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(Un)Ethical Behavior and Performance Appraisal: The Role of Affect, Support, and Organizational Justice

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  • Gabriele Jacobs
  • Frank Belschak
  • Deanne Hartog

Abstract

Performance appraisals are widely used as an HR instrument. This study among 332 police officers examines the effects of performance appraisals from a behavioral ethics perspective. A mediation model relating justice perceptions of police officers’ last performance appraisal to their work affect, perceived supervisor and organizational support and, in turn, their ethical (pro-organizational proactive) and unethical (counterproductive) work behavior was tested empirically. The relationship between justice perceptions and both, ethical and unethical behavior was mediated by perceived support and work affect. Hence, a singular yearly performance appraisal was linked to both ethical and unethical behaviors at work. The finding that ethical and unethical aspects of employee behavior share several of the same organizational antecedents, namely organizational justice perceptions, has strong practical implications which are discussed as well. Copyright Springer Science+Business Media Dordrecht 2014

Suggested Citation

  • Gabriele Jacobs & Frank Belschak & Deanne Hartog, 2014. "(Un)Ethical Behavior and Performance Appraisal: The Role of Affect, Support, and Organizational Justice," Journal of Business Ethics, Springer, vol. 121(1), pages 63-76, April.
    • Handle: RePEc:kap:jbuset:v:121:y:2014:i:1:p:63-76
    DOI: 10.1007/s10551-013-1687-1
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    References listed on IDEAS

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    Cited by:

    1. Valeria Ciampa & Moritz Sirowatka & Sebastian C. Schuh & Franco Fraccaroli & Rolf Dick, 2021. "Ambivalent Identification as a Moderator of the Link Between Organizational Identification and Counterproductive Work Behaviors," Journal of Business Ethics, Springer, vol. 169(1), pages 119-134, February.
    2. Vojko Potocan & Zlatko Nedelko, 2021. "The Behavior of Organization in Economic Crisis: Integration, Interpretation, and Research Development," Journal of Business Ethics, Springer, vol. 174(4), pages 805-823, December.
    3. Zhu Yao & Jinlian Luo & Na Fu & Xianchun Zhang & Qunchao Wan, 2022. "Rational Counterattack: The Impact of Workplace Bullying on Unethical Pro-organizational and Pro-family Behaviors," Journal of Business Ethics, Springer, vol. 181(3), pages 661-682, December.
    4. Belschak-Jacobs, G., 2018. "Organisational Behaviour and Culture," ERIM Inaugural Address Series Research in Management 105093, Erasmus Research Institute of Management (ERIM), ERIM is the joint research institute of the Rotterdam School of Management, Erasmus University and the Erasmus School of Economics (ESE) at Erasmus University Rotterdam..
    5. Qi Yang & Yuejuan Hou & Haoran Wei & Tingqiang Chen & Jining Wang, 2022. "Nonlinear Diffusion Evolution Model of Unethical Behavior among Green Food Enterprise," Sustainability, MDPI, vol. 14(23), pages 1-22, December.
    6. Zhao, Hongdan & Zhao, Siyong & Chen, Yuanhua & Yu, Xiaoyu, 2023. "Bystanders’ reactions to leader knowledge hiding: The roles of moral disengagement and moral identity," Journal of Business Research, Elsevier, vol. 165(C).
    7. Francesco Sguera & Richard P. Bagozzi & Quy N. Huy & R. Wayne Boss & David S. Boss, 2018. "The More You Care, the Worthier I Feel, the Better I Behave: How and When Supervisor Support Influences (Un)Ethical Employee Behavior," Journal of Business Ethics, Springer, vol. 153(3), pages 615-628, December.
    8. Shike Li & Kriti Jain & Konstantina Tzini, 2022. "When Supervisor Support Backfires: The Link Between Perceived Supervisor Support and Unethical Pro-supervisor Behavior," Journal of Business Ethics, Springer, vol. 179(1), pages 133-151, August.
    9. Paulina Roszkowska & Domènec Melé, 2021. "Organizational Factors in the Individual Ethical Behaviour. The Notion of the “Organizational Moral Structure”," Humanistic Management Journal, Springer, vol. 6(2), pages 187-209, July.

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