Moral Disengagement And Counterproductive Work Behavior

Efficiencies and benefits are becoming more and more important with the rapid development of modern economy. However, people overlook the importance of more and organizational climates, which leads to more counterproductive work behaviors. More and more people are beginning to pay attention to the social harm of counterproductive work behaviors considering the problems covering from food and drug safety, engineering quality to traffic accidents, etc. The emergence of counterproductive work behaviors is affected by the lack of moral cognition and good organizational climates. At present, the domestic study related to cause of counterproductive work behaviors in the perspective of individual and organization is very limited. Therefore, the study attempts to analyze the relationship between moral disengagement and counterproductive work behaviors, and the role of organizational ethical climates between them.The purpose of the study was to find the relation among moral disengagement, organizational ethical climates and counterproductive work behaviors. For the purpose, a structured questionnaire was used as the research instrument for this study. The data was collected from562full-time employees in China and was analyzed with the methods of correlation analysis, regression analysis, etc. The findings were as follows:1. Male had higher scores in the counterproductive work behavior than females. Employees that work within two years had higher scores in the counterproductive work behavior than others. Junior staff and junior managers had higher scores in the counterproductive work behavior than middle and top managers.2. Employees that under the age25had higher scores in the moral disengagement than others. Employees with the degree of junior college or senior high school and below had higher scores in the moral disengagement than people with university degree and above.3. The employees of state-owned enterprises and government agencies had higher scores in rule, collective and caring than employees of private enterprise. Employees of private enterprises and state-owned enterprises had higher scores in the organizational ethical climate of self-interest than employees of government agencies. Middle and top managers had highest scores in the collective organizational ethical climate of caring. Junior managers had highest scores in self-interest and profit.4. There was a significant positive relationship between moral disengagement and counterproductive work behavior. There was a significant negative relationship among rule, collective, caring and counterproductive work behavior. There was a significant positive relationship between self-interest and counterproductive work behavior.5. Moral disengagement had a significant positive influence on counterproductive work behavior.6. Organizational ethical climate of rule, collective, caring and profit had moderating effects between moral disengagement and counterproductive work behavior.