Organization-Harm vs. Organization-Gain Ethical Issues: An Exploratory Examination of the Effects of Organizational Commitment

Cullinan, Charles P.; Bline, Dennis M.; Farrar, Robert; Lowe, Dana R.

doi:10.1007/s10551-007-9414-4

Cited by 46 publications

(27 citation statements)

References 11 publications

(10 reference statements)

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“…Employees having higher levels of organizational commitment have been reported to identify more strongly with the organizations and companies they work for (Cullinan et al, 2008). Consequently, these individuals try to maintain that strong identification and desire to avoid causing harm to their organizations and companies.…”

Section: Affective Commitment and Unethical Pro-organizational Behaviormentioning

confidence: 99%

“…Consequently, these individuals try to maintain that strong identification and desire to avoid causing harm to their organizations and companies. Therefore, it seems credible that people having higher levels of organizational commitment are less likely to engage in behaviors that may have negative effects on their organization (Cullinan et al 2008). But, more investigation is needed to understand whether or not employees having higher levels of organizational commitment are more, or less, likely to show behaviors that are ethically unacceptable, but are performed to benefit the organization (Cullinan et al, 2008).…”

Section: Affective Commitment and Unethical Pro-organizational Behaviormentioning

confidence: 99%

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The relationship between affective commitment and unethical pro-organizational behavior: the role of moral disengagement

Ebrahimi¹,

Yurtkoru²

2017

Pressacademia

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Purpose -As one of the few studies on unethical pro-organizational behavior (UPB), this study hypothesizes that affective commitment predicts UPB through the mediation of moral disengagement. It was also proposed that ethical leadership affects the hypothesized relationship. Methodology -208 employees (98 males and 110 females) from different companies located in Istanbul, Turkey formed the sample of this study. A multidimensional questionnaire with seven-point interval scale was applied to measure all substantive variables used in this study. Findings-The results of mediation analysis revealed that people with higher affective commitment engaged in more UPB, and that this effect was mediated by moral disengagement. In addition, the results of moderated mediation analysis showed that the mediation relationship was stronger when employees perceived a lower level of ethical leadership in the organization. Conclusion-We found that affective commitment encourages UPB through the mechanism of moral disengagement. Besides, this effect is stronger when the ethical leadership is perceived to be low as opposed to being high. Our results extend knowledge of UPB by highlighting the importance of ethical leadership, and open up new avenues of research on the ethical challenges of prosocial motives, attitudes, and behaviors. Further theoretical and practical implications are discussed.

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Section: Affective Commitment and Unethical Pro-organizational Behaviormentioning

confidence: 99%

Section: Affective Commitment and Unethical Pro-organizational Behaviormentioning

confidence: 99%

The relationship between affective commitment and unethical pro-organizational behavior: the role of moral disengagement

Ebrahimi¹,

Yurtkoru²

2017

Pressacademia

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“…As well as being one of the important focus points of the fields of organizational behavior and organizational psychology, it is stated that organizational commitment has relationships with many behavioral outcomes such as job performance, job satisfaction and motivation of employees (Cullinan, Bline, Farrar, & Lowe, 2008;Jaros, 1997;Vitell & Singhapakdi, 2008). Mowday, Porter, and Steers (1979) define a person's organizational commitment as having strong beliefs in adopting organizational values and objectives, showing great effort beyond the expectations for the organization and having willingness to maintain organizational membership.…”

Section: Relationship Between Organizational Commitment and Self-leadmentioning

confidence: 99%

Consequences of Self-Leadership: A Study on Primary School Teachers

2017

EDUC SCI-THEOR PRACT

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This study explores the consequences of self-leadership on job satisfaction, organizational commitment and innovative behaviors of teachers. For this purpose, a field study was conducted with the data gathered from 440 primary school teachers who work in different cities. To test the research hypotheses, correlation and regression analysis were conducted. Results showed that self-leadership behaviors had significant effects on job satisfaction, organizational commitment and innovation. Findings revealed that self-reward and selfpunishment strategies had no effect on dependent variables while self-observation and focusing thoughts on natural rewards had the strongest impacts. Also, it was found that some of the demographic variables had effects on some of the factors.

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“…Although Unethical pro-Organizational Behavior infringes the global standards of ethical behavior, Individuals may consider the concept as positive and desirable because it provides the organization with some benefits [16,17]. Scholars have identified some acts carried out by individuals, which completely fit the main conceptualization of Unethical pro-Organizational Behavior such as the acts of commission and omission.…”

Section: Definition and Restrictionsmentioning

confidence: 99%

Unethical Pro-organizational Behavior (UBP): Concept and Studies Evolution

Tsiavia¹

2016

SJBM

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Unethical Pro-organizational Behavior was many times neglected in the organizational literature. But in the past few years, the phenomenon was introduced in the domain of organizational behavior and figures nowadays among the trendy topics of scientific interest. Several organizational scholars have conducted researches exploring the construct, and more and more scholarly papers about UPB have been published up to the current day. The present study has been developed based on examination and summary of the major works completed on Unethical Pro-organizational Behavior in order to trace the evolution of its concept since its infancy. Additionally, the paper gives readers a general review of Unethical Pro-Organizational Behavior studies.

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Organization-Harm vs. Organization-Gain Ethical Issues: An Exploratory Examination of the Effects of Organizational Commitment

Abstract: ethical decision making, organizational commitment, organizational-gain, organization-harm,

Cited by 46 publications

References 11 publications

The relationship between affective commitment and unethical pro-organizational behavior: the role of moral disengagement

The relationship between affective commitment and unethical pro-organizational behavior: the role of moral disengagement

Consequences of Self-Leadership: A Study on Primary School Teachers

Unethical Pro-organizational Behavior (UBP): Concept and Studies Evolution

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