조직몰입이 비윤리적 친조직행동에 미치는 영향 : 집단주의 성향과 조직신뢰를 중심으로

김효민,서유미,류준열 한국생산성학회 2022 生産性論集 Vol.36 No.1

The ethical aspect of business operation has gone beyond being merely desirable, and it has become an essential factor for the competitive advantage of companies. Leaders also make efforts to increase commitment and enthusiasm of employees for the organization. However, the employee’s psychological attachment to the organization may become another factor of unethical behaviors in the organization. Unethical pro-organizational behavior(UPB) refers to unethical behaviors conducted by employees to potentially benefit the organization. Despite benign motivation on the employee-side, this type of unethical behavior could be also the threat to corporate reputation in the long run. In order to clarify these dynamics between organizational commitment and unethical behaviors, it is necessary to study closely unethical pro-organization behavior which is based on complex motives of members. The purpose of this study is to understand the nature of unethical pro-organizational behaviors by examining the mechanism through which individual employees engage in such behaviors. Specifically, we examined the effect of organizational commitment on unethical pro-organizational behavior based on the social exchange theory. In addition, we studied the role of individual level collectivism by examining the direct effect and the moderating effect of collectivism propensity in the relationship between organizational commitment and unethical pro-organizational behavior. As individual’s differing level of collectivism can have a great influence on unethical pro-organization behavior which is considered as extra-role behavior, we closely examined the effects of individual level collectivism by testing differential effects of five sub-dimensions of collectivism propensity. Lastly, we tried to understand whether organizational trust can moderate the relationship between organizational commitment and unethical organization pro-behavior. In order to achieve these purposes, hypotheses were set up based on the existing literature and theories. The results of the empirical analysis using survey data from 186 employees showed that organizational commitment has a statistically significant effect on unethical pro-organizational behavior. In addition, among the sub-collectivism dimensions, collectivism 3 (preferred) and collectivism 4 (sacrifice) show direct and significant direct effects on unethical pro-organizational behavior, but no moderating effect. Finally, organizational trust shows a significant and negative moderating effect on the relationship between organizational commitment and unethical organization behavior contrary to the hypothesized direction. This study extends the study of unethical pro-organizational behavior by diversifying antecedent variables such as individual level collectivism and moderating variables such as organizational trust. It also provides deeper understanding of unethical pro-organizational behavior and necessary human resource management policies on preventive measures of unethical behavior in order to achieve corporate ethics management goals. Theoretical and practical implications are further discussed as well as future research directions.

