Order:
  1.  8
    Doing It Purposely? Mediation of Moral Disengagement in the Relationship Between Illegitimate Tasks and Counterproductive Work Behavior.Lijing Zhao, Long W. Lam, Julie N. Y. Zhu & Shuming Zhao - 2022 - Journal of Business Ethics 179 (3):733-747.
    Employees perceive illegitimate tasks as inappropriate assignments because such tasks are beyond what they expect to do in any given job position. Extant literature indicates that, in addition to creating psychological strain and reducing well-being, illegitimate task assignments can result in counterproductive work behavior. This study extends the literature by examining whether illegitimate tasks may lead to two specific forms of CWB targeting organizations: destructive voice and time theft. To understand how and when this happens, we investigate the mediating role (...)
    Direct download (4 more)  
    Translate
     
     
    Export citation  
     
    Bookmark   2 citations  
  2.  3
    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 and the psychological mechanism behind this behavioral decision. Findings from a time-lagged field study and a scenario study indicate an interactive effect between perceived organizational support and employee performance on UPB; that low performers who perceive high levels of organizational support are more likely to engage in UPB; and that feelings of indebtedness to the organization mediate the interactive (...)
    Direct download (4 more)  
     
    Export citation  
     
    Bookmark   2 citations  
  3.  26
    When Does a Proactive Personality Enhance an Employee’s Whistle-Blowing Intention?: A Cross-Level Investigation of the Employees in Chinese Companies.Yan Liu, Shuming Zhao, Li Jiang & Rui Li - 2016 - Ethics and Behavior 26 (8):660-677.
    To identify the boundary conditions for proactive employees making whistle-blowing decisions, we developed a cross-level model comprising employee proactive personality and two types of whistle-blowing intentions that incorporates the influences of organizational- and individual-level attributes. Analyses of data collected from 432 Chinese employees in 32 companies indicated that proactive personality was positively related to internal whistle-blowing intention and even more positively related to external whistle-blowing intention when individuals were working in organizations characterized by an instrumental ethical climate and employees with (...)
    Direct download (3 more)  
     
    Export citation  
     
    Bookmark  
  4.  1
    Can We Have Our Cake and Eat It Too? Corporate Social Responsibility and Employees’ Eudaimonic Well‐Being and Performance.Man Cao, Shuming Zhao, Hongjiang Lv & Danxia Wei - forthcoming - Business Ethics, the Environment and Responsibility.
    Business Ethics, the Environment & Responsibility, EarlyView.
    No categories
    Direct download  
     
    Export citation  
     
    Bookmark  
  5.  2
    Facilitating the Implementation Process of High-Performance Work Systems: The Role of Authentic Leadership.Man Cao, Yixuan Zhao & Shuming Zhao - 2020 - Frontiers in Psychology 11.
    Direct download (2 more)  
     
    Export citation  
     
    Bookmark