When Employees Do Bad Things for Good Reasons: Examining Unethical Pro-Organizational Behaviors
Citations
758 citations
Cites background from "When Employees Do Bad Things for Go..."
...Umphress and her coworkers were predicting unethical behavior that benefited the organization (Miao, Newman, Yu, & Xu, 2013; Umphress & Bingham, 2011)....
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Cites background or methods from "When Employees Do Bad Things for Go..."
...To assess participants’ likelihood of engaging in UPB, we had them respond to a single item inquiring, “How likely would you be to write a glowing recommendation letter for Tom?”...
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...Study 3 thus raises the possibility that cooperative relationships may weaken the link between organizational identification and UPB, just as competitive relationships strengthen the link....
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...…exploring the effects of a key underlying mechanism as well as a key boundary condition of UPB broadens the scope of research on unethical behavior in the workplace and deepens our current understanding of why and how employees engage in UPB (Treviño et al., 2014; Umphress & Bingham, 2011)....
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...Results across three studies provided empirical evidence that organizational identification is related to UPB, in part due to moral disengagement, and that a competitive interorganizational relationship further enhances this effect....
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...…organizational scholars have begun to systematically investigate and theorize about the phenomenon of unethical pro-organizational behavior (UPB; Gino, Ayal, & Ariely, 2013; May, Chang, & Shao, 2015; Miao, Newman, Yu, & Xu, 2013; Thau et al., 2015; Umphress et al., 2010; Umphress & Bingham, 2011)....
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References
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"When Employees Do Bad Things for Go..." refers background in this paper
...Organization Identification Social identity theory (Tajfel and Turner 1986) posits that part of an individual’s self-concept derives from membership with a social group (Tajfel 1981, p. 255)....
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...From this perspective, individuals develop highly salient social identities specific to the social domains they occupy (Tajfel 1982); a person has not one “personal self” but rather several selves that correspond to identification with membership in different groups (Tajfel and Turner 1986)....
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...For more information on INFORMS, its publications, membership, or meetings visit http://www.informs.org...
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...The strength of one’s psychological relationship with social groups also operates through identification (Ashforth and Mael 1989, Mael and Ashforth 1992, Tajfel and Turner 1986)....
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...Vol. 22, No. 3, May–June 2011, pp. 621–640 issn 1047-7039 eissn 1526-5455 11 2203 0621 informs ® doi 10.1287/orsc.1100.0559 © 2011 INFORMS When Employees Do Bad Things for Good Reasons: Examining Unethical Pro-Organizational Behaviors Elizabeth E. Umphress Mays Business School, Texas A&M…...
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10,277 citations
"When Employees Do Bad Things for Go..." refers background or methods in this paper
...…is located in Maryland, USA Organization Science Publication details, including instructions for authors and subscription information: http://pubsonline.informs.org When Employees Do Bad Things for Good Reasons: Examining Unethical Pro-Organizational Behaviors Elizabeth E. Umphress, John B.…...
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...Although reciprocating benefits is voluntary, those who fail to reciprocate may incur penalties such as distrust, decreased reputation, denial of future benefits, and other sanctions (Gouldner 1960)....
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...Although generally thought to elicit favorable and ethical behavior for the organization (Ashforth and Mael 1989, Blau 1964, Gouldner 1960, Tajfel and Turner 1986), we suggest that positive social exchange relationships and higher levels of identification with the organization may also encourage…...
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...The logic of social exchange theory suggests that individuals comply with duties specified by their role (e.g., wife, father, or employee) because others have fulfilled similar duties toward them (Gouldner 1960)....
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...Accordingly, if one party provides a benefit, the other party is motivated to reciprocate by providing a benefit in return (e.g., Blau 1964, Emerson 1976, Gouldner 1960)....
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9,648 citations
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"When Employees Do Bad Things for Go..." refers background in this paper
...We suggest that positive social exchange relationships and organizational identification may lead to unethical pro-organizational behavior indirectly via neutralization, the process by which the moral content of unethical actions is overlooked....
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...Organizational identification enables individuals to both embody and support their organization (Ashforth and Mael 1989, Turner 1987)....
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