Earticle

초록

영어

The ethical aspect of business operation has gone beyond being merely desirable, and it has become an essential factor for the competitive advantage of companies. Leaders also make efforts to increase commitment and enthusiasm of employees for the organization. However, the employee’s psychological attachment to the organization may become another factor of unethical behaviors in the organization. Unethical pro-organizational behavior(UPB) refers to unethical behaviors conducted by employees to potentially benefit the organization. Despite benign motivation on the employee-side, this type of unethical behavior could be also the threat to corporate reputation in the long run. In order to clarify these dynamics between organizational commitment and unethical behaviors, it is necessary to study closely unethical pro-organization behavior which is based on complex motives of members. The purpose of this study is to understand the nature of unethical pro-organizational behaviors by examining the mechanism through which individual employees engage in such behaviors. Specifically, we examined the effect of organizational commitment on unethical pro-organizational behavior based on the social exchange theory. In addition, we studied the role of individual level collectivism by examining the direct effect and the moderating effect of collectivism propensity in the relationship between organizational commitment and unethical pro-organizational behavior. As individual’s differing level of collectivism can have a great influence on unethical pro-organization behavior which is considered as extra-role behavior, we closely examined the effects of individual level collectivism by testing differential effects of five sub-dimensions of collectivism propensity. Lastly, we tried to understand whether organizational trust can moderate the relationship between organizational commitment and unethical organization pro-behavior. In order to achieve these purposes, hypotheses were set up based on the existing literature and theories. The results of the empirical analysis using survey data from 186 employees showed that organizational commitment has a statistically significant effect on unethical pro-organizational behavior. In addition, among the sub-collectivism dimensions, collectivism 3 (preferred) and collectivism 4 (sacrifice) show direct and significant direct effects on unethical pro-organizational behavior, but no moderating effect. Finally, organizational trust shows a significant and negative moderating effect on the relationship between organizational commitment and unethical organization behavior contrary to the hypothesized direction. This study extends the study of unethical pro-organizational behavior by diversifying antecedent variables such as individual level collectivism and moderating variables such as organizational trust. It also provides deeper understanding of unethical pro-organizational behavior and necessary human resource management policies on preventive measures of unethical behavior in order to achieve corporate ethics management goals. Theoretical and practical implications are further discussed as well as future research directions.

목차

Ⅰ. 서론
Ⅱ. 이론적 배경
1. 비윤리적 친조직행동 개념
2. 비윤리적 친조직행동 관련 선행연구
Ⅲ. 연구모형
1. 조직몰입과 비윤리적 친조직행동
2. 집단주의 성향과 비윤리적 친조직행동
3. 조직신뢰의 조절효과
Ⅳ. 연구방법
1. 연구대상
2. 변수측정
Ⅴ. 분석결과
1. 기술통계와 상관분석
2. 타당도과 신뢰성
3. 가설검증
Ⅵ. 결론 및 토의
1. 연구결과 및 이론적 시사점
2. 생산성 함의에 대한 실무적 시사점
3. 연구의 한계점
참고문헌
Abstract

키워드

저자

• 김효민 [ Hyomin Kim | 통일연구원 ] 주저자
• 서유미 [ Yumi Seo | 서울시립대학교 경영학부 ] 교신저자
• 류준열 [ Joon Yeol Lew | 서울시립대학교 경영학부 ] 공동저자

참고문헌

발행기관

간행물

표지보기 관심저널 등록

• 간행물명

  생산성연구: 국제융합학술지 [Productivity Research: An International Interdisciplinary Journal]

• 간기

  격월간

• pISSN

  1225-3553

• 수록기간

  1987~2025

• 등재여부

  KCI 등재

• 십진분류

  KDC 325 DDC 330