Study On The Relationship Between The Stabilityof Employment Relationship And The Unethical Pro-organizational Behavior Of Employees

As globalization continues to deepen and technological innovation continues to escalate in the market economy,corporate competition is becoming increasingly fierce.How to improve the core competitiveness and market share of enterprises has become a key issue in enterprise management,and enterprises have paid more and more attention to the speed and effectiveness of organizational development.However,many enterprises face many ethical dilemmas while they are developing rapidly.It is common for employees to falsely report financial data and hide product defects in the sales process.So,in 2010,Umphress and other scholars proposed the concept of “unethical pro-organizational behavior”(UPB)to explore the unethical behavior of employees in order to protect the interests of organizations or members of organizations.In a mutually beneficial employment relationship,the behavior of both parties is predictable.Employees believe that their contributions to the organization will be rewarded,so they will do ethical risks for their organization.When the employment relationship is unstable,the balance of the cooperation is broken,making it difficult to generate "pro-organizational" motivations,let alone "do bad things" for the organization.This study takes the impact of the stability of the employment relationship on the pro-organizational unethical behavior of employees as the research object,and surveys the current employees of the company.Based on a large number of theoretical literatures,this study takes employment stability as the key factor to stimulate employees’ UPB,takes individual’s moral disengagement as the mediation variable and organizational ethical climate perception as the moderator,then constructs the relationship model of this study and proposes hypotheses.Through the staged questionnaire survey,281 valid questionnaires were collected and analyzed by SPSS,AMOS and other software.The results show that the stability of employment relationship has a significant positive impact on the unethical pro-organization behavior of employees;the moral disengagement plays a part of mediating role between the stability of employment relationship and employees’ UPB;the organizational ethical climate perception adjusts the direct effect between the stability of the employment relationship and the employees’ UPB,that is,when the organizational ethical climate is strongly perceived,the size of the direct effect will be weakened;at the same time,the employees’ UPB and moral disengagement are affected by differences in gender,job position level and company size.Although pro-organizational unethical behavior may bring benefits to the organization in the short term,it is not conducive to the long-term development of the organization.So,based on the research conclusions,this article puts forward several practical suggestions.The research in this topic extends the research on the antecedents of pro-organizational unethical behaviors and the results of the stability of employment relationships.Experts have designed a measurement scale for organizational ethical climate perception.The research of this subject theoretically deepens the discussion of employees’ UPB motives,enriches the measurement research of the employment relationship stability,and verifies the research paradigm of “positive motivation” to produce “negative consequences”.In practice,it is beneficial for the enterprise to strengthen the management of pro-organizational unethical behavior,and to attach importance to the norms of organizational ethical management,which is conducive to the sustainable development of enterprises.