Abstract
This study examines the dual-edged sword effect of unethical pro-organizational behavior (UPB) by considering employees' participation in UPB and its impact on work engagement and burnout. Drawing on Appraisal Theories of Emotion, we explore the emotional experiences of pride and shame that arise from UPB engagement and their subsequent effects on work-related outcomes. Two studies, comprising experiments and surveys, were conducted to test the hypotheses derived from our theoretical model. The findings reveal a distinct pattern based on the ethical climate within which UPB occurs. In a low ethical climate, employees who engage in UPB develop feelings of pride, leading to reduced job burnout and increased work engagement. However, in a highly ethical climate, UPB participation triggers experiences of shame, resulting in increased burnout and decreased work engagement. These results provide valuable insights into the complexity of UPB and its consequences, shedding light on the importance of ethical climate as a moderating factor. The implications of our findings are discussed in terms of both theoretical advancements and practical implications for organizations. Furthermore, this study identifies avenues for future research in this domain.
This is a preview of subscription content, log in via an institution to check access.
Similar content being viewed by others
Data availability
The datasets generated during and/or analysed during the current study are available from the corresponding author on reasonable request.
References
Ali Awad, N. H., & Al-Anwer Ashour, H. M. (2022). Crisis, ethical leadership and moral courage: Ethical climate during COVID-19. Nursing Ethics, 29(6), 1441–1456. https://doi.org/10.1177/09697330221105636
Bae, S.-Y., & Kim, S. (2018). Analysis of Convergent Influence of Organizational Commitment Questionnaire, Type A Behavior Pattern and Depression on Job Burnout among Hospital Administrative Staff. Journal of Digital Convergence, 16(3), 345–351. https://doi.org/10.14400/JDC.2018.16.3.345
Barrett, L. F., & Bliss-Moreau, E. (2009). She’s emotional He’s having a bad day: Attributional explanations for emotion stereotypes. Emotion, 9(5), 649. https://doi.org/10.1037/a0016821
Bazzoli, A., & Probst, T. M. (2022). COVID-19 moral disengagement and prevention behaviors: The impact of perceived workplace COVID-19 safety climate and employee job insecurity. Safety Science, 150, 105703. https://doi.org/10.1016/j.ssci.2022.105703
Bellora-Bienengräber, L., Radtke, R. R., & Widener, S. K. (2022). Counterproductive work behaviors and work climate: The role of an ethically focused management control system and peers’ self-focused behavior. Accounting, Organizations and Society, 96, 101275. https://doi.org/10.1016/j.aos.2021.101275
Bonner, J. M., Greenbaum, R. L., & Quade, M. J. (2017). Employee unethical behavior to shame as an indicator of self-image threat and exemplification as a form of self-image protection: The exacerbating role of supervisor bottom-line mentality. Journal of Applied Psychology, 102(8), 1203–1221. https://doi.org/10.1037/apl0000222
Brislin, R. W. (1986). The wording and translation of research instruments. In W. J. Lonner & J. W. Berry (Eds.), Field methods in cross-cultural research (pp. 137–164). Sage Publications, Inc.
