School of Information Systems and Management, Muma College of Business, University of South Florida.
Department of Management and Entrepreneurship, Kelley School of Business, Indiana University.
J Appl Psychol. 2024 Mar;109(3):362-385. doi: 10.1037/apl0001139. Epub 2023 Oct 16.
To date, the unethical pro-organizational behavior (UPB) literature has been guided by a prosocial perspective, which argues that people engage in UPB primarily to benefit the employers with whom they identify and have a positive social exchange. According to this perspective, employees who are characteristically self-interested are less likely to engage in UPB. However, recent evidence suggests self-interest may play a larger role in motivating UPB than originally theorized. To clarify this controversy, we offer two different, but not necessarily mutually exclusive, perspectives of UPB-one in which UPB is driven primarily by prosocial motives and one in which it is driven primarily by self-interest. We tested which of these accounts of UPB was more strongly supported by comparing UPB's relationships with two nomological networks: one containing relatively prosocially motivated constructs and the other containing relatively self-interest-motivated constructs. Two of the eight hypotheses from the prosocial perspective were supported, while seven of the eight hypotheses from the self-interest perspective were supported. Additionally, the average absolute value of UPB's correlations with prosocial perspective constructs was .09, while the comparable average correlation with self-interest perspective constructs was .33. Thus, the results favored the self-interest perspective. We discuss how these findings change our theoretical understanding of UPB by acknowledging both its prosocial and self-interest motivations, and we accordingly propose a revised definition for UPB that allows for both of these motivations. We also examined more broadly the relationship between UPB and other constructs to provide a comprehensive meta-analytic overview of this literature. (PsycInfo Database Record (c) 2024 APA, all rights reserved).
迄今为止，不道德的亲组织行为（UPB）文献一直受到亲社会观点的指导，该观点认为，人们从事 UPB 主要是为了使他们认同并与之进行积极社会交换的雇主受益。根据这一观点，具有典型自利特征的员工不太可能从事 UPB。然而，最近的证据表明，自利可能在激励 UPB 方面发挥的作用比最初理论化的更大。为了澄清这一争议，我们提供了 UPB 的两种不同但不一定相互排斥的观点——一种观点认为 UPB 主要是由亲社会动机驱动的，另一种观点认为 UPB 主要是由自利动机驱动的。我们通过比较 UPB 与两个规范网络的关系来检验这些 UPB 解释中的哪一个得到了更有力的支持：一个网络包含相对亲社会动机的构念，另一个网络包含相对自利动机的构念。亲社会观点的八个假设中有两个得到了支持，而自利观点的八个假设中有七个得到了支持。此外，UPB 与亲社会观点构念的相关系数的平均值为.09，而与自利观点构念的可比平均相关系数为.33。因此，结果支持自利观点。我们讨论了这些发现如何通过承认 UPB 的亲社会和自利动机来改变我们对 UPB 的理论理解，并相应地提出了 UPB 的修订定义，允许这两种动机存在。我们还更广泛地研究了 UPB 与其他构念的关系，为该文献提供了全面的元分析概述。（PsycInfo 数据库记录（c）2024 APA，保留所有权利）。
