Research On Unethical Pro-organizational Behavior From The Perspective Of Person�organization Fit

In recent years,"Ponzi fraud" in the financial industry,fake vaccines and the event of pollution discharge in Shanxi constantly appearing in the public.Why these things happened? The Previous studies have suggested that employees' unethical behavior is motivated by retaliation against the organization.However,employees may show unethical pro-organizational behavior(UPB).When employees vindicate the interest of organization.This behavior is easy to be ignored by the organization because the original of employees' intention unethical pro-organizational behavior is aimed to vindicate the organization interest.This behavior may be beneficial to the organization in short-term,but it will damage the interests of the organization in the long-term.This paper will explore that why employees act unethically to vindicate the interest of organization and why employees do not feel guilty when they do unethical pro-organizational behavior.Besides,it is also aimed to find the mental mechanism behind this phenomenon and how to effectively stop the occurrence of this behavior.According to the literature review,because of the individual difference,individuals own moral cognization and environment will have an impact on individual ethical.For example,organization ethical climate will influence individuals' ethical decision-making.The different organizational ethical climate will influence individuals who with different moral cognization.It will result in individuals' different behavior choice when they faced ethical dilemma.The new generation employees have become main force of enterprises.They despise authority,publicize their personality.Moreover,they are not bound by rules and regulations and prone to accidents.In their work,they dare to break traditional ethics and make unethical behavior.Therefore,this paper takes the new generation of employees as the research object.Based on the individual-organization matching theory,social cognitive theory and moral decision-making theory,it constructs a conceptual model and put forward research hypotheses,and explores the relationship among organizational ethical climate,moral identity,moral disengagement and employees' unethical pro-organizational behavior.This paper chooses the corresponding constant modulus table,revises the questionnaire appropriately through pre-investigation,and finally form a formal questionnaire.After the questionnaire is formed,it is distributed to the new generation of employees,and a total of 308 valid data are obtained.Then,reliability and validity analysis,variance test of individual information,two-factor variance analysis,correlation analysis and regression analysis were carried out with SPSS22.0 and AMOS23.0 software.Through analysis and testing,the following conclusions are drawn.Firstly,rule-oriented organizational ethical climate and care-oriented organizational ethical climate are negatively correlated with employees' unethical pro-organizational behavior,while self-interest-oriented organizational ethical climate is positively correlated with employees' Unethical pro-organizational behavior.Independent judgment-oriented organizational ethical climate has no significant impact on employees' unethical pro-organizational behavior.Secondly,employees' unethical pro-organizational behavior has significant differences among individuals.Males are more likely to engage in work for less than females.There are significant differences in the probability of behavior among employees who work for less than one year,one to three years and three to five years.The probability of unethical pro-organizational behavior is the lowest among employees who work for less than one year,and the highest among employees who work for three to five years.Thirdly,there is a significant difference between strong and weak organizational ethical climate and employees' unethical pro-organizational behavior under the grouping of high and low moral identity.Fourthly,organizational ethical climate and moral identity have a significant synergistic effect on employees' unethical pro-organizational behavior of pro-organization,and moral disengagement plays a part of intermediary role.Finally,this paper puts forward some suggestions for managers from four perspectives: organizational ethical climate,moral identity,moral elusion and individual demographic characteristics.It makes up for the limitation of the current research on employees' unethical pro-organizational behavior from the perspective of organization or individual.At the same time,the empirical results provide a reference for the effective control of the generation of employees' pro-organizational non-ethical behavior.