A Integrated Research Of Employee Unethical Proorganizational Behavior’s Antecedents And Consequences

Recently more and more social issues have taken place in transitional china, such as "Guo Meimei incident","the incident of Poisonous Milk","Waster Oil events","Dyed Steamed Nun","Sanlu Milk Powder incident","Ole Shoes Jelly and Yogurt events","Toxic Capsule events", and so on. These events all seems to prove the universality and ponderancy of unethical behaviors in our society. Unethical behavioris are defined as any organizational member action that violates widely accepted societal moral norms. It is well know that individual always engage in unethical acts to benefit ownself, which is selfish unethical acts. However, it is neglected for most people that individual may engage in unethical acts to benefit the organization or its members, which is altruistic unethical acts. There are more than thirty years to study selfish unethical acts. Most scholars beilive that unethical acts are a kind of rational cognitive behaviors. They analyzes the infunces of personal factors, ethical issures and environmental factors on unethical acts, and explain its forming by moral disengagement theory. Few scholars yet approval that selfish unethical acts are intuitive and unintentional behaviors, and propose the bounded ethicality theory. Until now, a tew of scholars begins to research the altruistic unethical acts. Umphress et al (2010) first called unethical proorganizational behavior (UPB) that unethical behavior seek to benefit the organization or its members.Since being put forward of the unethical proorganizational behavior, few scholars has begun to studied the antecedents and consequences of unethical proorganizational behavior in the new field of study. Presently, we know a little about the emerging area of research, and have founded only that leadership, organizational identification and reciprocity beliefs have a significant effect on unethical pro-organizational behavior. Therefore, the topic of this dissertation is to offer the theory and practice evidence about the antecedents and consequences of unethical proorganizational behavior.Through elaborative studying the literature of organizational ethicals home and abroad, and taking full account of our country’s reality, this paper gives research questions, aim of research, research contents, study theoretical modle. Through implementing four coherent and strict logic studys, adopting scientific research approachs, such as interview method, questionnaire survey method, and so on, and using rigorous method of the statistical analysis, such as structural equation model and hierarchical multiple regression analysis, and so on, this paper tests proposed study theoretical modle. The main researeh works are as follows:Firstly, it is the unethical proorganizational behavior’s conceptual structure study. To begin with, based relevant concepts and theories, this paper gives the new definition of extent and property of unethical proorganizational behavior:(1) the two-dimensional structure of unethical proorganizational behavior include altruistic unethical acts and prosocial organizational unethical behaviors. altruistic unethical acts seek to benefit organizational members and no harm organization, prosocial organizational unethical behaviors seek to benefit organization.(2) unethical proorganizational behavior contain two kind of both benefit for others unselfish and behavior contain benefit for others selfish unethical acts. After that, based on the questionnaire survey data from two samples with total of453employees, this study analyzes conceptual structure study of unethical proorganizational behavior. Research findings not only confirm the new definition of extent and property of unethical proorganizational behavior, but also discover it is two-dimensional structure that include altruistic unethical acts and prosocial organizational unethical behaviors. The unethical proorganizational behavior scale in china has been found to have a suitable reliability and high validity, and can be provided to use for similar studies.Secondly, it is the unethical proorganizational behavior’s antecedents study. Based on the questionnaire survey data from377china employees, this study analyzes the influence of bottom mentality, organizational commitment, social support, social undermining, leadership fairness on unethical proorganizational behavior. The results indicate that the organizational commitment has significant negative effects on unethical proorganizational behaviors, the social undermining has significant positive effects on unethical proorganizational behaviors. Furthermore, bottom mentality, social support, leadership fairness has not significant effects on unethical proorganizational behaviors, but there is significant positive relationship between bottom mentality and unethical proorganizational behaviors, and social support, leadership fairness have the significant negative relationship with unethical proorganizational behaviors.Thirdly, it is the unethical proorganizational behavior’s consequences study. Based on the questionnaire survey data from332china employees, this study analyzes the influence of unethical proorganizational behaviors on trust and job satisfacton. The results indicate that unethical proorganizational behaviors have significant negative effects on job satisfaction, and altruistic unethical acts and prosocial organizational unethical behaviors both also have significant negative effects on job satisfaction. Furthermore, unethical proorganizational behaviors have significant negative effects on colleague trust and leadership trust, altruistic unethical acts have significant negative effects on colleague trust, unethical proorganizational behaviors have significant negative effects on leadership trust.Fourthly, it is the unethical proorganizational behavior’s antecedents and consequences integrated study. Based on the questionnaire survey data from364china employees, this study analyzes the antecedents and consequences of unethical proorganizational behavior. The results indicate that, in the aspect of antecedents of unethical proorganizational behaviors, the organizational commitment has significant negative.effects on unethical proorganizational-behaviors, and the social undermining has significant positive effects on it. Furthermore, in the aspect of consequences of unethical proorganizational behaviors, unethical proorganizational behaviors have significant negative effects on colleague trust, leadership trust and job satisfaction.This paper first analyzes the antecedents and consequences of unethical proorganizational behavior in contexts of Chinese culture by empirical research. Through the above four studies, this dissertation proposes and tests the theory framework of antecedents and consequences of unethical proorganizational behavior These findings have important theoretical contributions and managerial implications. Its theoretical contributions are as follows:Firstly, this paper originally proposes and tests the new denifition of extent and property of unethical proorganizational behavior, confirms it is two-dimensional structure that include altruistic unethical acts and pro social organizational unethical behaviors, and develop a scale of indigenous unethical proorganizational behavior. These findings not only broaden the perspective of understanding unethical proorganizational behaviors, but also establish conceptual foundation for subsequent studies, especially for indigenous researchs.Secondly, this paper solves two central issues in field of organizational ethical that are the antecedents and consequences of unethical proorganizational behaviors, realize the effective combination of unethical proorganizational behavior’s theory and Chinese indigenous elements, achieve the aim of contextualization of unethical proorganizational behavior’s theory, and add new knowledge of unethical proorganizational behavior. These results with Chinese indigenous elements not only have extremely important theoretical significance for rich the theory of organizational ethics, but also provide more targeted and theoretical value managerial implications to control unetihical acts form organization members for our national organization.