Journal of Business Ethics 155 (1):259-274 (2019)
Abstract |
Prior research on citizenship behavior has mainly focused on its voluntary side—organizational citizenship behavior. Unfortunately, although compulsory behavior is a global organizational phenomenon, the involuntary side of CB—compulsory citizenship behavior, defined as employees’ involuntary engagement in extra-role work activities that are beneficial to the organization : 77–93, 2006)—has long been neglected and very little is known about its potential negative consequences. Particularly, research on CCB–counterproductive work behavior association is still in its nascent stage. Therefore, drawing on moral disengagement theory and social exchange theory, we firstly attempt to systematically investigate how and when CCB leads to CWB. Specifically, we see employee silence as a critical form of passive CWB and propose a moderated mediation model. In the model, CCB predicts silence through MD—a set of cognitive mechanisms that deactivate moral self-regulatory processes, with the Chinese culture-specific concept of supervisor–subordinate guanxi, which captures the supervisor–subordinate non-work-related personal ties, acting as the contextual condition. Two-wave data collected from a sample of 293 employees in 17 manufacturing firms in China supported our hypotheses. The results revealed that the more employees experienced compulsory feelings caused by CCB, the more they morally disengaged and, in turn, resorted to avoidant or passive responses as a coping strategy. Further, s–s guanxi serves as a reverse moderator in that high s–s guanxi mitigates the destructive impact of CCB, makes employees less inclined to morally disengage, and thereby largely prevents them from practicing workplace silence behavior. Implications for theory and intervention strategies for practice are discussed. We also propose several promising avenues for future research.
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DOI | 10.1007/s10551-017-3550-2 |
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References found in this work BETA
Investigating the Effects of Moral Disengagement and Participation on Unethical Work Behavior.Adam Barsky - 2011 - Journal of Business Ethics 104 (1):59-75.
An Integrative Approach to Understanding Counterproductive Work Behavior: The Roles of Stressors, Negative Emotions, and Moral Disengagement.Roberta Fida, Marinella Paciello, Carlo Tramontano, Reid Griffith Fontaine, Claudio Barbaranelli & Maria Luisa Farnese - 2015 - Journal of Business Ethics 130 (1):131-144.
Safety Culture, Moral Disengagement, and Accident Underreporting.Laura Petitta, Tahira M. Probst & Claudio Barbaranelli - 2017 - Journal of Business Ethics 141 (3):489-504.
Relationships Between Moral Disengagement, Work Characteristics and Workplace Harassment.Marvin Claybourn - 2011 - Journal of Business Ethics 100 (2):283 - 301.
Do I Hear the Whistle…? A First Attempt to Measure Four Forms of Employee Silence and Their Correlates.Michael Knoll & Rolf Dick - 2013 - Journal of Business Ethics 113 (2):349-362.
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Citations of this work BETA
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.
Compulsory Citizenship Behavior and Employee Creativity: Creative Self-Efficacy as a Mediator and Negative Affect as a Moderator.Peixu He, Qiongyao Zhou, Hongdan Zhao, Cuiling Jiang & Yenchun Jim Wu - 2020 - Frontiers in Psychology 11.
Religious But Not Ethical: The Effects of Extrinsic Religiosity, Ethnocentrism and Self-Righteousness on Consumers’ Ethical Judgments.Denni Arli, Felix Septianto & Rafi M. M. I. Chowdhury - 2020 - Journal of Business Ethics 171 (2):295-316.
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.
Doing It Purposely? Mediation of Moral Disengagement in the Relationship Between Illegitimate Tasks and Counterproductive Work Behavior.Lijing Zhao, Long W. Lam, Julie N. Y. Zhu & Shuming Zhao - 2022 - Journal of Business Ethics 179 (3):733-747.
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