When morally good employees become bad: the role of unethical requests and wrong judgments at the workplace

Abstract

PurposeThis research focuses on the distinct group of high-status employees commonly referred to as workplace vigilantes, and conceptually investigates how unethical requests by these individuals impact the behavior and attitude of other employees over time using the social identity theory.Design/methodology/approachFor developing a conceptual model, literature from the domains of social identity, organizational behavior and general management was searched through Google Scholar. To search the literature, some key terms such as “unethical activities”, “Islamic work ethics” and “social identity” were searched and analyzed.FindingsUsing the social identity theory, a conceptual process model is developed which suggests that when high-status employees propose unethical requests to employees, individuals with high morality are likely to refuse those unethical requests to protect their self-categorizations. However, taking the unfair advantage of their illegitimate powers, high-status employees are likely to eventually make wrong judgments and give unnecessary punishments to moral employees. It is further argued that consistent victimization is likely to negatively impact the social identity of such employees and leads to irritability in moral employees, particularly when such individuals are unable to get the requisite social support from their leaders.Originality/valueWhile a considerable body of literature has focused on the antecedents and consequences of intense unethical business practices and the crucial role of leaders in such activities, limited attention has been given to the role of other employees and how they engage in mild unethical misconduct regularly, which is the key focus of this research. The novel conceptual framework needs to be tested in diverse contexts for further development and validation.

Developments and Themes in Islamic Work Ethic Studies: A Bibliometric Analysis

“…According to Nasution and Rafiki (2020), Islamic work principles have been proven to have a significant effect on employee dedication and job satisfaction. Mumtaz (2022) discovered that employees who adhere to an Islamic work ethic are less likely to react strongly to unethical requests, moderating the relationship between unethical demands and moral objections. Kumar and Rose (2010) showed that IWE is highly adapted to the public sector and enhances the strength of public sector innovation in Malaysia.…”