Effects of Organizational Embeddedness on Unethical Pro-organizational Behavior: Roles of Perceived Status and Ethical Leadership

Journal of Business Ethics - This study examines why individuals who are deeply embedded in the organization may engage in unethical pro-organizational behavior (UPB). Drawing from social identity...     

A Moral Cleansing Process: How and When Does Unethical Pro-organizational Behavior Increase Prohibitive and Promotive Voice

Journal of Business Ethics - In this study, we draw on moral cleansing theory to investigate the consequence of unethical pro-organizational behavior (UPB) from the perspective of the actors....     

Moderating Effect of Perceived Organizational Support on Human Resource Development Practices and Organizational Citizenship Behavior

This study examined the moderating effect of perceived organizational support on the relationship between human resource development practices and organizational citizenship behavior of hotels in Thailand. The results from a survey of 733 frontline employees revealed that the relationship between human resource development practices and organizational citizenship behavior was stronger for employees with the high level of perceived organizational support, compared to employees with the low level of perceived organizational support. Therefore, this finding contributes to a significant understanding of moderating effect of perceived organizational support in service organizations. Discussion and implications are also provided.     

Supervising the Unethical Selling Behavior of Top Sales Performers: Assessing the Impact of Social Desirability Bias

This study measures social desirability bias (SD bias) by comparing the level of discipline sales managers believe they would administer when supervising unethical selling behavior with the level of discipline they perceive other sales managers would select. Results indicate the presence of SD bias; the sales manager respondents consistently claimed that they would be stricter while their peers would be more lenient. Using an analytical technique that takes social desirability bias into account, it appears that sales managers use of discipline is affected by the sales performance of the salesperson being disciplined resulting in more lenient discipline for top sales performers. In addition, the more lenient treatment for top sales performers persists even when there is a pattern of a prior ethical infraction and the existence of an explicit organizational policy proscribing the act in question. Sales managers believe that, like themselves, others would be stricter when an unethical act is committed for the second time but not as strict as they personally would be. A within-subjects interaction effect indicates more SD bias under the condition of the unethical act being committed for the second time.     

The Relationship between Unethical Behavior and the Dimensions of the Ethical Climate Questionnaire

This study examined the relationship between unethical employee behavior and the dimensions of the Ethical Climate Questionnaire (ECQ). In order to explore the relationship between the dimensions of the ECQ and unethical behavior, the factor structure of five previously identified empirical models and the hypothesized nine-dimension model for the ECQ was tested with a confirmatory factor analysis. The analysis revealed that the hypothesized nine-dimension model provided as good or even better fit to the data than the five empirically derived models. Therefore, the nine-dimensional model was used to examine the criterion-related validity of the ECQ. The results demonstrated that the nine ethical climate dimensions were correlated with some of the unethical behaviors examined in this study, but not others. However, the results clearly demonstrated that most of the ethical climate dimensions were significantly related to an aggregate measure of unethical behavior. It was suggested that these results might account for the differences in previous studies on the criterion-related validity of the ECQ. The results also replicated a previous report that the association between unethical behavior and ethical climate is stronger in organizations that do not have a code of ethics. Finally, a difference was observed in the ethical climates for organizations with a code of ethics and organizations without a code of ethics.     

组织支持感对组织公民行为影响的研究

组织支持感用于表示员工对组织是否重视和关注他们的幸福感的感受,组织公民行为是个人角色之外的有益于组织的利他行为,有助于员工的团队合作,发掘每个人的工作潜能,提高组织的生产力和管理效率。研究表明,员工越是感受到来自组织的支持,就越多地表现公民行为。通过提升组织支持感可以提高员工的组织公民行为,上级支持能够有效地提高组织支持感而促进组织公民行为的提高。如果管理者希望员工表现更多的组织公民行为,就应对员工提供更多的组织支持。     

Toward Effective Codes: Testing the Relationship with Unethical Behavior

A business code of ethics is widely regarded as an important instrument to curb unethical behavior in the workplace. However, little is empirically known about the factors that determine the impact of a code on unethical behavior. Besides the existence of a code, this article studies five determining factors: the content of the code, the frequency of communication activities surrounding the code, the quality of the communication activities, and the embedment of the code in the organization by senior management as well as local management. The full model explains 32% of observed unethical behavior while the explanatory value of a code alone is very modest. The study shows when codes are effective, and even when they become counter effective.     

The Relationship between Consumers' Unethical Behavior and Customer Loyalty in a Retail Environment

This paper investigates the relationship between two outcomes of relationship marketing – affective commitment and behavioral loyalty – and consumers' unethical behavior. The main objective of the study is to assess whether affective commitment and behavioral loyalty to a store translate into more ethical behavior towards that store, controlling for the variables of age, gender, and ethical beliefs. The study does not rely on a single measurement tool, but is based on ten months' panel data and three different mail surveys targeted at 359 Belgian households. The results provide support for our hypothesis that affective commitment is indeed negatively correlated with consumers' unethical behavior. The same conclusion could not be drawn for the relationship between behavioral loyalty and consumers' unethical behavior. No significant relationship was detected, not even in situations where affective commitment was high. The results hold major implications for retailing practice.     

