Abstract
In recent years, many employees have engaged in unethical pro-organizational behavior (UPB) – behavior that is contrary to the norms of society and ethical codes and that aims to benefit employees’ organizations, thereby harming external stakeholder interests. Numerous studies have investigated the antecedents of and formation process underlying UPB, but scholars have paid less attention to the potential moral “slippery slope” effects of this behavior. Based on the framework of social cognitive theory, our research examines the process by which employees’ UPB influences their individual workplace cheating behaviors at the individual level, concentrating on the mediating effect of moral disengagement and exploring the influence of psychological entitlement as a moderator. A longitudinal questionnaire study featuring 257 participants reveals that employees’ UPB has a significantly positive impact on their workplace cheating behaviors. Furthermore, the association between employees’ UPB and workplace cheating behaviors is mediated by moral disengagement, and the positive correlation between UPB and moral disengagement can be strengthened by psychological entitlement. Moreover, the mediating role of moral disengagement in the association between UPB and workplace cheating behaviors can be positively moderated by psychological entitlement. This research contributes to the literature on how UPB affects employees’ cognition and behaviors and has practical implications for managers seeking to inhibit such unethical acts.
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The datasets generated during and/or analyzed during the current study are publicly available, and we uploaded the data files to the Open Science Framework at https://osf.io/mscb9/.
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Zhao, M., Qu, S., Tian, G. et al. Research on the moral slippery slope risk of unethical pro-organizational behavior and its mechanism: a moderated mediation model. Curr Psychol 43, 17131–17145 (2024). https://doi.org/10.1007/s12144-024-05677-3
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DOI: https://doi.org/10.1007/s12144-024-05677-3