The Influence Of Employee Performance And Family-to-Work Interference On Unethical Pro-Organizational Behavior:the Mediating Effect Of Perceived Role Fulfillment

In recent 20 years,there are more and more scandals about employees actively unethically behave(e.g.,concealing complaints and using cheating software)to protect their companies' images and help their companies to pass certain test.The scandals have resulted that the companies assume huge economic losses and reputation damage.To reflect the phenomenon and further explore the cause,Umphress et al.(2011)presented the concept of unethical pro-organizational behavior(UPB).There have been an increasing number of research about this concept in the field of organizational behavior.Most of prior studies are rooted in the self-serving motives,while very few focus on pro-organizational motives.As a result,there is little knowledge about its motives of unethical pro-organizational behavior and cognitive process.Therefore,it is very important to investigate what influence unethical pro-organizational behavior in the workplace and the cognitive process of behavioral decision from both theoretical and practical perspectives.On the basis of social role theory,this paper,mixing with social exchange theory and social identity theory,presents a theoretical model of unethical pro-organizational behavior.The research hypothesized job performance and family-to-work interference would respectively interfere and promote unethical pro-organizational behavior,and employee perceived role fulfillment would mediate the two paths.In addition,this paper first investigates the moderating effects of perceived organizational support and organizational identification as boundary conditions.To test the hypotheses,the author conducts two time-separate survey studies.Study 1 was a two-wave survey study targeting sales representatives in a big pharmaceutical company in Nanjing with a final sample of 234.To test the cross-cultural validity,Study 2 was a three-wave online survey study targeting full-time employees working in US companies,collecting a final sample of 244.Through two studies,the paper find(1)employee perceived job fulfillment is negatively related to unethical pro-organizational behavior;(2)employee perceived role fulfillment mediates the negative correlation between work performance and unethical pro-organizational behavior;(3)employee perceived role fulfillment mediates the positive correlation between family-work inteference and unethical pro-organizational behavior;(4)employee perceived organizational support moderates the mediating effect of perceived role fulfillment between job performance and unethical pro-organizational behavior,and also between family-to-work inteference and unethical pro-organizational behavior;(5)organizational identification moderates the mediating effect of perceived role fulfillment between job performance and unethical pro-organizational behavior and between family-work interference,and also unethical pro-organizational behavior.This paper has some contribution to the literature of employee unethical pro-organizational behavior,employee-organizational relationship,work-family conflict,and performance management.In addition,it has also practical implications for decreasing UPB in the workplace,encouraging work-family balance,and managing performance expectation.Finally,the author expects future studies to pay more attention to unethical pro-organizational behavior,like exploring other factors involving employee-organization relationship and its boundary conditions.Future research can also explore the effect of job performance and outcomes of employee perceived role fulfillment.