Relationships of Organizational Justice and Organizational Identification: The Mediating Effects of Perceived Organizational Support in Hong Kong

Women's role in management is an important issue. This is based not just on moral, but also on economic grounds. In many countries female participation rates in labour markets have increased, but a similar expansion into managerial posts has commonly lagged behind this, often an indication of the resilience of the so-called ‘glass ceiling’. We use South Korea as an example to explore this. We review the literature in the area and provide theoretical explanations and a lens through which to view developments which indicate that social and cultural, rather than economic, reasons often underpin the situation. We go on to outline some possible ways to confront female managerial discrimination and to increase women's roles in management.     

基于工作态度的组织支持感与组织公平对组织公民行为的影响研究

本文采用我国中小企业员工样本,运用相关分析和回归分析方法研究组织支持感与公平感对组织公民行为影响的作用机制,即组织支持与公平感是否会通过员工工作态度的中介作用对组织公民行为产生影响。结果表明:员工的组织支持感和公平感均对情感承诺、工作满意度和组织公民行为有显著影响;情感承诺对组织支持感、组织公平分别与组织公民行为间的关系起到部分中介作用;但工作满意度仅对互动公平与组织公民行为间的关系起到部分中介作用;而其余的中介效应检验中,工作满意度仅对组织支持感、分配公平、程序公平分别与指向个体的组织公民行为起到部分中介作用。     

人力资源实践和组织公民行为关系研究

本文以上海、广东和江苏三地的464家制造企业的员工为调查对象,在社会交换理论的基础上,采用结构方程模型方法研究支持性人力资源实践和组织公民行为之间的关系,以及可察觉的组织支持在上述关系中的中介作用。研究结果表明,支持性人力资源实践和组织公民行为之间存在显著的正相关关系,并且可察觉的组织支持起到部分中间作用。     

员工当责感、工作满意度与组织公民行为

激发员工的组织公民行为是提升企业运转效率的有效途径之一。文章关注工作满意度对激发组织公民行为的作用机理,提出并证实了只有对高当责感的员工通过提高工作满意度来激发其组织公民行为才是有效的。通过系统的探索性分析和验证性分析,证实了工作满意度与组织公民行为之间存在显著的正相关关系,并且员工当责感在工作满意度和组织公民行为的关系中起中介作用。研究结果显示,中国企业要想通过提高工作满意度来激发组织公民行为进而提升企业效率,必须要关注员工的当责感及其前导影响因素,企业创造当责的文化环境有利于激发组织公民行为。     

Determinants of Ethical Decision Making: The Relationship of the Perceived Organizational Environment

This study attempts to help explain the ethical decision making of individual employees by determining how the perceived organizational environment is related to that decision. A self- administered questionnaire design was used for gathering data in this study with a sample size of 245 full-time employees. Perceived supervisor expectation, formal policies, and informal policies were used to assess the expressed ethical decision of the respondents. The findings indicate that the perceived organizational environment is significantly related to the ethical decision of the respondent.     

变革型领导、组织支持感和员工离职倾向研究

员工离职倾向一直是很多企业研究的热点,因为这跟企业的稳定与发展有着非常密切的关系。如今,领导行为对于员工离职倾向的作用越来越明显。领导的言行、价值观等直接或间接地影响到了员工的工作态度和行为,所以研究领导行为对员工离职倾向的影响机制显得格外重要。     

基于领导—成员交换视角的组织公平与组织认同关系研究

目前,组织认同已经被越来越多的学者和企业家所关注.然而,对于其形成机制的研究还有待进一步的扩展.文章选取组织公平这一角度来研究组织认同形成的机理.检验了在中国情境下组织支持感在组织公平与组织认同关系中的中介作用,尤其重点探讨了公平感与组织认同关系链中领导-成员交换的调节效应和直接效应.文章以北京市6家企业的294名员工作为样本收集数据,进行统计检验.研究结果发现:组织公平促进员工组织支持感的形成,进而培育起员工的组织认同;领导-成员交换质量高时,组织公平更容易形成组织认同;领导-成员交换质量的改善会直接促进组织认同的形成.最后,讨论了文章研究的理论意义和对当前管理实践的启示和建议.     

An Examination of the Relationship between Culture and Cyberloafing Using the Hofstede Model

This article explores the relationship between culture and cyberloafing. A survey measuring individuals’ propensity to engage in cyberloafing in the workplace was conducted with people from 17 countries representing a wide range of cultures. Tests were performed to explore relationships between participants’ propensity to cyberloaf and the cultural dimension ratings for their individual countries of origin. The results show that some types of cyberloafing activity relate significantly with culture. This has potential implications for multinational organizations. Employees from different cultures may have different workplace tendencies.     

职业经理人可信行为与员工组织认同:信任与心理安全感的作用

组织认同是影响员工一系列组织行为的重要态度变量,研究其影响因素以及这些因素与组织认同间的作用机理很有现实意义。作为企业重要管理者,职业经理人的行为是影响员工组织认同度的重要因素,研究发现职业经理人可信行为与员工组织认同显著正相关,员工对经理人的认知和情感信任在二者间均发挥了部分中介作用,心理安全感对职业经理人可信行为与员工组织认同的关系起调节作用,据此提出了提升员工组织认同度的建议。