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  1. Repaying the Debt: An Examination of the Relationship between Perceived Organizational Support and Unethical Pro-organizational Behavior by Low Performers.Xiaoyu Wang, Xiaotong Zheng & Shuming Zhao - 2022 - Journal of Business Ethics 179 (3):697-709.
    Drawing on social exchange theory, we examine the conditions under which employees’ good intentions motivate them to engage in unethical pro-organizational behavior (UPB) and the psychological mechanism behind this behavioral decision. Findings from a time-lagged field study and a scenario study indicate (1) an interactive effect between perceived organizational support and employee performance on UPB; (2) that low performers who perceive high levels of organizational support are more likely to engage in UPB; and (3) that feelings of indebtedness to the (...)
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  • Human capital, social capital, psychological capital, and job performance: Based on fuzzy-set qualitative comparative analysis.Qian Xu, Zhe Hou, Chao Zhang, Feng Yu, Jiangyue Guan & Xiao Liu - 2022 - Frontiers in Psychology 13.
    The present study investigated the configuration effect of human capital, social capital, and psychological capital on job performance. The human capital questionnaire, social capital scale, psychological capital scale, and job performance scale were used to survey 458 employees. Results revealed that four antecedent configurations could achieve high task performance, and three antecedent configurations can achieve high contextual performance. The high job performance driving path was characterized by “all roads lead to Rome.” Human capital, social capital, and psychological capital affected job (...)
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  • Rational Counterattack: The Impact of Workplace Bullying on Unethical Pro-organizational and Pro-family Behaviors.Qunchao Wan, Xianchun Zhang, Na Fu, Jinlian Luo & Zhu Yao - 2021 - Journal of Business Ethics 181 (3):661-682.
    In business ethics research, little is known about why and how employees engage in unethical behavior, especially unethical pro-organizational behavior (UPB) and unethical pro-family behavior (UPFB). Based on cognitive-affective personality system theory and conservation of resources theory, this study aims to explore the mechanisms underlying the effects of workplace bullying, as a negative event, on UPB (Study 1) and UPFB (Study 2). In Study 1, workplace bullying negatively correlated with UPB where emotional exhaustion and organization-oriented moral disengagement played chain-mediating roles (...)
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  • Moral Leadership and Unethical Pro-organizational Behavior: A Moderated Mediation Model.Yujuan Wang & Hai Li - 2019 - Frontiers in Psychology 10.
    In this paper, we aim to examine the indirect effects of moral leadership on unethical pro-organizational behavior (UPB). Drawing on Social Identity Theory, identification with supervisors (social identity) and taking responsibility (personal identity) were hypothesized as mediators linking moral leadership and UPB. In addition, we aim to investigate the moderating role of moral courage in the relationship between moral leadership and UPB. We conducted two studies with two distinct samples: one on a sample of 161 MBA students, and the other (...)
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  • How Is Ethical Leadership Linked to Subordinate Taking Charge? A Moderated Mediation Model of Social Exchange and Power Distance.Qiao Wang, Xiaohu Zhou, Jiani Bao, Xueyan Zhang & Wei Ju - 2020 - Frontiers in Psychology 11.
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  • A Moral Cleansing Process: How and When Does Unethical Pro-organizational Behavior Increase Prohibitive and Promotive Voice.Ying Wang, Shufeng Xiao & Run Ren - 2022 - Journal of Business Ethics 176 (1):175-193.
    In this study, we draw on moral cleansing theory to investigate the consequence of unethical pro-organizational behavior 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. 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 (...)
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  • The Dark Side of Relational Leadership: Positive and Negative Reciprocity as Fundamental Drivers of Follower’s Intended Pro-leader and Pro-self Unethical Behavior.Tim Vriend, Ramzi Said, Onne Janssen & Jennifer Jordan - 2020 - Frontiers in Psychology 11.
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  • Linking Ethical Leadership to Followers’ Knowledge Sharing: Mediating Role of Psychological Ownership and Moderating Role of Professional Commitment.Imran Saeed, Jawad Khan, Muhammad Zada, Shagufta Zada, Alejandro Vega-Muñoz & Nicolás Contreras-Barraza - 2022 - Frontiers in Psychology 13.
