When Employees Do Bad Things for Good Reasons: Examining Unethical Pro-Organizational Behaviors
TLDR
It is suggested 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.Abstract:
We propose that employees sometimes engage in unethical acts with the intent to benefit their organization, its members, or both---a construct we term unethical pro-organizational behavior. 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. We incorporate situational and individual-level constructs as moderators of these relationships and consider managerial implications and future research.read more
Citations
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Journal Article
Investigating the Relationship Between Affective Commitment and Unethical Pro-Organizational Behaviors: The Role of Moral Identity
TL;DR: In this paper, the authors investigated the relationship between affective commitment and unethical proorganizational behaviors (UPBs), which are unethical behaviors conducted by employees meant to potentially benefit the organization (Umphress, Bingham, & Mitchell, 2010).
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Are creative individuals bad apples? A dual pathway model of unethical behavior.
TL;DR: It is proposed that moral disengagement and moral imagination are 2 parallel mechanisms that encourage or inhibit unethical behavior, and that which of these mediation processes occur depends on moral identity.
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The mediating and moderating role of burnout and emotional intelligence in the relationship between organizational justice and work misbehavior
Or Shkoler,Aharon Tziner +1 more
TL;DR: In this paper, the antecedents of work misbehaviors (WMBs) by means of organizational justice perceptions (as a predictor), experienced burnout (as mediator), and emotional intelligence was examined.
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Predicting organizational identification at the CEO level
TL;DR: In this paper, a set of motives that members have for identifying with their organizations and unique features of the CEO position might be relevant to those motives are investigated. And the authors help explain how the context of a CEO position, including variables often conceptualized as control mechanisms in agency theory research, can have important effects on subsequent CEO organizational identification.
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Feeling proud but guilty? Unpacking the paradoxical nature of unethical pro-organizational behavior
TL;DR: In this paper, the authors argue that UPB has a paradoxical nature that can lead to ambivalent emotional reactions, with implications for subsequent behavior, and they find that daily UPB is positively associated with daily pride and guilt.
References
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