Bryant, W., & Merritt, S. M. (2021). Unethical pro-organizational behavior and positive leader–employee relationships. Journal of Business Ethics, 168(4), 777–793. https://doi.org/10.1007/s10551-019-04211-x
Byrne, K. A., & Ghaiumy Anaraky, R. (2020). Strive to win or not to lose? Age-related differences in framing effects on effort-based decision-making. The Journals of Gerontology: Series B, 75(10), 2095–2105. https://doi.org/10.1093/geronb/gbz136
Castilla, E. J., & Benard, S. (2010). The paradox of meritocracy in organizations. Administrative Science Quarterly, 55(4), 543–676. https://doi.org/10.2189/asqu.2010.55.4.54
Changqin, Y., Yajun, Z., & Lu, L. (2021). Employee-oriented csr and unethical pro-organizational behavior: The role of perceived insider status and ethical climate rules. Sustainability, 13(12), 6613. https://doi.org/10.3390/su13126613
Chaoping, L., & Kan, S. (2003). The influence of distributive justice and procedural justice on job burnout. Acta Psychologica Sinica, 35(5), 677–684. https://doi.org/10.3969/j.issn.1673-5218.2009.12.005
Chatman, J. A., & Flynn, F. J. (2005). Full-cycle micro-organizational behavior research. Organization Science, 16(4), 434–447. https://doi.org/10.1287/orsc.1050.0136
Van Dam, K., Oreg, S., & Sverdlik, N. (2019). Affective and cognitive responses to organizational change: The role of appraisal processes. In Emotions 2019: 7th International conference on emotions, well-being, and health. Tilburg, Netherlands: Tilburg University. https://research.ou.nl/en/publications/affective-and-cognitive-responses-to-organizational-change-the-ro
Daniels, M. A., & Robinson, S. L. (2019). The Shame of It All: A Review of Shame in Organizational Life. Journal of Management, 45(6), 2448–2473. https://doi.org/10.1177/0149206318817604
Decoster, S., Stouten, J., & Tripp, T. M. (2021). When employees retaliate against self-serving leaders: The influence of the ethical climate. Journal of Business Ethics, 168(1), 195–213. https://doi.org/10.1007/s10551-019-04218-4
Defoe, I. N., Dubas, J. S., Figner, B., & Van Aken, M. A. (2015). A meta-analysis on age differences in risky decision making: Adolescents versus children and adults. Psychological Bulletin, 141(1), 48. https://doi.org/10.1037/a0038088
Drăghici, T. A., & Ilie, O.-A. (2022). Adapting the University Ethical Climate, a Necessity in the Pandemic Context. Ethics and Deontology, 1(02), 31–40. https://doi.org/10.52744/RED.2021.02.04
Edwards, J. R., & Lambert, L. S. (2007). Methods for integrating moderation and mediation: A general analytical framework using moderated path analysis. Psychological Methods, 12(1), 1. https://doi.org/10.1037/1082-989X.12.1.1
Elshaer, I. A., Azazz, A. M. S., & Saad, S. K. (2022). Unethical organization behavior: Antecedents and consequences in the tourism industry. International Journal of Environmental Research and Public Health, 19(9), 4972. https://doi.org/10.3390/ijerph19094972
Esbati, Z., & Korunka, C. (2021). Does intragroup conflict intensity matter? The moderating effects of conflict management on emotional exhaustion and work engagement. Frontiers in Psychology, 12, 614001. https://doi.org/10.3389/fpsyg.2021.614001
Fehr, R., Welsh, D., Yam, K. C., Baer, M., Wei, W., & Vaulont, M. (2019). The role of moral decoupling in the causes and consequences of unethical pro-organizational behavior. Organizational Behavior and Human Decision Processes, 153, 27–40. https://doi.org/10.1016/j.obhdp.2019.05.007
Folkman, S. (2020). Stress: Appraisal and coping. In Encyclopedia of behavioral medicine (pp. 2177–2179). New York, NY: Springer. https://doi.org/10.1007/978-1-4419-1005-9_215
Freudenberger, H. J. (1974). Staff Burn-Out. Journal of Social Issues, 30(1), 159–165. https://doi.org/10.1111/j.1540-4560.1974.tb00706.x
Funk, L., Spencer, D., & Herron, R. (2021). Making sense of violence and victimization in health care work: The emotional labour of ‘not taking it personally.’ International Review of Victimology, 27(1), 94–110. https://doi.org/10.1177/0269758020953760
Gabriel, A. S., Butts, M. M., Chawla, N., Veiga, S. P., & d. M., Turban, D. B., & Green, J. D. (2022). Feeling Positive, Negative, or Both? Examining the Self-Regulatory Benefits of Emotional Ambivalence. Organization Science, 33(6), 2477–2495. https://doi.org/10.1287/orsc.2021.1553
Gausel, N., Vignoles, V., & Leach, C. (2016). Resolving the paradox of shame: Feelings about moral failure and risk to social image explain pro-social and self-defensive motivation. Motivation and Emotion, 40, 118–139. https://doi.org/10.1007/s11031-015-9513-y
Gigol, T. (2020). Influence of Authentic Leadership on Unethical Pro-Organizational Behavior: The Intermediate Role of Work Engagement. Sustainability, 12, 1182. https://doi.org/10.3390/su12031182
González-Gómez, H. V., & Richter, A. W. (2015). Turning shame into creativity: The importance of exposure to creative team environments. Organizational Behavior and Human Decision Processes, 126, 142–161. https://doi.org/10.1016/j.obhdp.2014.09.004
Grabowski, D., Chudzicka-Czupała, A., Chrupała-Pniak, M., Mello, A. L., & Paruzel-Czachura, M. (2019). Work ethic and organizational commitment as conditions of unethical pro-organizational behavior: Do engaged workers break the ethical rules? International Journal of Selection and Assessment, 27(2), 193–202. https://doi.org/10.1111/ijsa.12241
Graham, K. A., Resick, C. J., Margolis, J., Shao, P. T., Hargis, M. B., & Kiker, J. (2020). Egoistic norms, organizational identification, and the perceived ethicality of unethical pro-organizational behavior: A moral maturation perspective. Human Relations, 73, 1249–1277.
