A Study Of The Relationship Among Organizational Justice,Counterproductive Work Behavior And Unethical Pro-Organizational Behavior

As an organizational behavior of individuals,Unethical Pro-Organizational Behaviors(UPB)covers both the immoral and pro-organizational characteristics of individual behaviors,and have attracted more and more attention in organizational management in recent years.Meanwhile,as a kind of organizational Behavior of individuals,Counterproductive Work Behavior(CWB)also becomes an important focus of managers in the effective management and improvement of organizational efficiency because it will damage the interests of the organization.In the long run,the UPB and CWB of individuals will have an important impact on the long-term interests and sustainable development of organizations.In reality,individual organizational behavior often shows dynamic and continuity,that is,before and after the behavior will affect each other.The theory of moral cleansing proposes that people will adjust behaviors according to their own moral concepts.When individuals make actions that damage their moral self-image,they will increase subsequent moral behavior.In terms of morality of behavior itself,individuals may reduce UPB after engaging in immoral CWB.However,in the organizational context,UPB may seem less immoral,especially in the context of collectivist culture in China,where CWB may increase UPB.Exactly how CWB affects UPB needs to be verified by empirical or experimental studies.But in the previous academic research,CWB and UPB are taken as the final variables to conduct separate studies,and few scholars combine the two to discuss the relationship.Thus,it is essential to discuss the relationship between CWB and UPB.Based on the theory of moral cleansing,this paper explores the relationship among organizational justice,CWB and UPB,and the role of moral identity in regulating the relationship between CWB and UPB.This paper explores the above topics through two studies.Study 1 examined the relationship between organizational justice,CWB and UPB through a questionnaire survey of 310 employees,and sought to prove the moderating effect of moral identity on CWB and UPB.The results indicate that:(1)Organizational justice can negatively affect UPB;(2)Organizational justice can significantly negatively affect individual's CWB;(3)CWB and its sub-dimensions(interpersonal deviance,organizational deviance)have significant positive effects on UPB;(4)CWB partially mediates the relationship between organizational justice and UPB;(5)Moral identity can regulate the relationship between CWB and UPB.Specifically,moral identity has no significant regulatory effect on the relationship between interpersonal deviance and UPB,but has significant regulatory effect on the relationship between organizational deviance and UPB.Since self-report-based questionnaires are difficult to reflect causal relationships among variables,study 2 designed four real effort experiments to further explore the effects of organizational justice and moral priming on CWB,and to verify the causal relationship between CWB and UPB.Based on the experimental data of 80 participants,the results show that:(1)Under neutral priming,organizational justice has no significant effect on CWB;but under the moral priming,compared with organizational justice,participants will show more CWB under the condition of organizational injustice.(2)Under the condition of organizational justice,compared with neutral priming,the subjects with moral priming exhibited fewer CWB;While under the condition of organizational injustice,there was no significant difference between the subjects with neutral priming and those with moral priming.(3)There is a significant causal relationship between CWB and UPB,and their relationship is positively correlated.(4)Individual moral identity has a significant moderating effect on the relationship between CWB and UPB.In summary,organizational justice has an impact on CWB and UPB,and CWB can play a partial intermediary role between organizational justice and UPB.At the same time,individual organizational behavior often shows dynamic and continuity,and the previous CWB will positively affect its subsequent UPB,and the relationship between the two behaviors will also be affected by moral identity.In organizational management,managers should pay attention to maintaining the organizational justice,and regularly conduct moral education for employees,promote correct values and positive organizational culture.In addition,individuals usually think that UPB is beneficial to the organization,but it is actually not conducive to the long-term development of the organization.Therefore,it is necessary to prevent individuals from committing injustice in the name of the organization.