서번트 리더십이 비윤리적 친조직 행동에 미치는 영향 : 일터영성의 매개효과

강효진 ( Hyo-jin Kang ),김종인 ( Jong-in Kim ) 한국생산성학회 2021 生産性論集 Vol.35 No.2

TServant leadership emphasizes the importance of leadership in an increasingly competitive global environment. Servant leadership is a field of leadership that is drawing attention in that the organization contributes to organizational performance by serving and serving employees. This study was conducted with the aim of examining the relationship between workplace spirituality and unethical pro-organizational behavior of the leader, and verifying the intermediary effect of workplace spirituality in the relationship between Servant leadership and unethical pro-organizational behavior. The survey was conducted on 600 employees in Korea and the results of 475 of them were analyzed. As a measurement tool, Servant leadership, workplace spirituality, and unethical pro-organizational behavior were used to analyze and utilize the statistical package SPSS 23.0. and AMOS 21. First, it was found that servant leadership had a positive significant effect on workplace spirituality. In other words, it was verified that servant leadership has a direct positive relationship to all of the sub-elements of workplace spirituality, namely, inner life, meaningful work, and sense of community. Second, it was found that servant leadership had a positive significant effect on unethical pro-organizational behavior. This was confirmed to increase the unethical pro-organizational behavior of employees through the leader's servant leadership. Third, in the relationship between workplace spirituality and unethical pro-organizational behavior, workplace spirituality showed significant results. In other words, it was confirmed that the higher the sense of the follower's inner life and meaningful work, and the sense of community with colleagues and the local community, enhances the follower's unethical pro-organizational behavior. Lastly, it was confirmed that among the three sub-dimensions of workplace spirituality, the inner life and meaningful work except for the sense of community among the three sub-dimensions of the workplace spirituality were found to have a mediating effect. In this work, the following importance can be found: First, we explained the process by which the boss's leadership of Servant influences organizational effectiveness. This study identifies the effectiveness of the Servant Leadership presented in the previous prior study by showing that organizational members bring a higher level of organizational effectiveness when influenced by Servant Leadership. Next, the servant leader, who grows and develops followers' capabilities through understanding and adapting to environmental change, explained the theoretical process of contributing to the achievement of organizational goals by presenting a vision to employees and increasing trust with them. Secondly, we present theoretical implications for unethical pro-organizational behavior. The study focused on the process of why organizational members become immersed in unethical pro-organizational behavior, along with ethical results from previous studies, confirming that positive social exchange relationships and organizational identification motivate organizational members to act unethical to benefit the organization. We intends to present practical implications to corporate CEOs and human resource managers as follows: First of all, there is a positive relationship between servant leadership and workplace spirituality, so it is necessary to increase servant leadership to increase workplace spirituality that can increase the intrinsic motivation and work immersion of organizational members. Second, workplace spirituality can have positive effects such as loyalty or attachment to the organization through internal motivation, so the organization needs to train employees to understand the positive aspects of workplace spirituality. Thirdly, it is a management of unethical pro-organizational behavior. Unethical pro-organizational behavior is unethical in terms of 'pro-organizational', which in turn can greatly harm the organization's reputation and sustainability, which is dangerous. Therefore, it is important to understand what motivates employees to participate in unethical pro-organizational behavior, as well as to reduce and eliminate unethical pro-organizational behavior. To this end, ethical behavior should be encouraged, managers should not only maintain an appropriate balance between financial benefits and ethical standards through evaluation and promotion systems, but also reduce unethical pro-organizational behavior through performance evaluations or links to salaries. It is necessary to raise awareness of this by highlighting issues of unethical pro-organizational behavior toward organizations or employees through ethical training programs.

