via a three-stage questionnaire. Results The results of the regression analysis revealed that UPB has a significant positive effect on ethical voice, and that moral ownership plays a mediating role between UPB and ethical voice. Furthermore, the results support the moderating role of benevolent leadership in the positive direct effect of UPB on ethical voice, and the positive indirect effect of UPB on ethical voice via moral ownership. When benevolent leadership is strong, the direct effect of UPB on ethical voice and indirect mediating effect of moral ownership are both significantly positive, whereas neither are significant when benevolent leadership is weak. Discussion These findings show the ethical compensation effect of UBP on ethical voice and provide a novel and comprehensive understanding of the consequences of UPB. They also have significant value for ethical practices in managing employee (mis)behavior.
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Affiliation(s)
- Fubin Xia
- School of Economics and Management, Hanshan Normal University, Chaozhou, China
| | - Ping Lu
- School of Education Science, Hanshan Normal University, Chaozhou, China
| | - Lifang Wang
- School of Business Administration, Dongbei University of Finance and Economy, Dalian, China
| | - Jiangdong Bao
- School of Economics and Management, Hanshan Normal University, Chaozhou, China
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3
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Gao F, Wang Y, Zhang J. When do supervisors punish subordinates' unethical pro-organizational behavior: Roles of moral identity and goal congruence with the group. Front Psychol 2023; 14:1121317. [PMID: 37020918 PMCID: PMC10067925 DOI: 10.3389/fpsyg.2023.1121317] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/11/2022] [Accepted: 02/28/2023] [Indexed: 04/07/2023] Open
Abstract
Given that unethical pro-organizational behavior (UPB) violates moral standards but benefits the organization at the same time, supervisors' responses to this behavior could be equivocal although it is supposed to be punished. Previous research, however, has centered on antecedents of UPB, less is known about its consequences, especially how supervisors respond to subordinates' UPB. Integrating social identity theory with social information processing theory, this paper aims to explain when supervisors perceive subordinate UPB in a negative way, and further engage in negative leading behaviors as punishments for UPB. Results of a multi-wave, multiple-source survey suggest that subordinates' UPB is most negatively related to supervisors' trust when supervisors' moral identity is prominent and goal congruence with the group is low. Furthermore, results show that reduced trust ultimately elicits abusive supervisor behavior. These findings extend understanding of when and why supervisors punish rather than indulge subordinates who act in ethically questionable ways and provide important insights into supervisors' leading behavior from a bottom-up perspective.
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Affiliation(s)
- Feng Gao
- School of Business, Renmin University of China, Beijing, China
| | - Yao Wang
- School of Business, China University of Political Science and Law, Beijing, China
- *Correspondence: Yao Wang,
| | - Jiaojiao Zhang
- School of Business, Renmin University of China, Beijing, China
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4
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Zhao M, Qu S. Research on the consequences of employees' unethical pro-organizational behavior: The moderating role of moral identity. Front Psychol 2022; 13:1068606. [PMID: 36619072 PMCID: PMC9813445 DOI: 10.3389/fpsyg.2022.1068606] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/13/2022] [Accepted: 11/24/2022] [Indexed: 12/24/2022] Open
Abstract
Introduction In recent years, employees' unethical pro-organizational behavior (UPB) has become a social hot issue. This behavior benefits their organization or colleagues while violating core social ethics. Numerous studies have predominately focused on identifying the antecedents and formation mechanisms of UPB. However, only a few studies have focused on the effects and outcomes of UPB. Moreover, guilt triggered by unethical behaviors can motivate individuals to adopt pro-social behaviors, but studies on the effects of UPB on pro-social behavior of actors are rather limited. Therefore, this study explores the underlying relationship between employees' UPB and their own pro-environmental behavior based on the conservation of resources theory. Methods Through collecting data (N = 319) from a Chinese online survey company in different time intervals, the theoretical model was tested by the application of Amos 27.0 and SPSS 25.0 for analysis of the data. The CFA, descriptive analysis, hierarchical regression were illustrated in the article. Results This study demonstrated that, through emotions of guilt, employees' UPB is negatively correlated with their own environmental protection act. While this relationship is being examined, moral identity plays this mediating role, which can moderate the indirect relationship between employees' UPB and their environmental behavior through guilt. Discussion The purpose of the research was to identify the influence mechanisms that contribute to employees' pro-organizational but unethical behavior. With guilt serving as the mediating variable and moral identity serving as the moderating variable, a research model built on the principle of the conservation of resources theory was constructed. This research examines the impact mechanism and boundary conditions of UPB on individual pro-environmental behaviors from the perspective of employees. This paper discusses the theoretical and practical implications of the report's results.