Hofmann, D. A., & Gavin, M. B. (1998). Centering decisions in hierarchical linear models: Implications for research in organizations. Journal of Management, 24(5), 623–641. https://doi.org/10.1177/014920639802400504
Hou, B., Hong, J., Zhu, K., & Zhou, Y. (2019). Paternalistic leadership and innovation: The moderating effect of environmental dynamism. European Journal of Innovation Management, 22(3), 562–582. https://doi.org/10.1108/EJIM-07-2018-0141
Hyun, M. Y., Gao, L., & Lee, S. (2021). Corporate social responsibility (CSR), ethical climate and pride in membership moderated by casino dealers’ customer orientation. International Journal of Contemporary Hospitality Management, 33(10), 3256–3276. https://doi.org/10.1108/IJCHM-01-2021-0083
Jiang, W., Liang, B., & Wang, L. (2022). The double-edged sword effect of unethical pro-organizational behavior: The relationship between unethical pro-organizational behavior, organizational citizenship behavior, and work effort. Journal of Business Ethics, 183(4), 1159–1172. https://doi.org/10.1007/s10551-021-05034-5
Jinxi, L., Wendian, S., & Hou, L. (2022). Unethical pro-organizational behavior: Research review and prospect. Psychological research, 15(2), 141–151. https://doi.org/10.19988/j.cnki.issn.2095-1159.2022.02.008
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692–724. https://doi.org/10.5465/256287
Kahn, W. A. (1992). To be fully there: Psychological presence at work. Human Relations, 45(4), 321–349. https://doi.org/10.1177/001872679204500402
Kang-Hwa, S., Hung-Yi, L., & Yuan, X. (2020). The influence of humble leadership on unethical proorganizational behavior: Sequentially mediated by leader trust and perceived insider status. Clausius Press. https://www.clausiuspress.com/conferences/LNEMSS/ICEMGD%202020/447.pdf
Karimi, M. N., & Fallah, N. (2021). Academic burnout, shame, intrinsic motivation and teacher affective support among Iranian EFL learners: A structural equation modeling approach. Current Psychology, 40(4), 2026–2037. https://doi.org/10.1007/s12144-019-0138-2
Kasa, M., & bin Yatim, A., Enchang, F., Yong, D., & Ramli, N. (2020). Job Burnout and Job Engagement Dimensions Among Hotel Employees in Sarawak: What Is the Relationship? Research in World Economy, 11(6), 207–212. https://doi.org/10.5430/rwe.v11n6p207
Kim, Y. K., & Kammeyer-Mueller, J. (2018). Antecedents and consequences of self-conscious emotions at work: Guilt, shame, and pride. Academy of Management Proceedings, 2018(1), 14897. https://doi.org/10.5465/AMBPP.2018.14897abstract
Kline, R. B. (2015). Principles and practice of structural equation modeling. Guilford publications.
Kraemer, T., Gouthier, H. J., & M. (2014). How organizational pride and emotional exhaustion explain turnover intentions in call centers. Journal of Service Management, 25(1), 125–148. https://doi.org/10.1108/JOSM-07-2013-0173
Lazarus, R. S. (1991). Progress on a cognitive-motivational-relational theory of emotion. American Psychologist, 46(8), 819–834. https://doi.org/10.1037//0003-066x.46.8.819
Lee, K.-J., & Lee, S.-Y. (2021). Cognitive appraisal theory, memorable tourism experiences, and family cohesion in rural travel. Journal of Travel & Tourism Marketing, 38(4), 399–412. https://doi.org/10.1080/10548408.2021.1921094
Lewis, H. B. (1971). Shame and guilt in neurosis. Psychoanalytic Review, 58(3), 419–438.
