The Formation Mechanism Of Unethical Pro-organizational Behavior:a Test Of An Interactive Model

Unethical behavior has always been the focus of theoretical research and management practice.It is well known that Volkswagen Automobile Emission door event and the Sanlu milk powder event have caused great damage to the health of the consumers and the future development of enterprises.Many events have made people gradually pay attention to the unethical pro-organizational behavior.In view of the bad consequences caused by unethical pro-organizational behavior.,it is urgent to study its producted mechanism.In this paper,we will discuss the mechanism of unethical pro-organizational behavior by combining the two aspects of "pro-organization" and "non-ethics".In this paper,we build a theoretical model with the leader-member exchange relationship and job insecurity as independent variables,unethical pro-organizational behavior as the dependent variable and the individual-collectivism as the moderated variable.The statistical analysis software SPSS19.0 and the structural equation model software AMOS21.0 are used to carry out the correlation of the 210 valid questionnaires and data processing.This paper mainly uses descriptive statistics,confirmatory factor analysis,correlation analysis,regression analysis and other data statistical analysis methods to verify the proposed research hypothesis and theoretical model,and we will discuss the empirical results.The results of this study are as follows:(1)Leader member exchange relationship has a positive impact on unethical pro-organizational behavior.The conclusion of the study shows that when there is a high exchange relationship between leaders and members,leaders will have a high degree of trust in employees and maintain the value of their employees.It will give employees more opportunities and respect.Employees in the sense of trust,respect,and more resources are perceived by the leadership,and employees will be motivated by the rewards of organization and leadership,and then make unethical pro-organizational behavior to safeguard the interests of the enterprise.(2)Job insecurity positively affects employees' unethical pro-organizational behavior.The conclusion shows that job insecurity can cause a sense of stress,persistent threats and negative reactions.Scholars point out that the persistent threats of loss of work will result in emotional exhaustion and exhaustion of body and mind.In order to reduce the threat of losing jobs,employees will do unethical pro-organizational behavior to enable enterprises to understand their value.In other words,the generation of unethical pro-organizational behavior is closely related to the generation of job insecurity.The higher the degree of job insecurity it is,the greater the likelihood that individuals will make unethical pro-organizational behavior.(3)Work insecurity and leader member exchange relationship interact positively with unethical proorganizational behavior.The results show that subordinates get more support on material and spiritual aspects in high quality exchange relationship.At the same time,employees in enterprises are facing the threat of unknown job loss.The threat of losing jobs will undoubtedly bring enormous physical and mental pressure to employees.Under the dual role of high quality leaders' exchange relationship and high degree of job insecurity,employees are more likely to make unethical pro-organizational behavior.(4)Collectivism has a positive moderating effect on the relationship between job insecurity and unethical pro-organizational behavior.This study shows that collectivist employees are more likely to do unethical behavior than individualistic employees when they face job insecurity.Collectivism is more responsive to work insecurity and work stress,and collectivist is more likely to make pro-organization unethical behavior.