소비자의 비윤리적 행동의 공모에 대한 탐색적 연구 - 네트워크텍스트 분석을 중심한 소비자 공모의 이슈 도출 -

임은정 ( Eun-jung Lim ),정순희 ( Soon-hee Jeong ) 한국소비자학회 2017 소비자학연구 Vol.28 No.2

본 연구는 비윤리적 행동과 관련하여 나타나는 소비자의 공모를 이해하기 위한 목적으로 진행되었다. 관련 선행연구가 미비한 가운데, 비윤리적 행동과 관련하여 소비자의 공모가 우리 사회 내에서 실제로 주되게 논의되고 있는가를 살펴봄으로써 연구의 필요성을 제시하였으며, 소비자 공모의 특성 및 사회적 논의 경향 등을 포괄적으로 살펴보았다. 연구목적을 위해 2014년 1월부터 2016년 9월까지 소비자의 비윤리적 행동을 다루고 있는 언론 보도자료 1,318개를 대상으로 텍스트 마이닝 및 네트워크텍스트 분석을 실시하였다. 연구의 주요결과는 다음과 같다. 첫째, 빈도에 따라 소비자의 비윤리적 행동과 관련된 상위 57개의 키워드가 추출된 가운데, 본 연구의 주제와 부합하는 소비자들의 공모를 의미하는 ‘공유·공모’의 키워드가 높은 출현빈도를 보였다. 더불어 조직적인 행동을 뜻하는 ‘조직화·집단화’와 공모관계를 의미하는 ‘가족·친인척·친구’, ‘공범’ 및 다양한 산업군의 경제주체를 의미하는 키워드가 함께 도출되었다. 둘째, 공출현을 바탕으로 한 네트워크텍스트 분석결과 ‘공유·공모’의 키워드는 높은 연결중심성과 매개중심성을 보이고 있어, 소비자의 비윤리적 행동과 관련하여 공모가 핵심적 주제로 이슈가 됨과 동시에 여러 다른 이슈를 이끄는 주된 주제임을 확인할 수 있었다. 또한 ‘수법’, ‘조직화·집단화’의 키워드의 높은 중심성은 현재 일어나고 있는 소비자의 공모의 형태가 집단적 행동의 공모와 정보의 구전을 통한 공모로 구분됨을 보여주었다. 마지막으로 도출된 여러 키워드에 대해 구조적 등위성 분석을 바탕으로 군집을 보여주는 CONCOR 분석을 실시하였다. 덴드로그램을 도출한 결과 ‘소비자의 비윤리적 행동의 사회적 문제’, ‘소비자의 비윤리적 문제의 공모’, ‘소비자의 비윤리적 행동의 만연화’, ‘블랙컨슈머 문제 및 모럴해저드’의 네 가지의 큰 주제가 비윤리적 행동과 관련된 논의주제로 다루어지고 있음을 확인하였다. CONCOR 분석 결과에서는 사회문제 및 과제, 정신적-경제적 피해, 조직적 공모, 수법공유, 블랙컨슈머 문제, 소비자 모럴해저드의 세부 주제로 군집이 형성되었다. 이로써 소비자의 공모문제가 우리 사회 내에서 비윤리적 행동과 관련된 하나의 큰 주제로 다루어지고 있는 가운데, 소비자의 공모가 다양한 경제주체로 구성된 네트워크를 통해 조직적인 집단적 행위의 특성을 보일 뿐만 아니라 수법을 서로 공유하는 특성이 있음을 확인할 수 있었다. 이와 같은 분석의 결과는 소비자의 비윤리적 행동이 개인적 수준을 넘어 소비자 간 혹은 다양한 경제주체 간 집단 수준으로 발생하고 있다는 사회적 현실을 투영하여, 소비자 공모를 다루는 본 연구의 주제가 시의적절하며 학술적 의미가 있음을 시사한다. This study was conducted with a view to understanding consumers’ conspiracy related to their unethical behaviors. In a situation that there are few precedent studies, it examined if consumers’ conspiracy of unethical behaviors has been discussed in our society sufficiently and conducted a comprehensive analysis on characteristics of consumers’ conspiracy and tendencies of social discourse. To achieve such research objectives, text mining and network text analysis were performed for 1,318 press releases that dealt with consumers’ unethical behaviors from January, 2014 to September, 2016. Research findings are as follows. Firstly, 57 primary key words related to consumers’ unethical behaviors were extracted according to their frequency and key words ‘sharing·conspiracy’ meaning consumers’ complicity, which corresponded to this research subject showed a higher frequency. Besides, key words were also extracted including ‘organization·collectivization’ meaning an organized behavior, ‘family· relative·friend’ meaning a conspiracy relation, and those meaning a ‘confederate’ and an economic subject in various industrial groups. Secondly, as a result of the network text analysis based on co-occurrence, since key words ‘sharing·conspiracy’ showed higher degree centrality and betweenness centrality, it showed that conspiracy became an issue as a key subject related to consumers’ unethical behaviors and at the same time a main subject leading other issues. Furthermore, higher centrality of key words like ‘trick’, ‘organization·collectivization’ revealed that present consumers’ conspiracy may be divided into complicity by collective behavior and that by mouth-to-mouth communication of information. Finally, CONCOR analysis showing a cluster was conducted for derived key words based on structural equivalence analysis. As a result of deriving the dendrogram, it identified 4 themes in the discussion on unethical behaviors including ‘social problems of consumers’ unethical behaviors’, ‘conspiracy of consumers’ unethical issues’, ‘spread of consumers’ unethical behaviors’, and ‘black consumer and moral hazard’. As a result of CONCOR analysis, clusters were formed with detailed themes including a social issue and task, psychological-economic damage, organized conspiracy, trick sharing, black consumer and consumer moral hazard. Hence, in a situation that an issue of consumers’ conspiracy is being discussed as a significant subject related to unethical behaviors, it revealed that consumers’ conspiracy has characteristics of an organized collective behavior through network composed of various economic subjects and of sharing a trick among them. These analytic findings reflect a social reality where consumers’ unethical behaviors occur in a group level among consumers or economic subjects beyond the individual, suggesting the subject of this research on consumers’ conspiracy is well timed and has an academic significance.

