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  1. Shifting Foci of Ethical Concerns: A New Generation Enters the Corporate World.Jennifer Franczak & Doreen E. Shanahan - forthcoming - Ethics and Behavior:1-21.
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  • Paved with Good Intentions: Self-Regulation Breakdown After Altruistic Ethical Transgression.Hongyu Zhang, Xin Lucy Liu, Yahua Cai & Xiuli Sun - forthcoming - Journal of Business Ethics:1-21.
    Unethical pro-organizational behavior is unethical behavior driven by an intention to assist an organization. This study is one of the first attempts to examine the consequences of UPB. We argue that such types of behaviors can induce failure in self-regulation and thereby give rise to counterproductive work behavior. Based on self-regulation theory, we theorize that the breakdown in three fundamental mechanisms explains the link between UPB and CWB. Moreover, moral identity internalization can temper these breakdown processes such that employees with (...)
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  • Unethical Pro-organizational Behavior: A Systematic Review and Future Research Agenda.Madhurima Mishra, Koustab Ghosh & Dheeraj Sharma - 2022 - Journal of Business Ethics 179 (1):63-87.
    Since the conceptualization of unethical pro-organizational behavior ten years ago, scholarly interest in exploring this phenomenon has multiplied. Given a burgeoning body of empirical research, a review of unethical pro-organizational behavior literature is warranted. This study, therefore, systematically reviews the extant literature on unethical pro-organizational behavior and presents a comprehensive theory-based review of the past developments in this field. We classify previous studies based on their underlying theoretical perspectives and discuss the antecedents and consequences of unethical pro-organizational behavior in work (...)
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  • Family Supportive Leadership and Counterproductive Work Behavior: The Roles of Work-Family Conflict, Moral Disengagement and Personal Life Attribution.Shan Jin, Xiji Zhu, Xiaoxia Fu & Jian Wang - 2022 - Frontiers in Psychology 13.
    Counterproductive work behavior is one of the most common behavioral decisions of employees in the workplace that negatively impacts the sustainable development of enterprises. Previous studies have shown that individuals make CWB decisions for different reasons. Some individuals engage in CWB due to cognitive factors, whereas others engage in CWB in response to leadership behaviors. The conservation of resources theory holds that individuals have the tendency to preserve, protect and acquire resources. When experiencing the loss of resources, individuals will show (...)
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  • Family-Supportive Supervisor Behavior, Felt Obligation, and Unethical Pro-Family Behavior: The Moderating Role of Positive Reciprocity Beliefs.Ken Cheng, Qianlin Zhu & Yinghui Lin - 2022 - Journal of Business Ethics 177 (2):261-273.
    Drawing on social exchange theory, we argue that family-supportive supervisor behavior inhibits employees’ unethical pro-family behavior via the mediation of felt obligation. We further propose that employees’ positive reciprocity beliefs strengthen the hypothesized relationships. Using a sample consisting of 345 full-time employees from an Internet service company located in China, we found that felt obligation partially mediated the negative relationship between FSSB and UPFB and that the FSSB-felt obligation relationship and the mediation relationship were stronger for employees with higher positive (...)
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  • How I Speak Defines What I Do: Effects of the Functional Language Proficiency of Host Country Employees on Their Unethical Pro-Organizational Behavior.Ya Xi Shen, Chuang Zhang, Lamei Zuo, Xingxing Zhou, Xuhui Deng & Long Zhang - 2022 - Frontiers in Psychology 13.
    Functional language has been used in many multinational corporations as a way to overcome the problems caused by the coexistence of multiple languages in the workplace. The existing literature has explored the importance, adoption, and effectiveness of functional language. Yet, how functional language shapes host country employees’ moral cognition and behavior is insufficiently researched. Guided by the Social Identity Theory, this manuscript shows that host country employees’ functional language proficiency enhances their unethical pro-organizational behavior through their linguistic group identification and (...)
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  • Reconceptualizing Moral Disengagement as a Process: Transcending Overly Liberal and Overly Conservative Practice in the Field.Ulf Schaefer & Onno Bouwmeester - 2020 - Journal of Business Ethics 172 (3):525-543.
    Moral disengagement was initially conceptualized as a process through which people reconstrue unethical behaviors, with the effect of deactivating self-sanctions and thereby clearing the way for ethical transgressions. Our article challenges how researchers now conceptualize moral disengagement. The current literature is overly liberal, in that it mixes two related but distinct constructs—process moral disengagement and the propensity to morally disengage—creating ambiguity in the findings. It is overly conservative, as it adopts a challengeable classification scheme of “four points in moral self-regulation” (...)
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  • Moral Disengagement at Work: A Review and Research Agenda.Alexander Newman, Huong Le, Andrea North-Samardzic & Michael Cohen - 2020 - Journal of Business Ethics 167 (3):535-570.
    Originally conceptualized by Bandura as the process of cognitive restructuring that allows individuals to disassociate with their internal moral standards and behave unethically without feeling distress, moral disengagement has attracted the attention of management researchers in recent years. An increasing body of research has examined the factors which lead people to morally disengage and its related outcomes in the workplace. However, the conceptualization of moral disengagement, how it should be measured, the manner in which it develops, and its influence on (...)
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