The Impact Of Socially Responsible Human Resource Management On Pro-organizational Unethical Behavio

As it happens that employees deliberately violate ethical merits in order to obtain high corporate profits,public questions about corporate morality and ethics have shifted from the moral failures of companies themselves to the pro-organizational unethical behavior of corporate employees.Previous studies have focused on the influence of individual factors on unethical pro-organizational behavior,and less on the negative impact of organizational level and individual and organizational matching on unethical pro-organizational behavior.Socially responsible human resource management(HRM)emphasizes the importance of ethics in the organizational management process,and previous studies have shown that socially responsible HRM can improve employees’ ethical behaviors and reduce the emergence of unethical behaviors.Therefore,this study will investigate the impact of socially responsible HRM on unethical pro-organizational behavior.In addition,individualorganizational matching determines the effectiveness of individuals influenced by organizational climate,so this study introduces and explores the mediating role of individual-organizational matching.Also moral identity,a typical individual moral trait,represents the degree to which individuals identify with social morality,and therefore the moderating role of moral identity is explored.Based on individual organizational matching theory and social exchange theory,this study explores the cross-level influence path of socially responsible HRM on unethical proorganizational behavior in the Chinese corporate context.The Socially Responsible HRM Scale,Individual Organizational Matching Scale,the Moral Identity Scale,and the unethical Pro-Organizational Behavior Scale were used to investigate a number of enterprises in Qingdao and Jinan,and valid data from 52 enterprises and 1191 employees were analyzed by Mplus software using a multi-level linear model(HLM).The results of the study indicated that(1)Social responsibility human resource management has a significant cross-level negative impact on unethical pro-organizational behavior.(2)Dividing the sample into two groups with high and low moral identity levels,socially responsible HRM under the high moral identity subgroup would inhibit unethical proorganizational behavior through personal organizational matching;socially responsible HRM under the low moral identity subgroup would promote unethical pro-organizational behavior through personal organizational matching.(3)Moral identity played a moderating role between personal organizational matching and pro-organizational unethical behavior,and the positive effect of personal organizational matching on pro-organizational unethical behavior is significant under the condition of low moral identity,while the negative effect of personal organizational matching on pro-organizational unethical behavior is significant under the condition of high moral identity.Based on the above findings,this study identifies new ways to reduce unethical proorganizational behavior,explored the impact of individual organization matching on the boundary conditions of pro-organizational unethical behavior and provides insights and lessons for corporate management: Managers should actively practice social responsibility in human resource management on the one hand,and shape and enhance the moral identity of employees on the other,so as to inhibit the implementation of unethical behaviors at both organizational and individual levels and promote benign corporate development.