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Egoistic norms, organizational identification, and the perceived ethicality of unethical pro-organizational behavior: A moral maturation perspective:

Published on Sep 28, 2019in Human Relations
· DOI :10.1177/0018726719862851
Katrina A. Graham4
Estimated H-index: 4
(Suffolk University),
Christian J. Resick20
Estimated H-index: 20
(Drexel University)
+ 3 AuthorsJason D Kiker1
Estimated H-index: 1
(Drexel University)
Abstract
Do some employees engage in unethical behavior because they actually believe it is the right thing to do? We explore this question in this article. Unlike other forms of unethical behavior, unethic...
  • References (63)
  • Citations (1)
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References63
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In this research, we examine the relationship between employee psychological entitlement (PE) and employee willingness to engage in unethical pro-organizational behavior (UPB). We hypothesize that a high level of PE–the belief that one should receive desirable treatment irrespective of whether it is deserved–will increase the prevalence of this particular type of unethical behavior. We argue that, driven by self-interest and the desire to look good in the eyes of others, highly entitled employee...
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Research in the organizational sciences has tended to portray prosocial behavior as an unqualified positive outcome that should be encouraged in organizations. However, only recently, have researchers begun to acknowledge prosocial behaviors that help maintain an organization’s positive image in ways that violate ethical norms (e.g., misrepresenting or exaggerating the truth, concealing damaging information about the firm). Recent scandals, including Volkswagen’s emissions scandal and Penn State...
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In snowball sampling for multisource studies, researchers ask target participants to recruit informants. Despite its widespread use, especially for recruiting informants for multisource research, virtually no published research has addressed possible biases snowball sampling may cause in findings of this type of research. Such potential biases were tested empirically in a multisource study with a sample of 1,058 employed students asked to collect online ratings from their supervisors and coworke...
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Drawing on trait activation theory, we examine a person-situation interactionist model to predict unethical behavior in organizations. In particular, we examine abusive supervision as a condition under which employee Machiavellianism (Mach) is activated and thus more strongly predicts unethical behavior. We offer a more fine-grained analysis of the Mach–trait activation process by specifically examining the interactive effect of each Mach dimension (viz., Distrust in Others, Desire for Control, ...
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Drawing on social identity theory and social-cognitive theory, we hypothesize that organizational identification predicts unethical pro-organizational behavior (UPB) through the mediation of moral disengagement. We further propose that competitive interorganizational relations enhance the hypothesized relationships. Three studies conducted in China and the United States using both survey and vignette methodologies provided convergent support for our model. Study 1 revealed that higher organizati...
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Abstract Employees' unethical behavior is largely intended to harm organizations, but their unethical pro-organizational behavior (UPB) is intended to benefit organizations. A prominent force for UPB is organizational identification (OID), but what determines OID remains poorly understood. A better understanding of this issue can help employees and organizations manage UPB. The current research examines how work passion and trait mindfulness jointly determine OID, which drives UPB. A field study...
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The principle of deontology states that the morality of an action depends on its consistency with moral norms; the principle of utilitarianism implies that the morality of an action depends on its consequences. Previous research suggests that deontological judgments are shaped by affective processes, whereas utilitarian judgments are guided by cognitive processes. The current research used process dissociation (PD) to independently assess deontological and utilitarian inclinations in women and m...
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The goal of this paper is to examine the impact of leadership and promotion regulatory focus on employees’ willingness to engage in unethical pro-organizational behavior (UPB; Umphress and Bingham, J Appl. Psychol 95:769–780, 2011). Building from a person–situation interactionist perspective, we investigate the interaction of leadership style and how leaders frame messages, as well as test a three-way interaction with promotion focus. Using an experimental design, we found that inspirational and...
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#1Pok Man Tang (A&M: Texas A&M University)
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Abstract Integrating appraisal theories of emotion and the literature of self-conscious emotion, we argue that UPB has a paradoxical nature that can lead to ambivalent emotional reactions, with implications for subsequent behavior. On the one hand, because UPB benefits one’s organization, it should trigger feelings of pride. However, given its unethical nature, UPB should also trigger feelings of guilt. Using an experience sampling study of 91 customer-service agent dyads in the technology consu...
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