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5
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Tang PM, Koopman J, Yam KC, De Cremer D, Zhang JH, Reynders P. The self‐regulatory consequences of dependence on intelligent machines at work: Evidence from field and experimental studies. HUMAN RESOURCE MANAGEMENT 2022. [DOI: 10.1002/hrm.22154] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/05/2022]
Affiliation(s)
- Pok Man Tang
- Department of Management University of Georgia Athens Georgia USA
| | - Joel Koopman
- Department of Management Texas A&M University College Station Texas USA
| | - Kai Chi Yam
- Management and Organization National University of Singapore Singapore Singapore
| | - David De Cremer
- Management and Organization National University of Singapore Singapore Singapore
| | - Jack H. Zhang
- Leadership, Management, and Organizations Nanyang Technological University Singapore Singapore
| | - Philipp Reynders
- Logistics and Operations Management Cardiff University Cardiff UK
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6
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Cheng K, Guo L, Lin Y, Hu P, Hou C, He J. Standing in customers’ shoes: How responsible leadership inhibits unethical pro-organizational behavior. Front Psychol 2022; 13:1019734. [DOI: 10.3389/fpsyg.2022.1019734] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/15/2022] [Accepted: 11/14/2022] [Indexed: 11/30/2022] Open
Abstract
Although the negative impact of responsible leadership on employees’ unethical pro-organizational behavior has been documented in the literature, little is known about its underlying processes and boundaries. Drawing on social information processing theory and social learning theory, we built a moderated mediation model to explain why and when unethical pro-organizational behavior could be inhibited by responsible leadership. We conducted a two-phase questionnaire survey to collect data. The empirical results based on the sample of 557 Chinese salespeople showed that customer-oriented perspective taking partially mediated the negative link between responsible leadership and unethical pro-organizational behavior and that leader competence strengthened the direct effects of responsible leadership on customer-oriented perspective taking and unethical pro-organizational behavior as well as the indirect effect of responsible leadership on unethical pro-organizational behavior via customer-oriented perspective taking. These findings enrich the current understanding of how responsible leadership relates to unethical pro-organizational behavior, extend the limited literature on customer-oriented perspective taking, and offer some suggestions that managers can follow to inhibit unethical pro-organizational behavior. Limitations and future research directions are also discussed.
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7
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Wang J, Wang G, Liu G, Zhou Q. Compulsory unethical pro-organisational behaviour and employees’ in-role performance: a moderated mediation analysis. JOURNAL OF PSYCHOLOGY IN AFRICA 2022. [DOI: 10.1080/14330237.2022.2121485] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/24/2022]
Affiliation(s)
- Jing Wang
- School of Management, Zunyi Medical University, Zunyi, China
| | - Gangqiang Wang
- School of Marxism Studies, Zunyi Normal University, Zunyi, China
| | - Guoqin Liu
- School of Management, Zunyi Medical University, Zunyi, China
| | - Qing Zhou
- School of Management, Zunyi Medical University, Zunyi, China
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8
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Li Z. Characteristics and Trends in Unethical Pro-organizational Behavior Research in Business and Management: A Bibliometric Analysis. Front Psychol 2022; 13:877419. [PMID: 35783731 PMCID: PMC9249086 DOI: 10.3389/fpsyg.2022.877419] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/16/2022] [Accepted: 05/05/2022] [Indexed: 12/25/2022] Open
Abstract
Unethical pro-organizational behavior is one of the core factors that affect organizational development. Although enterprises and researchers have done a lot of work, a quantitative and systematic assessment of unethical pro-organizational behavior research is still lacking, this review conducts a bibliometric analysis to describe the characteristics and trends of unethical pro-organizational behavior research in business and management, such as publication trend analysis, co-citation analysis, keywords co-occurrence analysis, and citation burst analysis. The results show that 89 articles and 4,523 references from 49 journals contributed by 254 authors are identified. The number of publications has increased significantly since 2019. The China and United States are the most productive country. Umphress E and Yam C are the most influential authors. “Journal of Business Ethics and Frontiers in Psychology” are the most influential journal, 26 words in 516 keywords constitute the strongest set of terms available, Keyword co-occurrence analysis found ethical decision-making, the measurement, and impact of unethical pro-organizational behavior, the antecedents of ethical leadership are worthy and prospective potential trends. These findings provide a systematically, transparently, and visually reviewed the landscape and development process of unethical pro-organizational behavior research, which may help researchers and practitioners to understand unethical pro-organizational behavior in business management and provide a new perspective for future research.