Lewis, M., Haviland-Jones, J. M., & Barrett, L. F. (2010). Handbook of emotions. Guilford Press.
Lewis, M. (2008). Self-conscious emotions: Embarrassment, pride, shame, and guilt. In Handbook of emotions, 3rd ed. The Guilford Press.
Lian, H., Huai, M., Farh, J.-L., Huang, J.-C., Lee, C., & Chao, M. M. (2022). Leader unethical pro-organizational behavior and employee unethical conduct: Social learning of moral disengagement as a behavioral principle. Journal of Management, 48(2), 350–379. https://doi.org/10.1177/0149206320959699
Luan, Y., Zhao, K., Wang, Z., & Hu, F. (2022). Exploring the antecedents of unethical pro-organizational behavior (UPB): A meta-analysis. Journal of Business Ethics, 187(1), 119–136. https://doi.org/10.1007/s10551-022-05269-w
Malik, M. F., & Akhtar, S. (2017). Effect of Emotional Ambivelance on Employee Creativity. Journal of Hotel & Business Management, 6(2), 1–5. https://doi.org/10.4172/2169-0286.1000166
Malloy, D. C., & Agarwal, J. (2001). Ethical climate in nonprofit organizations: Propositions and implications. Nonprofit Management and Leadership, 12(1), 39–54. https://doi.org/10.1002/nml.12104
C. Maslach, S. E. J., M.P. Leiter. (1996). Maslach Burnout Inventory-General Survey. Consulting Psychologists Press.
May, D. R., Gilson, R. L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77(1), 11–37. https://doi.org/10.1348/096317904322915892
McDonald, B., Böckler, A., & Kanske, P. (2022). Soundtrack to the social world: Emotional music enhances empathy, compassion, and prosocial decisions but not theory of mind. Emotion, 22(1), 19–29. https://doi.org/10.1037/emo0001036
Michel, E. J. (2018). Why, When, and How Work Engagement Leads to Performance: The Effects of Self-Construal and Pride. Academy of Management Proceedings, 2018(1), 14644. https://doi.org/10.5465/AMBPP.2018.14644abstract
Minglong, W. (2009). Structural equation modelling: AMOS operations and applications. Chongqing University Press.
Miocevic, D. (2021). Investigating strategic responses of SMEs during COVID-19 pandemic: A cognitive appraisal perspective. BRQ Business Research Quarterly, 26(4), 313–326. https://doi.org/10.1177/23409444211005779
Mishra, M., Ghosh, K., & Sharma, D. (2022). Unethical pro-organizational behavior: A systematic review and future research agenda. Journal of Business Ethics, 179(1), 63–87. https://doi.org/10.1007/s10551-021-04764-w
Muller, D., Judd, C. M., & Yzerbyt, V. Y. (2005). When moderation is mediated and mediation is moderated. Journal of Personality and Social Psychology, 89(6), 852. https://doi.org/10.1037/0022-3514.89.6.852
Naiyananont, P., & Smuthranond, T. (2017). Relationships between ethical climate, political behavior, ethical leadership, and job satisfaction of operational officers in a wholesale company, Bangkok Metropolitan region. Kasetsart Journal of Social Sciences, 38(3), 345–351. https://doi.org/10.1016/j.kjss.2016.07.005
Ng, T. W., Yam, K. C., & Aguinis, H. (2019). Employee perceptions of corporate social responsibility: Effects on pride, embeddedness, and turnover. Personnel Psychology, 72(1), 107–137. https://doi.org/10.1111/peps.12294
Pecino, V., Mañas, M. A., Díaz-Fúnez, P. A., Aguilar-Parra, J. M., Padilla-Góngora, D., & López-Liria, R. (2019). Organisational Climate, Role Stress, and Public Employees’ Job Satisfaction. International Journal of Environmental Research and Public Health, 16(10), 1792. https://doi.org/10.3390/ijerph16101792
Preacher, K. J., Zyphur, M. J., & Zhang, Z. (2010). A general multilevel SEM framework for assessing multilevel mediation. Psychological Methods, 15(3), 209–233. https://doi.org/10.1037/a0020141
Preacher, K. J., Zhang, Z., & Zyphur, M. J. (2016). Multilevel structural equation models for assessing moderation within and across levels of analysis. Psychological Methods, 21(2), 189. https://doi.org/10.1037/met0000052
Qingzhu, S. (2012). The Self-Conscious Emotion and Deviant Behavior of Athletes;the Regulating Function of Organizational Ethical Climate. Journal of Shanghai University of Sport, 36(6), 91–95. https://doi.org/10.16099/j.cnki.jsus.2012.06.022
Rhéaume, A. (2022). Job characteristics, emotional exhaustion, and work–family conflict in nurses. Western Journal of Nursing Research, 44(6), 548–556. https://doi.org/10.1177/01939459211005712
Rinas, R., Dresel, M., Hein, J., Janke, S., Dickhäuser, O., & Daumiller, M. (2020). Exploring University Instructors’ Achievement Goals and Discrete Emotions. Frontiers in Psychology, 11, 1484. https://doi.org/10.3389/fpsyg.2020.01484
Russell, J. A., & Carroll, J. M. (1999). On the bipolarity of positive and negative affect. Psychological Bulletin, 125(1), 3. https://doi.org/10.1037/0033-2909.125.1.3
Sai, L. (2020). Understanding Ambivalence as an Emotional Response to Organizational Change under New Public Management: A Study of English Housing Associations. Open University.