윤리프로그램의 지향성과 개인 및 사회주조적 특성이 연구원의 비윤리적 행동에 미치는 영향

백윤정(Yoon Jung Baek) 한국경영학회 2008 經營學硏究 Vol.37 No.4

There are two approaches to delineate factors that Lead to unethical behaviors in organizations: bad apples and bad barrels perspective. According to the bad apples approach, one can attribute organizational unethical behavior to personal characteristics of individuals. The bad barrels approach. in contrast. focuses on the primacy of organizational and situational variables in influencing the unethical decision and behaviors. However, neither the undersocialized perspective of individuals behaving in isolation nor the oversocialized perspective of individuals under the control of organizational factors is adequate to fully explain unethical behavior in organizations. As a result. this study attempted to combine the two approaches. Three factors were proposed that individual factors (task performance and job dedication), social structural characteristics(access to information and sociopolitical support), and ethical programs' control orientation(compliance-oriented and values-oriented) which are influencing on unethical behaviors in organizations. To achieve the purpose of this study. the hypotheses were developed as follows: (H1) The higher level of individual's task performance. the lower unethical behaviors. (H2) The higher level of individual's job dedication. the lower unethical behaviors. (H3) The more organization's formal ethics program will be compliance oriented. the lower the unethical behaviors are committed. (H4) The more organization's formal ethics program will be values oriented. the lower the unethical behaviors are committed. (H5) The higher degree of access to information. the lower unethical behaviors. (H6) The higher degree of sociopolitical support from key organizational constituencies, the lower unethical behaviors. A stratified sample of 204 researchers was gathered from 4 large government-funded research institutes which had formal ethics programs such as ethics codes, ethics communication systems, and disciplinary processes to address unethical behaviors. All variables in this study was seven-point Likert-type scales. This study was also conducted with the control variables job type. job tenure and social desirability. Social desirability is the tendency of individuals to deny socially undesirable ones. Social desirability bias is the tendency of individuals to underestimate (overestimate) the likelihood they would perform an undesirable (desirable) action. Because this bias is a risk in any ethics-related study, this study controlled the impact of social desirability on self-reported unethical behavior. Major research findings are as follows: 1) Under the organizational atmosphere of the overemphasis on short-term and quantitative performance. it is more likely that employees commit unethical behaviors for personal performance. This study suggested that individual's ability in performing one's task and attitude of job dedication contribute to a decrease in unethical behavior. The results indicated that individual's job dedication were significantly and negatively associated with unethical behaviors, whereas task performance had no meaningful effect on unethical behaviors. Thus, H2 was supported while H1 was rejected. This results confirmed that attitude to one's job may influence his or her perceptions of ethical dilemmas and ethical behaviors. 2) Some researchers criticized that empirical studies of ethics programs have been limited to atheoretical surveys that treat programs in terms of their separate elements. This study conceptualized ethics programs in terms of organizational control systems. The results indicate that the value-oriented ethics programs was significantly and negatively associated with unethical behaviors (H3). while the compliance-oriented ethics programs had no meaningful effect on unethical behaviors (H4). These findings suggest that emphasis on the compliance with ethical rules excluding internalization of values have no effect on ethical behavior, 3) The results revealed

