Research On The Influence Of Self-perceived Employability On Unethical Pro-organizational Behavior

With the gradual slowdown of China's economic growth,the transformation of the economic development mode has gradually increased the requirements for the transformation and upgrading of enterprises in recent years.The competitive pressures faced by enterprises have become more and more serious.The emergence of unethical behaviors has led to the outbreak of social problems.Different from the general unethical behavior,unethical pro-organizational behavior may bring short-term economic benefits to the enterprise,but the image and reputation of the enterprise will be damaged in a long time.Therefore,enterprises should clarify the motivations generated by unethical pro-organizational behaviors and carry out targeted prevention and control to promote long-term sustainable development of enterprises.At present,the research on the influencing factors of unethical pro-organization behavior of employees is mainly based on the social exchange theory,starting from organizational situational factors,attitude factors and individual factors,but rarely researches from the perspective of resource conservation.The resources that employees have inside and outside the organization are invaluable.The employee-awareness of employable resources determines whether they can continue to exist in the organization.When such valuable resources are depleted,they will result in employees' attitudes and behaviors.At the same time,in the summary of the existing research,it is found that the pressure of employees to be excluded from the organization is an important cause of unethical pro-organizational behavior.Therefore,this study attempts to proceed from the perspective of stress.Based on the theory of resource conservation and social cognitive theory,the paper analyzes how the internal perceived employability and external perceived employability by employees affects the workplace unethical pro-organizational behavior,and introduces work insecurity as an intermediary mechanism.Ethical work climates of rules and moral justification are the boundary mechanisms of work insecurity and unethical pro-organizational behavior.In order to provide constructive strategies for enterprises to effectively prevent and control non-ethical pro-organizational behavior.Based on the literature review and the construction of the theoretical model,this study draws on the existing maturity scale and combines the Chinese localization scenarios,and uses questionnaires to obtain relevant research data.Finally,469 valid questionnaires from 22 companies were recovered,data analysis was performed using SPSS 22.0 and LISREL 8.7,and hypotheses were verified using Bootstrap and hierarchical regression.Finally,the results of this study are as follows:(1)The self-perceived internal employability isn't positively related to unethical pro-organizational behavior,and the self-perceived external employability is negatively related to unethical pro-organizational behavior;(2)Job insecurity play a full intermediary role between self-perceived internal employability and unethical pro-organizational behavior,and partially mediate between self-perceived external employability and unethical pro-organizational behavior;(3)Ethical work climates of rules negatively moderated the relationship between job insecurity and unethical pro-organizational behavior;(4)Moral justification positively regulates the relationship between job insecurity and unethical pro-organizational behavior.