Saleh, T. A., Mehmood, W., Khan, J., & Jan, F. U. (2022). The Impact of Ethical Leadership on Employees Turnover Intention: An Empirical Study of the Banking Sector in Malaysia. The Journal of Asian Finance, Economics and Business, 9(2), 261–272. https://doi.org/10.13106/jafeb.2022.vol9.no2.0261
Sallehhuddin, A., Masuod, M. S., & Said, A.-M. A. (2011). An analysis of organization ethical climate influence, intention and socially responsible investment behavior among unit trust fund managers in Malaysia. In Society of Interdisciplinary Business Research (SIBR) 2011 Conference on Interdisciplinary Business Research Paper No. 2011-178. https://doi.org/10.2139/ssrn.1867870
Sanders, S., Wisse, B., Van Yperen, N. W., & Rus, D. (2018). On Ethically Solvent Leaders: The Roles of Pride and Moral Identity in Predicting Leader Ethical Behavior. Journal of Business Ethics, 150(3), 631–645. https://doi.org/10.1007/s10551-016-3180-0
Saragih, S. M., Yustina, A. I., & Dewi, C. N. (2021). Reinforcing Moral Disengagement in the Relationship of Ethical Leadership on Employee Task Performance. Jurnal Akuntansi, Ekonomi Dan Manajemen Bisnis, 9(2), 175–188.
Shafer, W. E. (2015). Ethical climate, social responsibility, and earnings management. Journal of Business Ethics, 126(1), 43–60. https://doi.org/10.1007/s10551-013-1989-3
Shah, M., Sarfraz, M., Khawaja, K. F., & Tariq, J. (2020). Does narcissism encourage unethical pro-organizational behavior in the service sector? A case study in Pakistan. Global Business and Organizational Excellence, 40(1), 44–57. https://doi.org/10.1002/joe.22062
Shweder, R. A. (1993). Everything You Ever Wanted to Know About Cognitive Appraisal Theory Without Being Conscious of It. Psychological Inquiry, 4(4), 322–342. https://doi.org/10.1207/s15327965pli0404_17
Sincero, S. M. (2012). Stress and Cognitive Appraisal. https://explorable.com/stress-and-cognitive-appraisal
Sonnentag, S., Mojza, E. J., Binnewies, C., & Scholl, A. (2008). Being engaged at work and detached at home: A week-level study on work engagement, psychological detachment, and affect. Work & Stress, 22(3), 257–276.
Stebbins, O. L. (2021). Shame proneness as a vulnerability factor for negative emotions in the context of interpersonal stressors: An experience sampling study. Doctoral dissertation, Seattle Pacific University.
Stiles, P., & Support Manager, R. (2008). Working Paper Series the Negative Side of Motivation: the Role of Shame. https://www.jbs.cam.ac.uk/wp-content/uploads/2020/08/wp0807.pdf
Sufi, A. F., Raja, U., & Butt, A. N. (2023). Impact of Peer Unethical Behaviors on Employee Silence: The Role of Organizational Identification and Emotions. Journal of Business Ethics. https://doi.org/10.1007/s10551-023-05397-x
Tang, P. M., Yam, K. C., & Koopman, J. (2020). Feeling proud but guilty? Unpacking the paradoxical nature of unethical pro-organizational behavior. Organizational Behavior and Human Decision Processes, 160, 68–86. https://doi.org/10.1016/j.obhdp.2020.03.004
Tangney, J. P., & Dearing, R. L. (2003). Shame and guilt. Guilford Press.
