Unpacking the Relationship Between Organizational Citizenship Behavior and Counterproductive Work Behavior: Moral Licensing and Temporal Focus

Abstract

Traditionally, scientific- and practitioner-oriented publications tend to categorize employees in groups of either “good” or “bad” employees, thereby omitting that one category of employees might engage in organizational citizenship behavior (OCB-O) and counterproductive work behavior (CWB-O). In this study, we concurrently examine the mediating role of moral credits and credentials, as well as the moderating role of subjective temporal focus. Specifically, we argue that when employees enact OCB-O, they obtain moral credits and credentials, which in turn might make employees more likely to enact CWB-O. Moreover, we argue that the latter relationships depend on an employee’s subjective temporal focus, resulting in an OCB-O—CWB-O relationship that is (1) positive for a past temporal focus, (2) negative for a future temporal focus, and (3) non-significant for a present temporal focus. We examined these hypotheses by means of a multilevel weekly survey study and largely found support for our hypotheses, especially with regard to the role of moral credentials as the mediating mechanism and the aggravating versus attenuating effect of past versus future temporal focus, respectively. We end with a discussion on implications, suggestions for future research, and recommendations for practice.

The Effect of Organizational Citizenship Behavior on Counterproductive Work Behavior: A Moderated Mediation Model

“…First, the present study expands the application of moral licensing theory in understanding the employees' prosocial behavior (e.g., OCBO) and unethical questionable behavior (e.g., CWBO) (Kouchaki, 2011;Vincent et al, 2013;Lin et al, 2016;Yam et al, 2017;Loi et al, 2020;Griep et al, 2021). This research explores the internal process of how OCBO affect CWBO, suggesting that moral credentials would be activated and formed when employees enact "good" behaviors in their work context.…”

“…This study sought to expand the understanding of when the collective identity orientation relates to employees' OCBO, moral licensing, and CWBO. Previous research investigating the relationship between OCBO and CWBO through the moral licensing lens focused on other motives, and less emphasis has been placed on employees' identity orientation (Griep et al, 2021). Building on the moral licensing theory (Miller & Effron, 2010) and social identity theory (Tajfel, 1981), this study investigated the direction of the CIO effect between OCBO and moral credentials and moral credits.…”

“…Nguyen (2021) demonstrates that moral self-concept mediates the positive relationship between focal employees' organizational deviance and other in-group members' OCB. Griep et al (2021) argued that when employees enact OCB, they obtain moral credentials and credits that might make them more likely to enact CWB.…”

“…As a result, the employees will create some moral justification for performing CWBO, aiming to achieve a balance of their moral self-perception. Previous research examines different roles of moderating variables (Klotz & Bolino, 2013b;Bolino & Klotz, 2015;Griep et al, 2021) on the internal processor mechanisms causing CWBO, but to the best of the researcher's knowledge, no previous research was conducted to empirically investigate the role of collective identity orientation from the lens of moral licensing theory. Thus, this research filled that gap in the literature, which will expand the understanding and application of moral licensing theory in this context.…”

Why and When Do Good Soldiers Behave Unethically? Introducing Conservation of Resources Theory to Explain the Curvilinear Effects of Organizational Citizenship Behavior

“…In addition, based on moral licensing theory ( Miller and Effron, 2010 ), Klotz and Bolino (2013) suggest that individuals gain a moral license when they engage in morally praiseworthy behavior (e.g., OCB), which allows people to carry out negative acts (e.g., CWB) without publicly discrediting themselves. Some studies have provided empirical evidence for these claims ( Yam et al, 2017 ; Ahmad et al, 2020 ; Griep et al, 2021 ; Lowery et al, 2021 ). For example, Yam et al (2017) argue that when employees feel compelled to engage in OCB due to external forces, such as informally required by a supervisor, they are more likely to feel psychologically entitled to engage in CWB.…”