기업의 사회적책임활동 정당성 인식, 비윤리적 행동, 윤리적 리더십과의 관계

조윤형 한국자료분석학회 2014 Journal of the Korean Data Analysis Society Vol.16 No.5

The purpose of this study is to examine perceived CSR (corporate social responsibility) legitimacy on employees' unethical behavior also investigate moderate role of ethical leadership on those of relationship. A literature review on CSR legitimacy, unethical behavior and ethical leadership, then build up main effect and moderating effect hypotheses. To test the hypotheses, survey method was performed. Total 177 employees selected sample from 5 firms listed at DJSI (Dow Jones sustainability indexes) Korea. The results are as follows. First, perceived CSR internal legitimacy reduce unethical behavior toward organization, but could not find any significant effect on unethical behavior toward individual. Second, perceived CSR external legitimacy increase unethical behavior toward individual. Third ethical leadership could not find any significant effect on unethical behavior. Finally, ethical leadership partially moderate between perceived CSR internal legitimacy and unethical behavior. If ethical leadership level is high on, then perceived CSR internal legitimacy have more significant reduce unethical behavior than ethical leadership level is low on. Based on findings, perceived CSR internal legitimacy can have profound impact on the success of corporate' ethical efforts. Ethical leadership can leverage the relationship between CSR internal legitimacy and unethical behavior, which means that organization serves increase and get CSR internal legitimacy by employees and ethical leadership develope through such as ethical leadership training program to reduce employees' unethical behavior. 본 연구는 조직구성원들의 기업의 사회적책임(CSR: corporate social responsibility) 활동에 대한 정당성 인식, 비윤리적 행동 그리고 윤리적 리더십과의 관계를 살펴보는 것으로 목적으로 하고 있다. CSR 활동 정당성 인식은 비윤리적 행동을 줄이는 중요한 선행요인이며 이들 사이의 관계에서 윤리적 리더십이 조절변수로서 역할을 할 것으로 보았다. CSR 활동 정당성 인식은 내재적 정당성 인식과 외재적 정당성 인식으로 구분하였으며 비윤리적 행동은 개인에 대한 비윤리적 행동과 조직에 대한 비윤리적 행동으로 구분하였다. 연구가설은 주효과 가설과 조절효과 가설을 설정하였다. 분석결과를 요약하면 다음과 같다. 첫째, 내재적 정당성 인식은 조직에 대한 비윤리적 행동을 줄이는 것으로 나타났으며 외재적 정당성 인식은 개인에 대한 비윤리적 행동을 증가시키는 것으로 나타났다. 둘째, 윤리적 리더십은 개인과 조직에 대한 비윤리적 행동에 유의미한 영향력이 나타나지 않았다. 셋째, 윤리적 리더십은 내재적 정당성 인식과 비윤리적 행동과의 관계에서 조절역할을 수행하는 것으로 나타났다. 윤리적 리더십이 높은 경우 내재적 정당성 인식이 비윤리적 행동을 줄이는 영향력은 윤리적 리더십이 낮은 경우에 비해 더욱 크게 나타나고 있었다. 결국 리더의 윤리적 리더십 수준이 높은 경우에 CSR 활동에 대하여 내부 조직구성원들의 정당성을 확보하였을 경우 비윤리적 행동을 더욱 감소시킬 수 있다는 것을 나타내준다. 본 연구는 조직구성원들의 비윤리적 행동을 줄이는데 있어서 CSR 활동에 대하여 정당성을 조직구성원들로부터 확보해야만 하며 무엇보다 리더의 윤리적 리더십을 개발하고 이를 발휘할 수 있도록 해야만 의미가 있다는 것을 밝혔다는 점에서 의의를 갖고 있다.

