Good Things Come To Good?How Does Employee’s Unethical Pro-organizational Behavior Relate To Moral Stigma And Turnover Intention?

It is becoming more and more common for companies to engage in unethical behavior for profit due to the rapid development of the economy.Previous studies on unethical behavior generally concluded that employees may be motivated to commit unethical behaviors for their own selfish interests,but as times change,scholars have gradually realized that there are other motives for employees to violate social moral norms,and some employees may commit unethical behaviors represented by distortion of facts and false propaganda for the benefit of the organization at the expense of external groups such as customers and competitors,namely UPB.But is such behaviour really beneficial in the long run? What kind of impact will the UPBs implemented by employees for the benefit of the organization have on the employees themselves? In the current context where such unethical pro-organizational behaviors are becoming more and more prevalent and enterprises tend to condone or even encourage them for shortterm benefits,there is an urgent need for theoretical studies to clarify the possible longterm harm caused by such behaviors.Only when the company and its employees are made aware that UPB is a short-sighted behavior,and the harmfulness of such behavior to the company itself and its employees is fully disclosed,and its nature of "a delicious poisonous wine" is revealed,will the company and its employees take effective measures to suppress or stop it,and only then can the company and its employees be guided to pursue ethical sustainable development.In view of this,this study investigates the personal consequences of UPB from the perspective of self-awareness emotion,and explores the underlying mechanisms and boundary conditions.In order to fully test the relevant hypotheses,two studies were conducted in this thesis.Study 1 is a situational experimental study including 96 participants,which intends to verify the causal relationship between UPB and moral stigma,and to explore the moderating role of perceived organizational political climate between the two.Since Study 1 was a manipulation test of partial hypotheses in a controlled setting,to improve external validity and test the overall hypothesis,this study continued with a three-point field study with 306 participants,incorporating downstream consequences centered on the turnover intention into the test model.Together,the two studies yielded the following findings.(1)There is a positive correlation between employees’ UPB and moral stigma;There is a positive correlation between employees’ moral stigma and turnover intention.Moral stigma mediates the positive correlation between UPB and turnover intention.(2)The indirect relationship between employees’ UPB and moral stigma is moderated by the perceived organizational political climate,and this relationship is more obvious when the organization has a high political climate;Moreover,perceived organizational political climate moderates the influence of UPB on employee turnover intention through moral stigma.When perceived organizational political climate is high,the relationship is positive.In conclusion,this study explores the mechanism of the effect of UPB on employees’ personal negative influence from the level of individual perceptions based on self-awareness emotion theory,which not only theoretically enriches the outcome variables of UPB and broadens the research ideas of UPB,but also practically provides insights into how managers should regulate it.