Tangney, J. P. (1995). Self-conscious emotions: The psychology of shame, guilt, embarrassment, and pride. In (pp. 114–139). Guilford Press.
Taolin, W., Yong, Z., Hao, Z., & Junwei, Z. (2020). The negative effects and underlying mechanisms of unethical pro-organizational behavior. Advances in Psychological Science, 28(8), 1246–1255. https://doi.org/10.3724/sp.J.1042.2020.01246
Thau, S., Derfler-Rozin, R., Pitesa, M., Mitchell, M. S., & Pillutla, M. M. (2015). Unethical for the sake of the group: Risk of social exclusion and pro-group unethical behavior. Journal of Applied Psychology, 100(1), 98–113. https://doi.org/10.1037/a0036708
Tianfei, Y. (2018). A study on the relationship of employee recognition and work engagement mediated by happiness and pride. Master's dissertation, Wuhan University.
Todorova, G., Bear, J. B., & Weingart, L. R. (2014). Can conflict be energizing? a study of task conflict, positive emotions, and job satisfaction. Journal of Applied Psychology, 99(3), 451–467. https://doi.org/10.1037/a0035134
Tracy, J. L., & Robins, R. W. (2006). Appraisal Antecedents of Shame and Guilt: Support for a Theoretical Model. Personality and Social Psychology Bulletin, 32(10), 1339–1351. https://doi.org/10.1177/0146167206290212
Tricahyadinata, I., Hendryadi, S., Zainurossalamia Za, S., & Riadi, S. S. (2020). Workplace incivility, work engagement, and turnover intentions: Multi-group analysis. Cogent Psychology, 7(1), 1743627. https://doi.org/10.1080/23311908.2020.1743627
Tsiavia, N. (2016). Unethical pro-organizational behavior (UBP): Concept and studies evolution. Science Journal of Business and Management, 4(2), 34–41. https://doi.org/10.11648/j.sjbm.20160402.13
Umphress, E. E., & Bingham, J. B. (2011). When Employees Do Bad Things for Good Reasons: Examining Unethical Pro-Organizational Behaviors. Organization Science, 22(3), 621–640. https://doi.org/10.1287/orsc.1100.0559
Umphress, E. E., Bingham, J. B., & Mitchell, M. S. (2010). Unethical behavior in the name of the company: The moderating effect of organizational identification and positive reciprocity beliefs on unethical pro-organizational behavior. Journal of Applied Psychology, 95(4), 769. https://doi.org/10.1037/a0019214
Victor, B., & Cullen, J. B. (1988). The organizational bases of ethical work climates. Administrative Science Quarterly, 33(1), 101–125. https://doi.org/10.2307/2392857
Walker, R., & Walker, R. (2014). Constructions of shame. In The Shame of Poverty (pp. 32–48). Oxford University Press. https://doi.org/10.1093/acprof:oso/9780199684823.003.0003
Wang, X., Zheng, X. J., & Zhao, S. (2022). Repaying the debt: An examination of the relationship between perceived organizational support and unethical pro-organizational behavior by low performers. Journal of Business Ethics, 179(3), 697–709. https://doi.org/10.1007/s10551-021-04809-0
Wang, H.-J., Jiang, L., Xu, X., Zhou, K., & Bauer, T. N. (2023). Dynamic relationships between leader–member exchange and employee role-making behaviours: The moderating role of employee emotional ambivalence. Human Relations, 76(6), 926–951. https://doi.org/10.1177/00187267221075253
Wei, S., & Juhee, H. (2022). A multi-level study on whether ethical climate influences the affective well-being of millennial employees. Frontiers in Psychology, 13, 1028082. https://doi.org/10.3389/fpsyg.2022.1028082
Weijiong, W., Yi, L., Hong, L., & Xuexian, X. (2012). The Chinese Indigenous Psychological Capital and Career Well-being. Acta Psychologica Sinica, 44(10), 1349–1370. https://doi.org/10.3724/SP.J.1041.2012.01349
Woehr, D. J., Loignon, A. C., Schmidt, P. B., Loughry, M. L., & Ohland, M. W. (2015). Justifying aggregation with consensus-based constructs: A review and examination of cutoff values for common aggregation indices. Organizational Research Methods, 18(4), 704–737. https://doi.org/10.1177/1094428115582090
Xiaochen, W., Xinjie, G., & Qing, L. (2018). The Influence of Unethical Pro-Organizational Behavior on Career Development: A Moderated Mediation of Cross Level. Journal of Psychological Science, 41(3), 7. CNKI:SUN:XLKX.0.2018-03-021.
