Research On Influential Mechanism Of Abusive Supervision And Unethical Pro-organizational Behavior

The frequent occurrence of corporate ethics accidents has led domestic and foreign scholars to pay attention to non-ethical behaviors in the workplace and to discuss its formation mechanism.Previous studies have suggested that the motivation of self-interest or revenge is the main reason for employees to produce unethical behavior.But,in recent years,some scholars believe that the altruistic motives that protect the interests of the organization may also promote non-ethical behavior.And they define this altruistic non-ethical behavior as unethical pro-organizational behavior.It is worth noting that unethical pro-organizational behavior has dual attributes of pro-organizational and non-ethical,and pro-organizational nature often conceals the harm caused by non-ethical nature to the long-term interests of enterprises,so the behavior is often ignored,acquiesce,and even supported by organizations in reality.Therefore,it has become the key to protect the healthy development of enterprises to find out the root cause of unethical pro-organizational behavior and find appropriate ways to avoid it.Previous studies have shown that organizational factors(such as organizational support),personal factors(such as moral disengagement),and work factors(such as high performance requirements)all affect the occurrence of unethical pro-organizational behavior.But in fact,as the main source of information for employees in the workplace,leaders are an important factor affecting employees' attitudes and behaviors,as well as having a significant impact on employees' unethical pro-organizational behavior.Regrettably,the current academic research in this area is relatively small.Moreover,based on the main viewpoints of previous studies,it is believed that "high-quality exchange relationship" and "high-level of organizational identification" are the main reasons for inducing unethical pro-organizational behavior.Therefore,most studies focus on the influence of positive leadership behavior on unethical pro-organizational behavior.But in fact,negative leadership behavior may also induce unethical pro-organizational behavior.Studies have shown that negative leadership behaviors such as authoritarian leadership and biased differential leadership can also lead to unethical pro-organizational behavior.Then,as a common negative leadership behavior that prevails in the workplace,does abusive supervision affect unethical pro-organizational behavior? What is the specific impact mechanism? And what boundary conditions can influence the process? These problems have not yet been demonstrated by scholars and deserve to be studied in depth.Therefore,based on social information processing theory,this article uses job insecurity as the mediator and interdependent self-construal as the moderator to explore the relationship between abusive supervision and unethical pro-organizational behavior.On the whole,this article demonstrates the research problem by combining theory with empirical research.Firstly,this article expounds and reviews the definition,measurement and research status of the main variables involved.Secondly,based on social information processing theory,this article puts forward the theoretical model and hypothesis of abusive supervision on unethical pro-organizational behavior.Subsequently,this article uses the scale with good reliability and validity to conduct survey on the employees of many local enterprises in China,and analyzes the collected 318 valid samples through hierarchical regression analysis and other methods to empirically test the model hypothesis.The results show that: Abusive supervision has a significant positive effect on employee's unethical pro-organizational behavior;Abusive supervision indirectly affects employee's unethical pro-organizational behavior through job insecurity;Interdependent self-construal can positively moderate the relationship between abusive supervision and job insecurity,and then,can moderate the mediating effect of job insecurity between abusive supervision and unethical pro-organizational behavior.Finally,on the basis of theoretical research and empirical test,this article points out the research contribution,and puts forward management suggestions based on the research results.In addition,in view of the limitations of this study,the future research ideas are proposed.