조직구성원들의 CSR에 대한 정당성 인식, 조직기반 자긍심과 비윤리적 행동과의 관계

조윤형,이한근 한국인적자원개발학회 2019 인적자원개발연구 Vol.22 No.1

The purpose of this study examine the perceived CSR legitimacy significantly influence employees' unethical behavior and verifying the mediation effect of organization-based self-esteem(OBSE) on those of relationship. Perceived CSR legitimacy consist of internal and external, and unethical behavior consist of unethical behavior toward individual and organization. Based on literature review of CSR legitimacy, unethical behavior and OBSE, I set up and drawing the main effect, mediating effect hypotheses. To test of hypotheses, survey research method are performed. Total 315 employees selected sample from 10 firms listed at DJSI Korea. The results which perceived CSR external legitimacy significantly increase unethical behavior toward individual and organization. Also perceived CSR internal legitimacy significantly decrease unethical behavior toward organization. OBSE significantly decrease unethical behavior toward individual and organization. Finally, OBSE mediated between perceived CSR legitimacy and unethical behavior. Based on the results, perceived CSR internal legitimacy have critical effect of the decrease of corporate' ethical efforts which reduce employee’s unethical behavior. Also, this study is meaningful that explains mechanism of OBSE that linking of perceived CSR legitimacy and unethical behavior. 본 연구는 사회적책임활동(CSR: corporate social responsibility) 정당성 인식이 비윤리적행동에 어떠한 영향력이 나타나는지 살펴보았다. 또한 조직기반자긍심(OBSE: organization- based self-esteem)이 이들 변수를 매개하는지도 살펴보았다. CSR, OBSE의 영향력을 좀 더 명확히 하기 위해 직무불안정을 통제변수로 설정하였다. CSR 정당성 인식은 외재적, 내재적 정당성으로 구분하였으며, 비윤리적 행동은 개인 비윤리적 행동과 조직 비윤리적행동으로 구분하였다. 조직 비윤리적 행동은 조직의 이익을 위해 조직구성원들이 비윤리적 행동을 하는 것으로 몇 몇 연구에서는 친조직 비윤리적 행동의 개념으로도 연구가 수행되어졌다. 연구가설은 직접효과 가설과 매개효과 가설이며 설문을 통해 검증하였다. CSR을 시행하는 10 개 기업에 근무하고 있는 조직구성원들로부터 수거된 315부의 설문을 최종분석에 활용하였다. 분석 결과를 요약해 보면 첫째, CSR 외재적 정당성은 개인 비윤리적 행동과 조직 비윤리적 행동을 높이는 것으로 나타났다. 둘째, CSR 내재적 정당성은 조직 비윤리적 행동을 낮추고 있었다. 개인 비윤리적 행동에는 영향력이 나타나지 않았다. 셋째, OBSE는 개인과 조직 비윤리적행동을 낮추고 있었다. 마지막으로 OBSE는 CSR 외재적, 내재적 정당성이 개인과 조직 비윤리적 행동에 미치는 영향력을 매개하고 있었다. 이와 같은 결과를 통해 조직구성원들의 CSR 정당성 인식은 개인 그리고 조직 비윤리적 행동의 중요한 선행변수라는 것을 확인하였다. 또한개인, 조직 비윤리적 행동으로 이어지는 과정에서 OBSE의 매개역할을 확인할 수 있었다. 기존조윤형(2014)의 CSR과 비윤리적 행동 연구의 확장 측면에서 CSR 정당성 인식이 어떠한 과정을 통해 비윤리적 행동으로 이어지는지를 설명하였다는 점에서 의미가 있다. 연구가설 검증 이외에 여러 추가적인 분석과 논의를 통해서 본 연구의 의미를 확장하였다.

도덕적 정당화가 비윤리적 행동에 미치는 영향 : 관계지향문화와 목표 스트레스의 조절효과

남상희(Sang Hee Nam),장재윤(Jae Yoon Chang) 한국인사조직학회 2020 인사조직연구 Vol.28 No.4

조직 내에서 발생하는 비윤리적 행동은 개인, 조직 또는 사회에 부정적인 영향을 준다. 이 때문에 많은 조직에서는 종업원들의 비윤리적 행동을 억제하기 위해 노력해왔지만, 여전히 근절되지 않고 있다. 조직 내 비윤리적 행동을 방지하기 위해서는 개인적 요인과 상황적 요인의 복잡한 역동에 대해 이해해야 한다. 이에 본 연구에서는 개인과 상황의 상호작용을 예상하고, 비윤리적 행동에 영향을 미치는 변수들을 탐구하고자 하였다. 그 중 한국에서 부패의 고질적인 원인으로 간주되어 왔던 온정주의(paternalilsm) 문화에 대한 비판을 기업장면에 도입하여, 비윤리적 행동을 정적으로 예측하는 것으로 알려진 도덕적 정당화(moral justification)의 효과를 관계지향문화(clan culture)가 강화시킨다는 것을 보여주고자 하였다. 더 나아가 목표 스트레스(goal stress)를 조절변수로 추가하여, 목표 스트레스가 도덕적 정당화와 비윤리적 행동의 관계(이원상호작용) 및 도덕적 정당화와 관계지향문화의 정적 상호작용(삼원상호작용)을 강화하는지를 검증하고자 하였다. 이를 위해 두 개의 설문 연구를 설계하였다. 연구 1에서는 219명의 일반 직장인들을 대상으로 2차에 걸쳐 설문조사를 시행하여 도덕적 정당화와 비윤리적 행동간 정(+)의 관계가 있고, 이것을 관계지향문화가 정(+)적으로 조절한다는 것을 발견하였다. 연구 2에서는 207명의 판매직 종사자를 대상으로 연구 1의 결과를 재검증하고, 목표 스트레스의 조절효과에 대해 검증하였다. 목표 스트레스는 도덕적 정당화와 비윤리적 행동간 관계를 조절하지는 못했지만, 목표 스트레스가 높을 때 도덕적 정당화와 관계지향문화의 정적 상호작용이 강화되었다. 구체적으로 도덕적 정당화가 비윤리적 행동에 미치는 영향은 관계지향문화와 목표 스트레스 모두가 높을 때 가장 높았던 반면 목표 스트레스가 낮을 때 관계지향문화의 조절효과는 약화되었다. 마지막으로 본 연구의 이론적·실무적 시사점, 연구의 한계 및 향후 연구방향에 대해 논의하였다. Unethical behaviors in organizations can have severe consequences for individuals, organizations, and society as a whole. Despite vigorous prevention efforts made by organizations, unethical employee behaviors are still common today. To investigate the factors affecting unethical behaviors, the current study examined the effect of moral justification on unethical employee behaviors, and the moderating effects of clan culture and goal stress. Specifically, this study predicted that moral justification would be negatively related to unethical behaviors (hypothesis 1), and that the relationship between moral justification and unethical behaviors would be strengthened when perceived clan culture is high (hypothesis 2). Furthermore, this study examined a two-way interaction between moral justification and goal stress (hypothesis 3) and a three-way interaction between moral justification, clan culture, and goal stress on unethical behavior (hypothesis 4). For this purpose, we conducted two independent surveys. In Study 1, we collected survey-based data from 219 office employees and found evidence of the main effect of moral justification on unethical behaviors and the moderation effect of clan culture on the relationship between moral justification and unethical behaviors, supporting hypotheses 1 and 2. Study 2 replicated the results of Study 1 with 207 sales employees and found that goal stress strengthened the two-way interaction between moral justification and clan culture, providing support for hypothesis 4. However, hypothesis 3 was not supported as goal stress did not moderate the relationship between moral justification and unethical behavior. Finally, we discuss the theoretical and managerial implications of our results and propose directions for future research.