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Affiliation(s)
- Zhihong Li
- School of Management, Lanzhou University, Lanzhou, China
- Evidence-based Social Sciences Centre, School of Basic Medical Sciences, Lanzhou University, Lanzhou, China
- *Correspondence: Zhihong Li,
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9
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The dark side of strengths-based approach in the workplace: Perceived strengths-based human resource system spurs unethical pro-organizational behavior. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-022-03249-x] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/03/2022]
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10
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Derfler-Rozin R, Park H. Ethics and Honesty in Organizations: Unique Organizational Challenges. Curr Opin Psychol 2022; 47:101401. [DOI: 10.1016/j.copsyc.2022.101401] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/27/2022] [Revised: 06/07/2022] [Accepted: 06/14/2022] [Indexed: 11/03/2022]
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11
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External corporate social responsibility promotes employees’ unethical pro-organizational behavior: An attribution perspective. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-022-03235-3] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/03/2022]
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12
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Wang H, Zhang Y, Li P, Henry SE. You Raise Me Up and I Reciprocate: Linking Empowering Leadership to Organizational Citizenship Behavior and Unethical Pro‐Organizational Behavior. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2022. [DOI: 10.1111/apps.12398] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
- Honglei Wang
- College of Economics and Management Northeast Agricultural University
| | - Yejun Zhang
- Department of Management, Robert C. Vackar College of Business & Entrepreneurship University of Texas Rio Grande Valley
| | - Peikai Li
- Department of Marketing, Innovation and Organization Ghent University
| | - Sarah E. Henry
- Division of Management and International Business Michael F. Price College of Business University of Oklahoma
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13
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Elshaer IA, Azazz AMS, Saad SK. Unethical Organization Behavior: Antecedents and Consequences in the Tourism Industry. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19094972. [PMID: 35564367 PMCID: PMC9104161 DOI: 10.3390/ijerph19094972] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 03/27/2022] [Revised: 04/17/2022] [Accepted: 04/18/2022] [Indexed: 11/26/2022]
Abstract
The entire tourism and hospitality industry has witnessed a considerable increase in the number of ethical difficulties that occur in the workplace. It has been discovered that unethical organizational behavior (UOB) is the most significant category in tourists’ unpleasant experiences, driving them to switch and spread unfavorable word-of-mouth information. This study aims to explore the effects of three contextual factors on UOB (i.e., work intensification, job insecurity, and an unethical company-profit climate) and to investigate its possible employee-related consequences, including the feeling of guilt, emotional exhaustion, and customer-oriented citizenship behavior. A total of 970 employees working in hotels (5-star and 4-star) and travel agencies (Category A) participated, and the obtained data were analyzed by structural equation modeling. The results asserted that work intensification, job insecurity, and an unethical company-profit climate stimulate unethical organizational behavior, and unethical organizational behavior leads to feelings of guilt, emotional exhaustion, and customer-oriented citizenship behavior. Significant insights into theoretical and practical implications were further discussed.
