The Influence Of Performance Pressure On Employee's Unethical Pro-Organizational Behavior

In recent years,commercial unethical events exposed by the media are emerging,such as German Volkswagen's "emissions gate" and Chang Sheng's vaccine incident,leading the public to re-examine the ethical responsibility of enterprises that are major market players.How to effectively identify and reduce unethical pro-organizational behavior in the workplace has gradually attracted general attention of the theoretical and practical circles.Under the background of booming economy and rapid development of high technology,the market competition environment that enterprises are facing is more and more intense,and the uncertainty of development is also increasing.In pursuit of greater economic interests,enterprises pay more attention to whether employees can contribute to the organization,but often neglect whether the behavior of making profits is ethical at the same time.It was not until some companies faced pressure from public opinion or even bankruptcy crisis because their employees engaged in unethical behavior that managers gradually realized the seriousness of the consequences of such behaviors.Therefore,it is of great practical significance to explore the causes of unethical proorganizational behavior and to clarify the mechanism of action and the boundary conditions.Performance stress,a common stress socurce in today's workplace,has not attracted enough attention,most scholars still use it as an aspect of work pressure,and the study of its negative effects is very limited.Based on the theory of emotional cognitive evaluation,this study suggests that performance pressure will induce employees' workplace anxiety and further induce unethical pro-organizational behavior,that is,workplace anxiety mediates the relationship between performance stress and unethical pro-organizational behavior.In order to better explore this relationship,this study proposes two moderating variables with different effects based on cognitive evaluation theory and self-control resource theory: the felted inter-organizational competition moderats the indirect relationship between performance stress and unethical pro-organizational behavior by positively moderating workplace anxiety and unethical pro-organizational behavior,and emotional intelligence moderats the indirect relationship between performance pressure and unethical pro-organizational behavior by negatively moderating performance pressure and unethical pro-organizational behavior.Thus,a moderated mediation model is built.This study obtained sample data by questionnaire,using the previous mature scale to design questionnaire and distribute them to in-service employeess,and finally obtained a total of 393 valid questionnaires,using SPSS26.0,PROCESS plug-in and AMOS24.0 to analyze the observation data.First,the reliability and validity analysis is conducted to verify the consistency and stability of the measurement results,and then the research hypotheses are verified one by one by regression analysis.According to the test results,performance pressure has a significant positive effect on unethical pro-organizational behavior,and workplace anxiety plays partial mediation role in this relationship,the moderating effect of felted inter-organizational competition and emotional intelligence has been verified.On the basis of hypothesis testing,analysing and interpreting the results,based on this,we put forward targeted opinions on how to effectively avoid the employees' unethical pro-organizational behaviors from the organizational level,the managerial level and the employee's individual level,and put forward the shortcomings of this study and the future thinking direction.Finally,summarize the research results and draw conclusions.