Xing, L., Sun, J.-M., & Jepsen, D. (2021). Feeling shame in the workplace: Examining negative feedback as an antecedent and performance and well-being as consequences. Journal of Organizational Behavior, 42(9), 1244–1260. https://doi.org/10.1002/job.2553
Xiong, G., Huang, H., Ma, Y., Liang, C., & Wang, H. (2021). Abusive Supervision and Unethical Pro-Organizational Behavior: The Mediating Role of Status Challenge and the Moderating Role of Leader-Member Exchange. SAGE Open, 11(3), 21582440211033560. https://doi.org/10.1177/21582440211033560
Xu, L., & Wang, J. (2020). Influence of Challenge-Hindrance Stressors on Unethical Pro-Organizational Behavior: Mediating Role of Emotions. Sustainability, 12, 7576.
Xue, Q., & Zan, L. (2012). Opening the door to accounting change. Transformations in Chinese public sector accounting. Accounting History Review, 22(3), 269–299. https://doi.org/10.1080/21552851.2012.724912
Yan, Q., Sui, Y., & Hao, X. (2021). Explanatory mechanism and theoretical model of unethical pro-organizational behavior. Advances in Psychological Science, 29(2), 338–352. https://doi.org/10.3724/SP.J.1042.2021.00338
Yeung, E., & Shen, W. (2019). Can pride be a vice and virtue at work? Associations between authentic and hubristic pride and leadership behaviors. Journal of Organizational Behavior, 40(6), 605–624. https://doi.org/10.1002/job.2352
Ying, W., Shufeng, X., & Run, R. (2022). A moral cleansing process: How and when does unethical pro-organizational behavior increase prohibitive and promotive voice. Journal of Business Ethics, 176(1), 175–193. https://doi.org/10.1007/s10551-020-04697-w
Yiran, L., Shanshu, H., Minyoung, S., & Jeongho, J. (2023). Exploring the effects of power distance orientation on unethical pro-organisational behaviour from the perspective of management. South African Journal of Business Management, 54(1), 13. https://doi.org/10.4102/sajbm.v54i1.3437
Yucheng, Z., Linjie, G., Shanbin, Z., & Long, Z. (2019). The new paradigm of empirical research: The experience sampling method. Human Resources Development of China, 36(1), 53–69. https://doi.org/10.16471/j.cnki.11-2822/c.2019.01.004
Yuan, Y., & MacKinnon, D. P. (2009). Bayesian mediation analysis. Psychological Methods, 14(4), 301. https://doi.org/10.1037/a0016972
Yuen, T. W., He, H., & Nieroda, M. (2019). Consumers’ Emotional Responses to Brand Extensions: An Examination of the Cognition-Emotion-Action Process Using the Cognitive Appraisal Theory. 41st Annual ISMS Marketing Science Conference, Rome, Italy.
Yuguo, F. (2022). Reviewing the Effect of English as a Foreign Language Teachers’ Positive and Negative Affectivity on Their Work Engagement. Frontiers in Psychology, 13, 852687. https://doi.org/10.3389/fpsyg.2022.852687
Zhang, S. (2020). Workplace Spirituality and Unethical Pro-organizational Behavior: The Mediating Effect of Job Satisfaction. Journal of Business Ethics, 161(3), 687–705. https://doi.org/10.1007/s10551-018-3966-3
Zhang, C., & Xiao, X. (2020). Review of the Influencing Factors of Unethical Pro-Organizational Behavior. Journal of Human Resource and Sustainability Studies, 8, 35–47.