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Affiliation(s)
- Ibrahim A. Elshaer
- Department of Management, College of Business Administration, King Faisal University, Al-Ahsaa 380, Saudi Arabia
- Hotel Studies Department, Faculty of Tourism and Hotels, Suez Canal University, Ismailia 41522, Egypt
- Correspondence: (I.A.E.); (A.M.S.A.)
| | - Alaa M. S. Azazz
- Department of Tourism and Hospitality, Arts College, King Faisal University, Al-Ahsaa 380, Saudi Arabia
- Tourism Studies Department, Faculty of Tourism and Hotels, Suez Canal University, Ismailia 41522, Egypt;
- Correspondence: (I.A.E.); (A.M.S.A.)
| | - Samar K. Saad
- Tourism Studies Department, Faculty of Tourism and Hotels, Suez Canal University, Ismailia 41522, Egypt;
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14
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Gajendran RS, Loewenstein J, Choi H, Ozgen S. Hidden costs of text-based electronic communication on complex reasoning tasks: Motivation maintenance and impaired downstream performance. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2022. [DOI: 10.1016/j.obhdp.2022.104130] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
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15
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Zhang Y, Du S. Moral cleansing or moral licensing? A study of unethical pro-organizational behavior’s differentiating Effects. ASIA PACIFIC JOURNAL OF MANAGEMENT 2022. [DOI: 10.1007/s10490-022-09807-y] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/02/2022]
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16
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Han MS, Hampson DP, Wang Y. Two facets of pride and knowledge hiding: an empirical analysis. JOURNAL OF KNOWLEDGE MANAGEMENT 2021. [DOI: 10.1108/jkm-06-2021-0488] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
This study aims to investigate whether or not the two facets of pride, hubristic and authentic, are associated with knowledge hiding.
Design/methodology/approach
This study collects survey data (N = 343) from one of the leading information technology (IT) companies in Myanmar at two stages with a two-month interval. This study uses multiple regression analyses to test this study’s hypotheses.
Findings
Results reveal that hubristic pride is positively related to knowledge hiding, whereas the relationship between authentic pride and knowledge hiding is negative. These relationships are contingent upon the level of employees’ self-efficacy.
Research limitations/implications
This study suggests that managers should include measures for moral emotions in their recruitment and selection criteria. Furthermore, the authors suggest that managers should design strategies to induce moral emotions at the workplace and enhance personal resources (e.g. self-efficacy), which have an instrumental effect in maximizing the prosocial facet of pride (i.e. authentic pride) as well as minimizing adverse experiences of the antisocial facet of pride (i.e. hubristic pride), thereby reducing knowledge hiding.
Originality/value
The findings shed light on the significance of the inclusion of emotional variables in understanding employees’ knowledge hiding. To the best of the authors’ knowledge, this study is the first empirical study to examine the combined effect of emotive and cognitive variables in predicting knowledge hiding by demonstrating that hubristic pride only mitigates knowledge hiding behavior among high self-efficacious employees.
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17
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Liu W, Zhu Y, Chen S, Zhang Y, Qin F. Moral decline in the workplace: unethical pro-organizational behavior, psychological entitlement, and leader gratitude expression. ETHICS & BEHAVIOR 2021. [DOI: 10.1080/10508422.2021.1987909] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
Affiliation(s)
- Wenxing Liu
- School of Business Administration, Zhongnan University of Economics and Law
| | - Yanghao Zhu
- School of Business Administration, Zhongnan University of Economics and Law
| | - Silu Chen
- School of Economics and Business Administration, Central China Normal University
| | - Yannan Zhang
- School of Business Administration, Zhongnan University of Economics and Law
| | - Feng Qin
- School of Management, Jiujiang University
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18
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Wang J, Shi W, Liu G, Zhou L. Moving Beyond Initiative: The Reconceptualization and Measurement of Unethical Pro-organizational Behavior. Front Psychol 2021; 12:640107. [PMID: 34658988 PMCID: PMC8511457 DOI: 10.3389/fpsyg.2021.640107] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/10/2020] [Accepted: 09/07/2021] [Indexed: 11/13/2022] Open
Abstract
Despite the fact that unethical pro-organizational behavior (UPB) has become a theoretical topic in the academic field and the fruitful achievements have been explored in the past decade, organizational researches have largely assumed that UPB is an active and voluntary behavior from the perspective of organizational identity and social exchange. In this paper, the authors argue that previous researches have traditionally considered only a very narrow subset of UPB, focusing almost exclusively on extreme voluntary cases which are not reflective of typical UPB. Instead of being primarily voluntary, some typical UPB can be compulsory in nature. We suggest a different look at UPB by contrasting to the so-called "voluntary" activities via compulsory mechanisms in the workplace. Mostly, we are interested in exploring and validating a measurement tool for this behavior. Based on self-determination theory, we argue that such behaviors are a substantial deviation from the original meaning of UPB and thus should be recognized and studied separately. Using six samples, the authors demonstrate the construct validity, reliability, and acceptable psychometric properties of the compulsory UPB scales. Future directions in UPB research are discussed.