    This study examined the influence of ethical leadership on knowledge sharing, the mediating role of psychological ownership, and the moderating effect of professional commitment between ethical leadership and knowledge sharing. Data were collected from 307 public listed Pakistani companies’ employees. Statistical analyses were performed by using SPSS Version 25 and AMOS version 22. The findings indicate a positive relationship between EL and KS behavior. Additionally, the impact of EL on KS was partially mediated by psychological ownership. Furthermore, professional commitment buffers (...)
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  • Is social desirability bias important for effective ethics research? A review of literature.Siew Imm Ng, Guan Cheng Teoh, Jo Ann Ho & Houng Chien Tan - 2021 - Asian Journal of Business Ethics 10 (2):205-243.
    Social desirability bias is one of the main concerns in self-reported studies that measures explicit attitudes such as ethics research. Although SDB was introduced since the early 1950s, little effort has been made to understand the necessity of including an SDB scale in studies of sensitive topics such as ethics. The purpose of this paper was to identify whether current ethics-related studies considered SDB when conducting their research and ascertain whether SDB was a significant variable in such studies. This investigation (...)
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  • Unethical Pro-organizational Behavior: A Systematic Review and Future Research Agenda.Madhurima Mishra, Koustab Ghosh & Dheeraj Sharma - 2022 - Journal of Business Ethics 179 (1):63-87.
    Since the conceptualization of unethical pro-organizational behavior ten years ago, scholarly interest in exploring this phenomenon has multiplied. Given a burgeoning body of empirical research, a review of unethical pro-organizational behavior literature is warranted. This study, therefore, systematically reviews the extant literature on unethical pro-organizational behavior and presents a comprehensive theory-based review of the past developments in this field. We classify previous studies based on their underlying theoretical perspectives and discuss the antecedents and consequences of unethical pro-organizational behavior in work (...)
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  • Role of Communication Strategies in Organizational Commitment, Mediating Role of Faculty Engagement: Evidence From English Language Teachers.Yan Ma - 2022 - Frontiers in Psychology 13.
    Employees are critical stakeholders for an organization because they directly deal with the end-users and represent the entire firm. To recognize the strategic importance of the employees, organizations create communication programs to keep employees apprised of organizational issues. In this regard, this study examined the role of communication strategies on organizational commitment. The study also investigated the mediating effect of faculty engagement between communication strategies and organizational commitment. Self-administered survey aided in acquiring data from 276 English language teachers in China. (...)
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  • Exploring the Antecedents of Unethical Pro-organizational Behavior (UPB): A Meta-Analysis.Yuxiang Luan, Kai Zhao, Zheyuan Wang & Feng Hu - forthcoming - Journal of Business Ethics:1-18.
    Scholars have paid so much academic attention to UPB in the past decade. However, there is lacking a quantitative review to uncover the relationship between UPB and its antecedents. To address this, we make a meta-analytic review about UPB. Specifically, we propose a theoretical framework of antecedents of UPB and test it using meta-analysis technology. We found moral disengagement, organizational identification, identification with supervisors, leader UPB, ethical judgments, psychological entitlement, transformational leadership, and job satisfaction are positively related to UPB. Moral (...)
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  • When Supervisor Support Backfires: The Link Between Perceived Supervisor Support and Unethical Pro-supervisor Behavior.Shike Li, Kriti Jain & Konstantina Tzini - 2022 - Journal of Business Ethics 179 (1):133-151.
    Perceived supervisor support is widely studied in terms of its positive outcomes. This paper, in contrast, investigates employees’ unethical pro-supervisor behavior as a negative consequence of perceived supervisor support. Drawing upon the multifoci approach of social exchange theory and the reciprocity principle, we hypothesized that perceived supervisor support can engender unethical pro-supervisor behavior via employees’ feelings of reciprocity towards the supervisor. Building on the instrumental reasons that underlie social exchanges, we further hypothesized that this mediation relationship is stronger for employees (...)
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  • Effects of Organizational Embeddedness on Unethical Pro-organizational Behavior: Roles of Perceived Status and Ethical Leadership.Junghyun Lee, Se-Hyung Oh & Sanghee Park - 2022 - Journal of Business Ethics 176 (1):111-125.
