Research On The Relationship Between Employee's Performance Pressure And Unethical Pro-organizational Behavior

With the continuous development of the economy and increasingly fierce competition,the influence of the commercial society on people's life is growing.While enjoying the convenience brought by the commercial society,people have also become victims of the commercial society.A number of well-known business scandals,such as the "Enron Incident","Sanlu Milk Powder Incident"and"Volkswagen Outlet Valve Incident",all reflect the serious consequences of unethical behavior in the enterprise.The deception,theft,and tampering of data in the companies have caused scholars' attention to these immoral and non-ethical behaviors in the past decade and have achieved certain research results.But one type of non-ethical behavior has caused Umphress(2010)'s attention,such as deceiving consumer product quality,exaggerating company services,etc.,why employees will implement such immoral but good for organizational behavior?so they proposed "un ethical pro-organizational behavior".This kind of behavior characterized by pro-organization is often ignored or even acquiesced by the manager.In the long run,such non-ethical behaviors have an immeasurable negative impact on the ethical atmosphere of the organization,long-term performance,consumer's willingness.to purchase,and corporate reputation.Therefore,exploring the antecedent variables and mechanism of action generated by such behaviors is of great significance both in theory and in practice.At present,the research on the unethical pro-organazitional behavior's pre-factors mainly focuses on some pro-organizational factors,such as leadership trust,organizational identity and other organizational levels' factors,while ignoring the related influences of other stimulating factors on non-ethical behaviors.Based on the theory of social exchange,resource protection theory and resource allocation theory,this paper proposes a moderated mediating model to verify the mechanism of action and boundary conditions of performance pressure on unethical pro-organizational behavior.Through empirical research methods,my research explores how to generate unethical pro-organizational behavior under performance pressure.In addition,this paper attempts to explore whether there is a change in the mediating effect of job insecurity on performance pressure and unethical pro-organizational behavior under the differences of individual factors in different organizational identificationThis article is mainly including the following sections.The first part,the introduction.This chapter mainly introduces the research background,and then puts forward the research questions and research significance,research content and framework,research objects and methods,and possible innovations in this paper.The second part is a literature review.This chapter is mainly to sort out and summarize the concepts and related research of the variables to be studied.The third part,research design.This chapter mainly proposes the research hypothesis of this paper based on the theory and previous research results,and proposes the scale used in this study.The fourth part,data statistics and testing.This chapter mainly uses SPSS,AMOS,Process and other statistical analysis software to descriptive analysis,reliability and validity test,correlation analysis,regression analysis and so on.The purpose is to validate and provide data support for the hypotheses proposed in this study.In the fifth part,this chapter mainly summarizes the previous theoretical analysis and data test,and obtains the research results of this study.According to the research results,author put forward some practical management suggestions for the business manager.At the same time,frankly put forward the inadequacies and improvements of the research design,operation and other aspects of this article,laying the foundation for further research in the future.The innovations of this paper mainly have the following two points:First,this study establishes a moderated mediating model to test the relationship between performance pressure,job insecurity,unethical pro-organizational behavior and organizational identification.The study of unethical pro-organizational behavior's antecedent variable mainly focuses on positive pro-organizational factors such as leadership style,subordinate relationship and organizational commitment,while neglecting some stimulating factors can also stimulate such non-ethical behaviors in the workplace,such as workplace exclusion,performance pressure,etc.Second,this study also shows that organizational identification is not only closely related to positive attitudes and behaviors in organizations in past empirical research,but also has potential impact on the occurrence of non-ethical behaviors in organizations.The negative effects of organizational identification are often ignored by managers,and even mistakenly believe that employees are more loyal to the organization and more recognized.But in fact,excessive recognition will create a distorted love,and thus behavior that ignores ethics and is not conducive to the long-term development of the organization.