Zhang, M., Zhao, L., & Chen, Z. (2021). Research on the relationship between high-commitment work systems and employees’ unethical pro-organizational behavior: The moderating role of balanced reciprocity beliefs. Frontiers in Psychology, 12, 776904. https://doi.org/10.3389/fpsyg.2021.776904
Zhiwen, G., & Yanyan, Z. (2021). A literature review and prospects of employee’s unethical pro-organizational behavior. Market Weekly, 34(9), 143–146.
Zhixin, Z., & Fu, L. (2021). The Mechanism of the Influence of Hindrance Stressors on Employees’Counterproductive Work Behaviors: An Experience Sampling Study. Management Review, 33(9), 224–236. https://doi.org/10.14120/j.cnki.cn11-5057/f.2021.09.020
Zhong, M., Wayne, S. J., & Michel, E. J. (2023). When the past and the present collide: Contrast effect of sequential psychological contract breaches on employee outcomes. Journal of Management, 49(3), 913–943.
Zoghbi-Manrique-de-Lara, P., & Guerra-Baez, R. (2016). Exploring the influence of ethical climate on employee compassion in the hospitality industry. Journal of Business Ethics, 133(3), 605–617. https://doi.org/10.1007/s10551-014-2415-1
Acknowledgements
I would like to thank my supervisor Zulnaidi Yaacob, as well as Donghui Cao, for their guidance throughout this project.
Author information
Authors and Affiliations
Corresponding author
Ethics declarations
Ethical approval
Our study did not involve human clinical trials or animal experiments. Ethical review and approval steps were not required for the study on human participants, based on local legislation and institutional requirements.
Informed consent
Informed consent was obtained from all individual participants included in the study.
Conflict of interest
There is not conflict of interest in this paper.
Additional information
Publisher's Note
Springer Nature remains neutral with regard to jurisdictional claims in published maps and institutional affiliations.
Appendices
Appendix A
Description of Manipulations in Study 2
Pro-organizational unethical behavior Condition(Wang et al., 2022 )
As an employee of a car sales company, you have recently been assigned to negotiate with an interested seller in Guangdong who may purchase an electric car worth RMB 6 million. After several rounds of negotiations with the buyer, you are told that your offer is very competitive compared to two other companies competing for the same order. You have a feeling that the buyer is leaning toward your company, but they ask to meet with you to learn more about some of the car's features. While the quality of electric cars is generally better, you recently learned from the head of the manufacturing department that there is a serious problem with this type of business. While it maintains a high level of kinetic energy for the first few years, it then declines as the battery ages. It is up to you to decide whether to disclose this undesirable information. If you disclose this information to the buyer, the deal will likely go to one of your competitors, and the company will lose the largest sales deal in recent history. You are scheduled to meet with the buyer tomorrow, so, I will conceal the problems with this car in order to close the deal.
Non-Pro-organizational unethical behavior Condition
After meeting with the buyer, I will inform the buyer of the understood problem of energy consumption decay of the new energy vehicle battery without concealing it.
Ethical climate condition (Decoster et al., 2021).
People in this organization are (not) very concerned about acting in an ethical manner. There is (no) constant effort by members of the organization to maintain high ethical standards when making decisions. There is (not) a strong focus on respecting ethical standards. In fact, success in this organization is defined not only by results but also by the way those results are obtained (is defined only by the results, not by the way those results are obtained).
Manipulation Check Items
UPB:
To be fair, what I have done is unethical;
Objectively speaking, what I have done is not morally acceptable;
In essence, my job responsibility does not require me to do so;
In fact, I was not commanded by my supervisor to do so;
I did so with the intention to benefit my organization.
Appendix B
Table 6.
Appendix C
Table 7.
Appendix D
Table 8.
Appendix E
Table 9.
Appendix F
Table 10.
Rights and permissions
Springer Nature or its licensor (e.g. a society or other partner) holds exclusive rights to this article under a publishing agreement with the author(s) or other rightsholder(s); author self-archiving of the accepted manuscript version of this article is solely governed by the terms of such publishing agreement and applicable law.
About this article
Cite this article
Xu, S., Yaacob, Z. & Cao, D. Casting light on the dark side: unveiling the dual-edged effect of unethical pro-organizational behavior in ethical climate. Curr Psychol 43, 14448–14469 (2024). https://doi.org/10.1007/s12144-023-05457-5
Accepted:
Published:
Issue Date:
DOI: https://doi.org/10.1007/s12144-023-05457-5