    This study examines why individuals who are deeply embedded in the organization may engage in unethical pro-organizational behavior (UPB). Drawing from social identity theory and self-affirmation theory, we propose that deeply embedded employees may engage in UPB as a way of promoting or maintaining their status in the organization. We further propose that this positive relationship between organizational embeddedness and UPB, mediated through status perceptions, is stronger for employees working under managers who display low levels of ethical leadership. Using data (...)
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  • The Double-Edged Sword Effect of Unethical Pro-organizational Behavior: The Relationship Between Unethical Pro-organizational Behavior, Organizational Citizenship Behavior, and Work Effort.Wan Jiang, Bingqian Liang & Linlin Wang - forthcoming - Journal of Business Ethics:1-14.
    The current study presents an integrative model examining the double-edged sword effect of unethical pro-organizational behavior from the perspective of the actors. Drawing on the moral self-regulation perspective and psychological entitlement literature, we propose that employees who engage in UPB may experience an increase in moral deficits and psychological entitlement, resulting in increased organizational citizenship behavior and decreased work effort, respectively. We further propose that moral attentiveness strengthens the positive relationship between UPB and moral deficits but weakens the positive relationship (...)
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  • Family-Supportive Supervisor Behavior, Felt Obligation, and Unethical Pro-family Behavior: The Moderating Role of Positive Reciprocity Beliefs.Ken Cheng, Qianlin Zhu & Yinghui Lin - 2022 - Journal of Business Ethics 177 (2):261-273.
    Drawing on social exchange theory, we argue that family-supportive supervisor behavior (FSSB) inhibits employees’ unethical pro-family behavior (UPFB) via the mediation of felt obligation. We further propose that employees’ positive reciprocity beliefs strengthen the hypothesized relationships. Using a sample consisting of 345 full-time employees from an Internet service company located in China, we found that felt obligation partially mediated the negative relationship between FSSB and UPFB and that the FSSB-felt obligation relationship and the mediation relationship were stronger for employees with (...)
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  • A contingency perspective of pro-organizational motives, unethical pro-organizational behavior, and organizational citizenship behavior.Ken Cheng, Panpan Hu, Limin Guo, Yifei Wang & Yinghui Lin - 2022 - Frontiers in Psychology 13.
    Although the effects of pro-organizational motives on pro-organizational behaviors [i.e., unethical pro-organizational behavior and organizational citizenship behavior ] and their boundaries have been explored to some extent, extant studies are rather piecemeal and in need of synthesis and extension. Based on prior motivational research on pro-organizational behaviors, we developed a comprehensive contingent model in which moral identity and impression management motives would moderate the links between pro-organizational motives, UPB, and OCB. Adopting a time-lagged design, we collected data from 218 salespeople (...)
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  • Unethical Pro-organizational Behavior and Positive Leader–Employee Relationships.Will Bryant & Stephanie M. Merritt - 2019 - Journal of Business Ethics 168 (4):777-793.
    Unethical pro-organizational behaviors are unethical, but prosocially-motivated, acts intended to benefit one’s organization. This study examines the extent to which employees are willing to perform UPB to benefit a liked leader. Based on social exchange theory, we hypothesized that LMX would mediate the association of interpersonal justice with UPB willingness. Moral identity and positive reciprocity beliefs were examined as moderators. Higher LMX was significantly and positively related to UPB willingness, and the indirect effect of interpersonal justice on UPB via LMX (...)
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  • Does the Narcissist (and Those Around Him/her) Pay a Price for Being Narcissistic? An Empirical Study of Leaders’ Narcissism and Well-Being.Jeremy B. Bernerth - 2022 - Journal of Business Ethics 177 (3):533-546.
    Using a social exchange perspective of narcissism as the foundation for study hypotheses, this study explored the relationship between leaders’ narcissism and the well-being of both leaders and subordinates at the individual and group levels. Results from a sample of 1017 subordinates working under 424 leaders generally support the hypothesized models finding leaders’ narcissism negatively relates to leader-member exchange, and that LMX subsequently relates to subordinates’ job satisfaction and emotional exhaustion. At the group level, leaders’ narcissism also negatively relates to (...)
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