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Affiliation(s)
- Jing Wang
- School of Management, Zunyi Medical University, Zunyi, China
| | - Wei Shi
- School of Labor and Human Resources, Renmin University of China, Beijing, China
| | - Guoqin Liu
- School of Management, Zunyi Medical University, Zunyi, China
| | - Li Zhou
- School of Management, Zunyi Medical University, Zunyi, China
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19
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A glimpse into prosociality at work. Curr Opin Psychol 2021; 44:140-145. [PMID: 34634715 DOI: 10.1016/j.copsyc.2021.09.009] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/12/2021] [Revised: 09/06/2021] [Accepted: 09/09/2021] [Indexed: 11/20/2022]
Abstract
Prosociality is an important part of the work context. Employees, leaders, and organizations show various forms of prosocial behavior such as supporting colleagues suffering from heavy workload, voluntarily organizing social events fostering a good organizational climate, or providing goods and services that benefit society at large. From the plethora of constructs related to prosociality at work, I herein provide a brief introduction to the currently most prominent ones with regard to organizational members in general (organizational citizenship behavior) and leaders (servant leadership), respectively. Moreover, I briefly sketch how research on prosociality at work would likely profit from a stronger integration of research from related fields, within and beyond the organizational literature.
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20
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Is behaving unethically for organizations a mixed blessing? A dual-pathway model for the work-to-family spillover effects of unethical pro-organizational behavior. ASIA PACIFIC JOURNAL OF MANAGEMENT 2021. [DOI: 10.1007/s10490-021-09776-8] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/12/2022]
Abstract
AbstractThis research examines the mixed work-to-family spillover effects of unethical pro-organizational behavior. Drawing on conservation of resources theory and the work–home resources model, we develop a dual-pathway model to explain such effects. Based on a three-wave field study involving 214 respondents in China, we find engagement in unethical pro-organizational behavior to be positively associated with employees’ organization-based self-esteem and stress at work, which in turn, leads to work-to-family positive spillover and work-to-family conflict, respectively. We also find that performing tensions moderate the mixed effects of unethical pro-organizational behavior on organization-based self-esteem and work stress and the indirect effects of unethical pro-organizational behavior on work-to-family positive spillover and work-to-family conflict. Our findings have theoretical implications for business ethics scholars and practical implications for managers.
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21
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Zhang X, Ma C, Guo F, Li Z. Does perceived overqualification cultivate angels or demons? Examining its interpersonal outcomes through pride from an evolutionary psychology perspective. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2021. [DOI: 10.1111/apps.12319] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
Affiliation(s)
- Xue Zhang
- School of Management Harbin Institute of Technology Harbin China
| | - Chao Ma
- Research School of Management, College of Business and Economics The Australian National Universiy Canberra ACT Australia
| | - Feng Guo
- College of Management and Economics Tianjin University Tianjin China
| | - Zhongqiu Li
- College of Economics and Management Northeast Agricultural University Harbin China
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22
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Tang PM, Yam KC, Koopman J, Ilies R. Admired and disgusted? Third parties’ paradoxical emotional reactions and behavioral consequences towards others’ unethical pro‐organizational behavior. PERSONNEL PSYCHOLOGY 2021. [DOI: 10.1111/peps.12446] [Citation(s) in RCA: 11] [Impact Index Per Article: 3.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/31/2022]
Affiliation(s)
- Pok Man Tang
- Department of Management, College Station Texas A&M University, United States
| | - Kai Chi Yam
- Department of Management and Organization National University of Singapore, Singapore
| | - Joel Koopman
- Department of Management, College Station Texas A&M University, United States
| | - Remus Ilies
- Department of Management and Organization National University of Singapore, Singapore
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23
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Impact of employee pro-organizational unethical behavior on performance evaluation rated by supervisor: a moderated mediation model of supervisor bottom-line mentality. CHINESE MANAGEMENT STUDIES 2021. [DOI: 10.1108/cms-07-2020-0299] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The topic of employees’ unethical pro-organizational behavior (UPB) has attracted more and more interest in both practice and academic fields. However, previous studies have mainly investigated the antecedents of UPB and little research has discussed the outcome variables. This study aims to provide a comprehensive understanding of the effect mechanism of UPB on employee performance evaluation rated by a supervisor through a leader-member exchange (LMX) and the moderating role of supervisor bottom-line mentality (BLM).