기업의 사회적 책임활동에 대한 조직구성원들의 정당성 인식, 조직기반 자긍심과 비윤리적 행동과의 관계

조윤형(Yoonhyung Cho) 한국인적자원개발학회 2018 한국인적자원개발학회 학술연구발표회 발표논문집 Vol.2018 No.12

본 연구는 조직구성원들의 기업의 사회적 책임활동(CSR: corporate social responsibility)에 대한 정당성 인식이 비윤리적 행동에 어떠한 영향력이 나타나는지 살펴보았다. 또한 이들 변수들 간 관계에서 조직기반 자긍심(OBSE: organization-based self-esteem)이 매개하는지도 살펴보았다. CSR 정당성 인식은 외재적 정당성과 내재적 정당성으로 구분하였으며, 비윤리적 행동은 개인 비윤리적 행동과 조직 비윤리적 행동으로 구분하였다. 조직 비윤리적 행동은 조직의 이익을 위해 조직구성원들이 비윤리적 행동을 하는 것으로 몇 몇 연구에서는 친조직 비윤리적 행동의 개념으로 연구가 수행되어졌다. 연구가설은 직접효과 가설과 매개효과 가설이며 설문을 통해 검증하였다. CSR을 시행하는 10개 기업에 근무하고 있는 조직구성원들로부터 수거된 315부의 설문을 최종분석에 활용하였다. 실증분석 결과는 다음과 같다. 첫째, CSR 외재적 정당성은 개인 비윤리적 행동과 조직 비윤리적 행동을 높이는 것으로 나타났다. 둘째, CSR 내재적 정당성은 조직 비윤리적 행동을 낮추고 있었다. 개인 비윤리적 행동에는 영향력이 나타나지 않았다. 셋째, OBSE는 개인과 조직 비윤리적 행동을 낮추고 있었다. 마지막으로 OBSE는 CSR 외재적, 내재적 정당성이 개인과 조직 비윤리적 행동에 미치는 영향력을 매개하고 있었다. 이와 같은 결과를 통해 CSR에 대한 조직구성원들의 정당성 인식은 개인 그리고 조직 비윤리적 행동의 중요한 선행변수라는 것을 확인하였다. 또한 개인, 조직 비윤리적 행동으로 이어지는 과정에서 OBSE가 매개역할을 한다는 것을 알 수 있었다. 기존 조윤형(2014)의 CSR과 비윤리적 행동 연구의 확장 측면에서 CSR 정당성 인식이 어떠한 과정을 통해 비윤리적 행동으로 이어지는지를 설명하였다는 점에서 의의를 가질 수 있다. The purpose of this study examine the effect of perceived CSR legitimacy on employees’ unethical behavior and verifying the mediation effect of organization-based self-esteem(OBSE) on those of relationship. Perceived CSR legitimacy consist of internal and external, and unethical behavior consist of unethical behavior toward individual and organization. Based on literature review of CSR legitimacy, unethical behavior and OBSE, I set up and drawing the main effect, mediating effect hypotheses. To test the hypotheses, survey method was performed. Total 315 employees selected sample from 10 firms listed at DJSI Korea. The results are as follows. First, perceived CSR external legitimacy significantly increase unethical behavior toward individual and organization. Second, perceived CSR internal legitimacy significantly decrease unethical behavior toward organization. Third, OBSE significantly decrease unethical behavior toward individual and organization. Finally, OBSE mediated between perceived CSR legitimacy and unethical behavior. Based on the results, perceived CSR internal legitimacy can have profound impact on the success of corporate’ ethical efforts which reduce employee’s unethical behavior. Also, this study is meaningful that explains mechanism of OBSE that linking of perceived CSR legitimacy and unethical behavior.

