Employee Self-identity On The Impact Of Unethical Pro-organizational Behavior

In recent years,experts and scholars in organizational behavior have paid more attention to pro organizational non ethical behavior,and many excellent research results have emerged.In the actual operation of enterprises,due to the pro organizational nature of UPB,which to some extent covers up the non ethical nature,the harm to the organization and society is often ignored.There are many reasons for employees or individuals to engage in pro organizational non ethical behavior,including subjective and objective factors,but undoubtedly they will have a certain negative impact on the organization.Currently,a large number of studies have been conducted to analyze the generation mechanism of pro organizational non ethical behavior from social identity theory,social exchange theory,leadership style,personal performance,and other aspects,and theoretical achievements have been continuously enriched.This article uses employee self-identity as a antecedent variable,and analyzes the causal relationship between employee self-identity and pro organizational unethical behavior under the mediating effect of organizational identity and the moderating effect of leadership member exchange.This article uses empirical research to conduct a survey of state-owned and private enterprise employees in Shanxi,Shaanxi,Anhui,and other places.A total of 728 valid questionnaires were collected,ultimately verifying the mediating effect of organizational identity.There is a correlation between employee self-identity and pro organizational non ethical behavior.Among them,the leader member exchange relationship is used as a moderator variable to positively regulate self-identity and pro organizational non ethical behavior.