Design/methodology/approach
This study used a sample consisting of 304 employees and 96 supervisors in several manufacturing firms in China. The authors used hierarchical linear modeling to test the hypotheses, as this was cross-level research. In addition, this paper also uses Mplus7.4 to test the moderating effects of supervisor BLM on the indirect effects between the UPB and performance evaluation by a moderated path analysis.
Findings
The results confirm that UPB is positively related to performance evaluation rated by supervisors. Additionally, the mediating effect of LMX in the relationship between UPB and performance evaluation is successfully demonstrated. Furthermore, supervisor BLM cross-levelly moderates the relationship between UPB and LMX, as well as moderates the mediation effect of LMX on the correlation between UPB and performance evaluation.
Research limitations/implications
The primary contribution of this research is building a cross-level model for the effect of UPB on followers’ performance evaluation scored by the supervisor and thereby extending the nomological networks of both UPB and performance evaluation literature. Another contribution the study makes to the literature is that it provides a new perspective to understand how UPB relates to followers’ performance evaluation.
Originality/value
This is the first study about how and when UPB predicts followers’ performance evaluation rated by the supervisor.
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Farooq MS, Salam M. Cleaner production practices at company level enhance the desire of employees to have a significant positive impact on society through work. JOURNAL OF CLEANER PRODUCTION 2021; 283:124605. [PMID: 33071478 PMCID: PMC7552993 DOI: 10.1016/j.jclepro.2020.124605] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 07/26/2019] [Revised: 09/27/2020] [Accepted: 10/08/2020] [Indexed: 06/11/2023]
Abstract
Implementation of cleaner production practices (CPP), service quality (SQ) and corporate social responsibility (CSR) is often studied at organizational level. A number of studies on trio have reported it's significant impact on overall organizational performance and profitability across the globe. However, not much is studied about the individual level micro influence of these constructs on employee engagement (EE), organizational pride (OP), organizational identification (OI) and "desire to have a significant impact through work" (DSIW). Therefore, this study presents a comprehensive framework for assessing the impact of the implementation of CPP, SQ and CSR on EE, OP, OI and DSIW. Data collected from 320 non-managerial staff members employed at a garments manufacturing company in Pakistan was analyzed using partial least square (PLS) approach. Findings revealed that the implementation of CPP, SQ and CSR plays an important role in shaping EE, OP, OI and DSIW in the garments manufacturing industry. Further, it is found that the implementation of CPP has a non-significant impact on SQ. Additionally, results of the importance-performance map analysis (IPMA) have also confirmed that the implementation of CPP at company level has shown a highest importance and performance amongst all the latent constructs proposed as predictors of DSIW in the garments manufacturing industry. These findings are a step forward and unique contribution of this study in the domain of CPP, SQ, CSR, EE, OP, OI and DSIW.