성과압박이 비윤리적 친조직 행동에 미치는 영향: 상사 및 동료지원인식의 조절효과

이수진,변국도,이지수,이종호 한국인사관리학회 2023 조직과 인사관리연구 Vol.47 No.4

In today's performance-driven competitive environment, employees’ unethical pro-organizational behavior has received increasing attention in academia and practice due to the seriousness of organizational misconduct and cheating. Accordingly, based on Conservation of Resources and Social Information Processing theories, this study examines the effects of performance pressure on employees' unethical pro-organizational behavior. Moreover, we investigate the moderating role of perceived supervisor and coworker support in the relationship between performance pressure and employees' unethical pro-organizational behavior. Based on a survey of 225 police officers in the Chungbuk Provincial Police Agency, the results are as follows. First, performance pressure is positively related to employees' unethical pro-organizational behavior. Second, perceived supervisor support moderates the relationship between employees' performance pressure and their unethical pro-organizational behavior. Specifically, the positive relationship between performance pressure and employees' unethical pro-organization behavior is weaker when perceived supervisor support is high than when it is low. Third, unlike the result for perceived supervisor support, the interaction term of perceived coworker support with performance pressure is not significant for employees' unethical pro-organizational behavior. Based on these findings, this study aims to provide theoretical and practical implications by identifying antecedents of employees' unethical pro-organizational behavior, which has been occurring in recent organizational contexts and can have destructive effects on organizations and society as a whole, and suggesting ways to effectively mitigate it.

The Effects of Job Attitudes and Ethical Climate on Unethical Behavior: Moderating Effect of Job Burnout

( Yoon Jung Baek ) , ( Bo Young Kim ) 한국윤리학회 2016 倫理硏究 Vol.107 No.1

The purpose of this study is to investigate the effect of job attitudes on unethical behavior. Until now, job-related attitudes have been relatively ignored in the research area of ethical behavior and thus we suggest job dedication and organizational commitment as individual antecedents.Second, we examine the relationship between ethical climate and unethical behavior. Finally, this study explores the moderating effect of job relate burnout on the relationship of focal variables in this study.Job burnout was composed of two dimensions: disengagement and exhaustion. Empirical study of this research used 204 employees’ questionnaires and hierarchical moderated regression analysis to test our hypotheses. Research findings are as follows. First, the results revealed that job dedication and organizational commitment had significantly negative impact on the unethical behavior. Therefore hypothesis 1and 2 were supported.Second, the negative relationship between ethical climate and unethical behavior was revealed statistically, and supported hypothesis 3.Third, according to the empirical results, job burnout partly moderated the relationship between focal variables of this study and unethical behavior. In particular, a higher level of disengagement decreases the negative impact of job dedication on unethical behavior, whereas a higher level of exhaustion decreases the negative effect of ethical climate on unethical behavior. Thus hypothesis 4 partially supported.Finally, we discussed some research implications and limitations of this study.