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 (...) context. We also explicate the boundary conditions under which the influence of these antecedents gets accentuated or alleviated. Overall, this study synthesizes past knowledge to elucidate why, how, and when unethical pro-organizational behavior unfolds in the workplace. Finally, the gaps in the extant theorization are identified and an agenda for future research is proposed. (shrink)

Recent models of wisdom in philosophy and psychology have converged on conceptualizing this intellectual virtue as involving metacognitive processes that enable us to know how to live well and act morally. However, these models have been critiqued by both philosophers and psychologists on the grounds that their conceptions of wisdom are redundant with other constructs, and so the concept of wisdom should be eliminated. In reply, I defend an account of wisdom that similarly conceptualizes wisdom as involving metacognitive processes, but (...) without being subject to the critique that wisdom is redundant. To isolate what’s unique about wisdom, I examine the self-regulatory processes that are relevant for being effective in striving to achieve our goals and draw further insights from the research on skill acquisition and expertise. This framework reveals that the unique contribution that wisdom can make beyond these other processes is in setting and revising our conceptions of living well and the constitutive virtues, and so the concept of wisdom is not redundant. In addition, this account can help to resolve two other areas of contention in wisdom research, which is accounting for the connection between wisdom and moral motivation, as well as the role of emotion in wisdom. A goal-oriented approach provides insight into factors influencing moral motivation due to distinctions in the ways goals are formulated, and for a better understanding of the connection between emotion and wisdom I endorse enactivist accounts that maintain that emotions are embodied appraisals connected to our deeply held cares and values. (shrink)

Authenticity is often defined as the extent to which people feel that they know and express their true selves. Research in the psychological sciences suggests that people view true selves as more morally good than bad and that this “virtuous” true self may be a central component of authenticity. In fact, there may be reasons to suspect that authenticity serves as a cue that one’s behaviors are virtuous, and feelings of authenticity may help sustain virtuous actions. However, in previous research, (...) operationalizations of virtue may not clearly capture virtue as virtue theorists might recognize it. The possibility that feelings of authenticity keep people oriented toward virtuous activities is compatible with theorizing, but the precise ways that it might do so has not received direct conceptual or empirical scrutiny. We propose an interdisciplinary hypothesis of how feelings of authenticity could function to serve as a feedback mechanism for virtuous behavior. Feelings of authenticity could play a role in sustaining motivation to engage in virtuous activity insofar as the experience of subjective authenticity encourages one to approach that activity or environment in the future. Furthermore, virtuous behavior incorporates a few key elements that are predictive of experiencing subjective authenticity. We review emerging research that offers initial support for the idea that authenticity may guide sustained and virtuous civic action and develop a theoretical framework that positions authenticity as integral to sustained virtuous behavior. (shrink)

Drawing on social exchange theory, we argue that family-supportive supervisor behavior (FSSB) inhibits employees’ unethical pro-family behavior (UPFB) 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 reciprocity beliefs. Theoretical and practical implications, limitations, and future directions are discussed. (shrink)

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” (...) and perpetuates defining moral disengagement via a set of eight psychological mechanisms, narrowing our understanding of the phenomenon. To address these problems, we propose to define process moral disengagement intensionally (specifying the necessary and sufficient conditions for correct application of the term) as intrapsychic cognitive reasoning processes through which people selectively reconstrue a moral judgment “behavior B by actor A is morally wrong” and shift it toward becoming “behavior B is not morally wrong” or “actor A is not responsible for behavior B.” This definition achieves disambiguation and increased concept clarity. We leverage the definition to motivate a classification scheme for psychological mechanisms of moral disengagement along two dimensions—reconstruing morality and reconstruing agency—and to initiate an open inventory of psychological mechanisms that specify how process moral disengagement operates. (shrink)

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 (...) work outcomes are areas of continued debate among researchers. In this article, we undertake a systematic review of research on moral disengagement in the workplace and develop a comprehensive research agenda that highlights opportunities for theoretical and empirical advancement of the literature. (shrink)

Unethical pro-organizational behavior (UPB) 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 (CWB). Based on self-regulation theory, we theorize that the breakdown in three fundamental mechanisms (i.e., moral standards, monitoring, and discipline) explains the link between UPB and CWB. Moreover, moral identity internalization can (...) temper these breakdown processes such that employees with higher levels of moral identity internalization are less likely to experience moral disengagement, workplace entitlement, or self-control depleting after enacting UPB, and therefore, will engage in less CWB. We conducted a 7-day experience sampling study of 95 financial service employees in a Chinese bank to test our theoretical model. The results indicated that transgressions committed with the intention of helping the organization would ultimately harm the organization, especially for those with lower moral identity internalization. Theoretical and practical implications are discussed. (shrink)

Understanding the moral right and wrong in the context of business practice has long captivated the attention of researchers and business leaders (Brenkert, 2019). Fueled by ethical failures recoun...

Previous studies offer conflicting evidence on whether face consciousness, which is a Confucian cultural value, promotes (or inhibits) the ethical aspects of fashion consumption. Building on the theory of regulatory focus and Confucian virtue ethics, we reconcile this discrepancy by conceptualising face consciousness as two distinct face regulatory foci in Confucian culture, namely, gaining mianzi and avoiding losing lian. We argue that in Confucian society, the ethics of fashion consumption are delineated by the Confucian virtues of rén, yì and lǐ. (...) However, the two face regulatory foci have a dual moderating effect on individuals’ manifestation of these virtues. On the one hand, individuals who seek to gain mianzi desire a consistent social self-image; therefore, they will proactively follow Confucian virtues to adopt ethical fashion. In contrast, individuals who primarily seek to avoid losing lian are less interested in ethical fashion. On the other hand, when the unethical consumption of fashion goods is a group norm, the mianzi-oriented group members would behave less ethically and prefer a non-ethical fashion option, but the members who intend to avoid losing lian would be more likely to support ethical fashion. Our findings reveal how traditional Confucian virtues are linked to the ethics of fashion consumption. We discuss the implications of our findings for ethical fashion production, marketing and consumption practice in a Confucian society. (shrink)

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 (...) moral disengagement. We tested our predictions using the data collected from 309 full-time host country employees through an online survey, and the results generally supported our hypotheses. The findings make contributions to both international management and language literature and organizational moral behavior literature. (shrink)

ABSTRACT To date, over forty-seven studies have examined the antecedents and outcomes of Moral Disengagement mechanisms used to rationalize unethical behavior. However, none have examined its relationship with mindful awareness, either as a trait or set of everyday applications. Our study demonstrates that trait mindfulness is negatively correlated with all MD mechanisms. The tendency to apply decentering and relaxation is positively correlated with all MD mechanisms while stopping and reappraisal trend toward positive relationships and savoring shows no correlation. We discuss (...) potential reasons for these disparate relationships and implications for mindfulness-based interventions in the workplace. (shrink)