A Missing Link Between Job Autonomy and Unethical Behavior

Abstract

The purpose of this paper is to theoretically address a surprising omission in literature by proposing a cognitive mechanism that sanctions individual-level unethical behaviors. This secondary literature-based qualitative study fills a theoretical gap by employing an extensive review of substantive empirical and theoretical literature of the last 15 years. However, those who consider their moral identity necessary for their self-concept are less likely to behave unethically. This proposed process, along with the path suggested by previous studies, in which individuals are having job autonomy feel unconstrained by rules before engaging in unethical behaviors. So, it proposes an underlying cognitive mechanism between job autonomy and unethical behavior. This study implies that it clarifies job autonomy’s role in promoting the negative outcome of employees’ unethical behaviors and informs organizational policymakers about the importance of satisfying the need for job autonomy.JEL Classification: D23, M12, M51, O15How to Cite:Ahmed, A., Shamsi, A. F., & Aziz, M. (2020). A Missing Link Between Job Autonomy and Unethical Behavior. Etikonomi: Jurnal Ekonomi, 19(1), 95 – 118. https://doi.org/10.15408/etk.v19i1.12391.

Cognitive Appraisal of Job Autonomy by Nurses: A Cross-Sectional Study

“…Whereas the focus of an individual on negative aspects of JA (i.e., depletion of resources) promotes its appraisal as a threat which leads to the taxing experience that reduces employee's WE and prohibits employees to invest their energy in IWB. These findings provide support specifically to the study conducted by Ahmed (2020) and Mitchell et al (2019) which proclaimed that stressor (i.e., JA) is used at will which determines its eventual outcomes. Appraisal as a challenge fosters a state of engagement that motivates extra-role behavior (i.e., IWB) and appraisal as a threat deters WE that discourages extra-role behavior (i.e., IWB) of employees.…”

“…However, recent studies (A. Ahmed, 2020;Kubicek et al, 2017;Naseer et al, 2019;Zhou, 2020) have found negative aspects of JA as well. Such paradoxical effect of JA may depend upon cognitive appraisal of autonomy as a challenge or a threat (Kubicek et al, 2017;Liu & Li, 2018).…”

“…In general, greater JA related to employee's psychological demands and capabilities leads to detrimental effects (Dewa et al, 2011; Taris & Hu, 2020). As it may increase stress levels (Shahzad, 2019; Taris & Hu, 2020) and reduce happiness (Zhou, 2020) which can hinder personal growth (Ahmed, 2020; Webster et al, 2011). In all, focus on negative aspects of JA (i.e., potential for personal loss) can result in the autonomy being appraised as a threat.…”

“…Finally, in the field of health care, there is a paucity of research on IWBand its antecedents, particularly in Asian countries. There is also limited empirical information clarifying the links between job characteristics and their outcomes (IWB), as well as the underlying processes via which job characteristics (e.g., autonomy) influence outcomes (Ahmed, 2020). As a result, this study adds to the body of knowledge on IWB among health care workers, particularly nurses.…”

The Influence Of Personal Values And Job Characteristics On Professional Commitment With Ethical Behavior As An Intervening Variable At The KPP Pratama Bangkalan

“…If a person can take lessons from his past professional experiences, it will foster increasingly ethical attitudes and behavior. Ahmed, Shamsi & Aziz (2020) conducted research examining the effect of job characteristics on ethical behavior. This study shows that individuals are prone to falling into unethical behavior if small violations of ethics are not controlled over time.…”