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A Social Exchange Perspective of Employee–Organization Relationships and Employee Unethical Pro-organizational Behavior: The Moderating Role of Individual Moral Identity

Author

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  • Taolin Wang

    (Huazhong University of Science and Technology)

  • Lirong Long

    (Huazhong University of Science and Technology)

  • Yong Zhang

    (Huazhong Agricultural University)

  • Wei He

    (Nanjing University)

Abstract

Prior research on employee–organization relationships (EORs) has exclusively focused on the positive consequences of high-inducement EORs (i.e., mutual- and over-investment EORs). Drawing from social exchange theory , we develop a model theorizing employee unethical pro-organizational behavior (UPB) as one potential negative outcome of high-inducement EORs, as mediated by high-quality social exchange relationship between the employee and the employer. Empirical findings from two field studies provided convergent support to the mediation relationship between mutual-investment EORs and employee UPB via perceived social exchange. Moreover, the results in Study 2 further revealed that the relationship was less significant among employees with higher levels of moral identity, because the positive relationship between perceived social exchange and employee UPB was weakened by high moral identity. The theoretical and managerial implications were discussed.

Suggested Citation

  • Taolin Wang & Lirong Long & Yong Zhang & Wei He, 2019. "A Social Exchange Perspective of Employee–Organization Relationships and Employee Unethical Pro-organizational Behavior: The Moderating Role of Individual Moral Identity," Journal of Business Ethics, Springer, vol. 159(2), pages 473-489, October.
    • Handle: RePEc:kap:jbuset:v:159:y:2019:i:2:d:10.1007_s10551-018-3782-9
    DOI: 10.1007/s10551-018-3782-9
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    References listed on IDEAS

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    7. Xue Han & Qinyi Li & Xinyi Wang, 2024. "Investigating How Corporate Social Responsibility Affects Employees’ Thriving at Work: A Social Exchange Perspective," Sustainability, MDPI, vol. 16(3), pages 1-12, January.
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    15. Agnihotri, Arpita & Bhattacharya, Saurabh & Gupta, Suraksha, 2023. "Do morally disengaged employees withdraw from customer-oriented citizenship behavior in response to customers’ uncivil behavior?," Journal of Business Research, Elsevier, vol. 165(C).
    16. Tomasz Gigol & Katarzyna Kreczmanska-Gigol & Renata Pajewska-Kwasny, 2021. "Socially Responsible Leadership’s Impact on Stakeholder Management, Staff Job Satisfaction and Work Engagement," European Research Studies Journal, European Research Studies Journal, vol. 0(Special 4), pages 775-805.
    17. Michael Yao-Ping Peng & Li Zhang & Meng-Hsiu Lee & Fang-Yih Hsu & Yan Xu & Yuan He, 2024. "The relationship between strategic human resource management, green innovation and environmental performance: a moderated-mediation model," Palgrave Communications, Palgrave Macmillan, vol. 11(1), pages 1-13, December.
    18. Tomasz Gigol, 2020. "Gender Differences in Engagement in Unethical Pro-Organizational Behavior—Two Studies in Poland," Sustainability, MDPI, vol. 13(1), pages 1-12, December.
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    20. 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.
    21. Kangmin Lee, 2020. "The Effect of Supervisor Identification on Unethical Pro-Supervisor Behavior: The Moderating Role of Employability Perceptions," IJERPH, MDPI, vol. 17(24), pages 1-16, December.
    22. Xiaoyu Wang & Xiaotong (Janey) Zheng & Shuming Zhao, 2022. "Repaying the Debt: An Examination of the Relationship between Perceived Organizational Support and Unethical Pro-organizational Behavior by Low Performers," Journal of Business Ethics, Springer, vol. 179(3), pages 697-709, September.

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