Unethical pro-organizational behavior: how employee ethical ideology and unethical organizational culture contribute

Vem, Linus Jonathan; Cheah, Jun‐Hwa; Ng, Siew Imm; Ho, Jo Ann

doi:10.1108/ijm-11-2021-0635

Cited by 8 publications

(2 citation statements)

References 88 publications

(222 reference statements)

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“…Since the measures used in data collection were adapted, we minimized systematic error variance by conducting a pre-testing of a small sample, which comprises of 10 teachers and 10 IJEM 38,1 non-teaching staff. This is done in line with the recommendation of Baumgartner and Weijters (2012) in Vem et al (2022). Pre-test enables the factoring out of difficult questions and similar items for adjustment to improve the scale clarity.…”

Section: Data Collection Processmentioning

confidence: 99%

Spiritual intelligence and teachers' intention to quit: the mechanism roles of sanctification of work and job satisfaction

Vem,

Ng,

Sambasivan

et al. 2023

IJEM

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PurposeThe main objective of this study is to analyze the impact of spiritual intelligence (SI) based on its four dimensions (critical existential thinking (CET), personal meaning production (PMP), transcendental awareness (TA) and conscious state expansion (CSE)) on teachers' turnover intention (TI) through sanctification of work (SoW) and job satisfaction (JS).Design/methodology/approachDrawing from multiple intelligence theory, this study adopted a cross-sectional design to explore the hypothesized relationships. Copies of the questionnaire were distributed to 367 teachers working in public schools in Plateau State, Nigeria, and 290 out of the retrieved copies were useable. The data collected were analyzed using variance-based structural equation modeling (SEM), Smart-PLS 4.FindingsThe results suggest that SI does not significantly influence TI, while SoW and JS mediate the relationship between SI and TI.Practical implicationsThe result suggests that SoW and JS are significant mechanisms through which SI predicts teachers' TI. This highlights the need for educational policymakers to integrate spiritual literature as well as imbibe spiritual practices such as prayers, meditations and yoga either at work or privately to enhance the development of SI among teachers.Originality/valueThe results offer an insightful understanding of SI and how it influences work outcomes. The mechanism roles of SoW and JS explain the process by which one's perceived numinous object, activity event and job experience influence a job decision.

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Section: Data Collection Processmentioning

confidence: 99%

Spiritual intelligence and teachers' intention to quit: the mechanism roles of sanctification of work and job satisfaction

Vem,

Ng,

Sambasivan

et al. 2023

IJEM

Self Cite

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“…Since OEC reflects the beliefs of organizational members regarding "what constitutes right behaviour" (Martin and Cullen, 2006), these beliefs may vary with different members. The interaction of individual values and the ethical climate has an important impact on unethical decisions and behaviours (Ko et al 2019;Vem et al 2022;Kuenzi et al 2020). Therefore, in the study of OESIC and UAB, the interaction of individual characteristics cannot be ignored.…”

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confidence: 99%

Effect of organizational ethical self-interest climate on unethical accounting behaviour with two different motivations in China: the moderating effect of Confucian ShiZhong Thinking

Deng,

Ye,

et al. 2023

Humanit Soc Sci Commun

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Organizational Ethical Self-Interest Climate (OESIC), a type of Organizational Ethical Climate (OEC) that exists widely in various organizations, plays an important role in unethical behaviours. Unfortunately, there is still little in-depth research on the effect of OESIC on Unethical Accounting Behaviour (UAB) and its related mechanism. This paper aims to explore the impact of OESIC on UAB with two different motivations i.e., Unethical Pro-Self Accounting Behaviour (UPSAB) and Unethical Pro-Organizational Accounting Behaviour (UPOAB). In addition, this paper studies the moderating effect of Confucian ShiZhong Thinking (CSZ Thinking), a typical characteristic of the Chinese people. In this paper, questionnaire data from 258 Chinese accountants at different professional levels were collected. A regression model was used to analyse and test the collected data. The results indicate that OESIC is positively correlated with UAB, and the effect of OESIC on UPSAB is more significant than the effect on UPOAB. CSZ Thinking weakens the positive impact of OESIC on UPSAB and UPOAB. This paper expands the research scope of OESIC into the accounting field and the Chinese context, which is helpful to better understand the relationship among OESIC, UAB and Confucian ShiZhong Thinking. This paper can enlighten organizational managers to consider the role of informal management control systems in restraining UAB and to pay attention to the two types of UAB with different motivations, especially UPOAB.

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Human Enhancement Without Organizational Knowledge and by Organizational Order

Döbler,

Carbon,

Schaub

2023

J Cogn Enhanc

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Organizations strive to ensure and maintain the reliability, safety, security, usability, and competitiveness of their processes, goods, and services. Improvement of employees’ skills and abilities contributes to these ends and is a relevant issue for the field of human factors. However, going a step further than designing ergonomics, implementing protocols, and conducting training is the attempt to enhance employee skills directly through various technological means. So-called Human Enhancement aims at direct technological interference with the employees’ skills and is a notoriously controversial yet deeply historical phenomenon. Drawing from empirical and theoretical literature on Human Enhancement, we seek to provide an initial analysis of this phenomenon in an organizational context. One motivational aspect of contemporary Human Enhancement is the need to meet internal, often self-related, or external, usually social or organizational, demands. Given the different effects and means of Human Enhancement, some forms are illicit, sanctioned, and/or condemned as morally wrong, while others are obligatory and well-established. Enhancement efforts can be based on individual initiative and, hence, without organizational knowledge. The opposite of the spectrum are enhancements applied by organizational order. We also emphasize how an organizational culture may incentivize engagement with illicit means of Human Enhancement. Potentially linked to safety and security-related aspects, its enhancement effects in relation to these two poles can inform stakeholders in their regulatory decisions.

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Unethical pro-organizational behavior: how employee ethical ideology and unethical organizational culture contribute

Cited by 8 publications

References 88 publications

Spiritual intelligence and teachers' intention to quit: the mechanism roles of sanctification of work and job satisfaction

Spiritual intelligence and teachers' intention to quit: the mechanism roles of sanctification of work and job satisfaction

Effect of organizational ethical self-interest climate on unethical accounting behaviour with two different motivations in China: the moderating effect of Confucian ShiZhong Thinking

Human Enhancement Without Organizational Knowledge and by Organizational Order

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