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Affiliation(s)
- Muhammad Shoaib Farooq
- Institute of Business and Management, University of Engineering and Technology, Lahore, Pakistan
| | - Maimoona Salam
- Faculty of Computer Science and Information Technology, Universiti Malaysia Sarawak (UNIMAS), Kota Samarahan, Sarawak, Malaysia
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Wang Y, Xiao S, Ren R. A Moral Cleansing Process: How and When Does Unethical Pro-organizational Behavior Increase Prohibitive and Promotive Voice. JOURNAL OF BUSINESS ETHICS : JBE 2021; 176:175-193. [PMID: 33437107 PMCID: PMC7791148 DOI: 10.1007/s10551-020-04697-w] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 02/02/2020] [Accepted: 12/04/2020] [Indexed: 06/12/2023]
Abstract
In this study, we draw on moral cleansing theory to investigate the consequence of unethical pro-organizational behavior (UPB) from the perspective of the actors. Specifically, we hypothesize that after conducting UPB, people may feel guilty and tend to cleanse their wrongdoings by providing suggestions or identifying problems at work (i.e., prohibitive and promotive voice). We further hypothesize that the above relationship is moderated by the actor's moral identity symbolization. We conducted three studies, including experiment and surveys, to test our hypotheses. Results of these studies show consistent support to our hypotheses. In particular, individuals reported more felt guilt after conducting UPB, and they tended to compensate with more prohibitive and promotive voice subsequently. In addition, the indirect relationship from UPB acting to both voice behaviors via felt guilt was stronger for people with a high level of moral identity symbolization. Theoretical and practical implications are discussed.
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Affiliation(s)
- Ying Wang
- Department of Organization and Strategy Management, Guanghua School of Management, Peking University, No. 5 Yiheyuan Road, Haidian District, Beijing, 100871 China
| | - Shufeng Xiao
- Department of Organization and Strategy Management, Guanghua School of Management, Peking University, No. 5 Yiheyuan Road, Haidian District, Beijing, 100871 China
| | - Run Ren
- Department of Organization and Strategy Management, Guanghua School of Management, Peking University, No. 5 Yiheyuan Road, Haidian District, Beijing, 100871 China
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Gender Differences in Engagement in Unethical Pro-Organizational Behavior—Two Studies in Poland. SUSTAINABILITY 2020. [DOI: 10.3390/su13010039] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/22/2022]
Abstract
The objective of this article is to present the results of research on the differences in unethical pro-organizational behavior between men and women. Enterprises run the risk of loss of reputation as a result of unethical pro-organizational behavior on the part of their staff. Such behavior also stands in opposition to sustainable enterprise development. However, an employee who engages in this type of behavior may suffer guilt and embarrassment. In the long term, this hinders employee well-being. The correlation between engagement in unethical pro-organizational behavior and the respondents’ gender was examined in two empirical studies. The first one was carried out among full-time employees of companies operating in various sectors in Poland, who were extramural students (N = 786). The second study was conducted half among employees of three large holding companies and half among working students of postgraduate studies (N = 389). The t-Student test was employed in the study. Statistical analysis was performed with the use of the IBM SPSS Amos 25.0.0 software. The theoretical framework of gender socialization theory was employed. The main conclusion is that women are less inclined to display unethical behavior for the sake of an organization than men. This is the first—or one of the first articles—devoted to studying the correlations between unethical pro-organizational behavior and gender. The results of the study can be applied in practice as they support increased participation of women in management as well as in creation and implementation of ethical codes in organizations.
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Heroes or Villains? The Dark Side of Charismatic Leadership and Unethical Pro-organizational Behavior. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17155546. [PMID: 32751904 PMCID: PMC7432417 DOI: 10.3390/ijerph17155546] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 05/25/2020] [Revised: 07/25/2020] [Accepted: 07/28/2020] [Indexed: 11/30/2022]
Abstract
Although prior research has emphasized the disproportional contributions to organizations of charismatic leadership, an emerging line of research has started to examine the potentially negative consequences. In this paper, a theoretical framework was proposed for a study of unethical pro-organization behavior through psychological safety based on social information processing theory, which reveals the detrimental effect that charismatic leadership can have on workplace behavior. To explore this negative possibility, a time-lagged research design was applied for the hypotheses to be verified using 214 pieces of data collected from a service company in China. According to the results, unethical pro-organizational behavior was indirectly influenced by charismatic leadership through psychological safety. Moreover, when employees experienced high performance pressure, charismatic leadership was positively associated with unethical pro-organizational behavior through psychological safety. The implications of these findings were analyzed from the perspectives of charismatic leadership theory and organizational ethical activities to alter the unethical pro-organizational behavior.
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