Kamran Komal, Azam Akbar, Atif Mian Muhammad
FAST School of Management, National University of Computer and Emerging Sciences, Islamabad, Pakistan.
Front Psychol. 2022 May 30;13:801283. doi: 10.3389/fpsyg.2022.801283. eCollection 2022.
Employee cheating at the workplace has reached epidemic proportions and is putting a significant dent on the revenues of corporations. This study evaluates workplace cheating behavior as a consequence of supervisor bottom-line mentality with performance pressure as the mediating mechanism. Most importantly, it scrutinizes the moderating function of negative reciprocity belief in the relation between bottom-line mentality, performance pressure, and cheating in a moderated-mediation model, through the lens of displaced aggression theory. We systematically conduct time-lagged studies in two different populations (Pakistan and United States). Data analysis reveals that (1) bottom-line mentality positively influences workplace cheating behavior through performance pressure and (2) negative reciprocity moderated this indirect relationship. Theoretical and practical implications are discussed.
职场中的员工欺诈行为已达到泛滥程度，给企业收入造成了重大损失。本研究将工作场所的欺诈行为评估为上司底线思维的结果，其中绩效压力为中介机制。最重要的是，本研究通过替代攻击理论，在一个有调节的中介模型中，审视了负向互惠信念在底线思维、绩效压力和欺诈行为之间关系中的调节作用。我们在两个不同群体（巴基斯坦和美国）中系统地进行了时间滞后研究。数据分析表明：（1）底线思维通过绩效压力对职场欺诈行为产生正向影响；（2）负向互惠调节了这种间接关系。本文还讨论了理论和实践意义。
