The role of moral decoupling in the causes and consequences of unethical pro-organizational behavior

Fehr, Ryan; Welsh, David T.; Yam, Kai Chi; Baer, Michael D.; Wei, Wu; Vaulont, Manuel Janosch

doi:10.1016/j.obhdp.2019.05.007

Cited by 120 publications

(111 citation statements)

References 67 publications

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“…Thus, we used three separate surveys with intervals of two weeks between each survey. A time lag of two weeks is consistent with published work examining the influence of leadership on UPB [70].…”

Section: Participants and Proceduressupporting

confidence: 87%

“…For instance, performance anticipation should be fulfilled with moral standards as the bottom line for how performance is achieved. Moreover, the infrastructure that staff members navigate in their performance must be linked to the company's moral practices [57,70]. Leaders act as a crucial driver of employee ethical behavior and can adapt activities to promote ethical values and information to followers and reduce employees' UPB.…”

Section: Practical Implicationsmentioning

confidence: 99%

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Heroes or Villains? The Dark Side of Charismatic Leadership and Unethical Pro-organizational Behavior

Zhang

Liang

Tian

et al. 2020

IJERPH

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Although prior research has emphasized the disproportional contributions to organizations of charismatic leadership, an emerging line of research has started to examine the potentially negative consequences. In this paper, a theoretical framework was proposed for a study of unethical pro-organization behavior through psychological safety based on social information processing theory, which reveals the detrimental effect that charismatic leadership can have on workplace behavior. To explore this negative possibility, a time-lagged research design was applied for the hypotheses to be verified using 214 pieces of data collected from a service company in China. According to the results, unethical pro-organizational behavior was indirectly influenced by charismatic leadership through psychological safety. Moreover, when employees experienced high performance pressure, charismatic leadership was positively associated with unethical pro-organizational behavior through psychological safety. The implications of these findings were analyzed from the perspectives of charismatic leadership theory and organizational ethical activities to alter the unethical pro-organizational behavior.

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Section: Participants and Proceduressupporting

confidence: 87%

Section: Practical Implicationsmentioning

confidence: 99%

Heroes or Villains? The Dark Side of Charismatic Leadership and Unethical Pro-organizational Behavior

Zhang

Liang

Tian

et al. 2020

IJERPH

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“…For example, future research might explore whether a leader who is seen as unethical outside of work might have deleterious effects on followers’ felt trust, regardless of that leader's ethical behavior at work. In this vein, future research could consider the role of follower moral decoupling, in which evaluators separate judgments of leader performance from judgments of leader ethicality (Bhattacharjee, Berman, & Reed, 2012; Fehr et al., 2019). Future research could also consider other factors that might buffer the negative relational effects of prevention‐focused ethical leader behaviors.…”

Section: Discussionmentioning

confidence: 99%

Discouraging unethicality versus encouraging ethicality: Unraveling the differential effects of prevention‐ and promotion‐focused ethical leadership

Bush

Welsh

Baer

et al. 2020

Personnel Psychology

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Theory on the impact of ethical leadership has traditionally been based on a deontological approach to morality. Underlying this perspective is the assumption that all leader behaviors that encourage “normatively appropriate conduct” will influence followers in a similar fashion. Put differently, the current consensus seems to suggest that actions that focus on preventing unethical behavior—attending to “the wrong”—will have the same impact as actions that focus on promoting ethical behavior—attending to “the right.” Taking a within‐person approach, we draw upon social exchange theory to challenge this consensus and build theory that suggests a follower's felt trust from their leader will be differentially impacted by prevention‐ versus promotion‐focused ethical leadership. We also explore how these different types of ethical leadership may indirectly, through felt trust, impact citizenship behavior and counterproductive work behavior. Finally, we consider how the role of the “moral manager” may interact with the “moral person” by identifying leader moral hypocrisy as an important between‐person moderator of these effects. Given the importance of ethical decision‐making in organizations and the calls for increased ethical leadership, our findings have important implications for both theory and practice.

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“…Terkadang, beberapa sikap yang diperlihatkan oleh karyawan dipengaruhi oleh kebiasaan supervisornya dan adanya proses moral decoupling dari supervisornya (Fehr et al, 2019).…”

Section: Pendahuluanunclassified

Faktor Pengaruh Tingkat Kepuasan Kinerja Pramugari Perusahaan Transportasi Bis Joglosemar (PT. Sejahtera AO Kencana Sakti)

Prabowo¹,

Romadlon²

2020

Manajemen

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Aktivitas perusahaan yang cepat menimbulkan sebuah iklim lingkungan yang ketat dan bahkan keras, sehingga diperlukan sebuah motivasi kerja yang baik. Peranan motivasi kerja sangat mempengaruhi dalam pencapaian tujuan sebuah organisasi. Tujuan dari penelitian ini adalah untuk mengetahui kepuasan kerja berdasarkan faktor aspek gaji, pengembangan diri(karir), kebijakan pimpinan, hubungan rekan kerja, loyalitas, dan prestasi pada divisi pramugari di perusahaan transportasi bis Joglosemar. Data dalam penelitian ini diolah dengan menggunakan skala likert yang digunakan untuk mengukut kepuasan kinerja pramugari bis joglosemar, lalu dianalisa dengan menggunakan metode kualitatif untuk membandingkan dengan teori kepuasan kerja. Hasil penelitian menunjukkan bahwa tingkat kepuasan kerja pramugari bis joglosemar cenderung rendah. Untuk nilai tertinggi adalah aspek hubungan rekan kerja dan nilai yang terendah adalah gaji dan pengambangan diriv (karir). Hasil penelitian juga membuktikan bahwa akibat dari rendahnya kepuasan kerja mengakibatkan adanya sebuah penyimpangan kerja yang dilakukan oleh pramugari bis, yaitu dengan menaikkan penumpang secara ilegal.

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The role of moral decoupling in the causes and consequences of unethical pro-organizational behavior

Cited by 120 publications

References 67 publications

Heroes or Villains? The Dark Side of Charismatic Leadership and Unethical Pro-organizational Behavior

Heroes or Villains? The Dark Side of Charismatic Leadership and Unethical Pro-organizational Behavior

Discouraging unethicality versus encouraging ethicality: Unraveling the differential effects of prevention‐ and promotion‐focused ethical leadership

Faktor Pengaruh Tingkat Kepuasan Kinerja Pramugari Perusahaan Transportasi Bis Joglosemar (PT. Sejahtera AO Kencana Sakti)

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