An Empirical Study Of Employees' Unethical Pro-Organizational Behavior

Unethical pro-organizational behavior is defined as direct or indirect actions that are intended to promote the effective functioning of the organization or its members,and violate social moral standards.Our research on employee's unethical pro-organizational behavior not only can enrich organization research contents of unethical behavior,but also help people understand the intrinsic mechanism of unethical behavior,and provide a theoretical basis for the future management of unethical behavior of employees.Based on previous research at home and abroad,and interviews,we have compiled a questionnaire of unethical pro-organizational behavior which equipped certain reliability and validity,and discussed the current situation and characteristics of employee's unethical pro-organizational behavior,and the inner relationship among unethical pro-organizational behavior,organizational goals climate,moral disengagement,and guilt proneness.Main conclusions:(1)Unethical pro-organizational behavior is a multi-dimensional structure concept,including four dimensions: direct pro-organizational unethical behavior,indirect pro-organizational unethical behavior,direct pro-organizational members unethical behavior,and indirect pro-organizational members unethical behavior.(2)There are significant differences in the demographic variables such as job level,corporate nature,educational background on employee's unethical pro-organizational behavior.(3)There is a significant positive correlation between organizational goals climate and unethical pro-organizational behavior.There is a significant positive correlation between moral disengagement and unethical pro-organizational behavior.There is a significant negative correlation between guilt proneness and unethical pro-organizational behavior.Organizational goals climate,moral disengagement and guilt proneness can significantly predict unethical pro-organizational behavior.(4)Moral disengagement plays a partial mediating role in the relationship between organizational goals climate and unethical pro-organizational behavior.(5)Guilt proneness play a moderating role in the relationship between organizational goal climate and moral disengagement.Under the low guilt proneness,the organizational goal climate can predict the moral disengagement effectively.Under the high guilt proneness,the organizational goal climate has no significant effect on the moral disengagement.(6)Guilt proneness tends to moderate the indirect relationship between organizational goal climate and unethical pro-organizational behavior through moral disengagement.The indirect effect of low guilt proneness groups is significant,while in the high guilt proneness group,the relationship is not significant.In this study,we mainly adopt the questionnaire survey method to study the structure,current situation and influencing factors of the employee's unethical pro-organizational behavior,and it provides the basis for the management of the unethical behavior of the employees in the future.