The intensely competitive business environment can result in employees engaging in unethical actions to safeguard the interests of their organizations and its members. These immoral acts which are intended to benefit the organization but violate the general principle of moral behavior can be termed as unethical pro-organizational behavior. While these transgressive behaviors are seen to benefit the organizations, such acts can potentially harm the organization’s stakeholders and damage its reputation. These unethical practices are not unique to a time or place, and it happens in organizations of all types and across industries. Further, the COVID-19 pandemic has also put organizations under tremendous pressure thereby encouraging more unethical behaviors which have pro-organizational motives. Given that unethical pro-organizational actions have far-reaching consequences on the organization and its stakeholders, there is a need to further examine this phenomenon at the workplace; its causes, psychological process, and impacts on the organization and its stakeholders.
Research examining unethical pro-organizational behaviors are still limited. It is essential to question the role that organization policies and its leaders can have in preventing such behavior. Against this trend, it is also important to determine how contingency variables such as performance pressure, stressors (challenge or hindrance), moral awareness, personality traits, organizational commitment and a leader’s bottom-line mentality can influence the engagement of employees in unethical pro-organizational behavior. This call for paper aims to extend the antecedents, outcomes, and the exigencies of different forms of unethical pro-organizational behaviors by using survey, time-lag, longitudinal and vignette-based experimental research designs. Additionally, scholars can look upon various methodological issues and novel ways to measure unethical pro-organizational behavior. We also encourage authors to challenge existing theories and approaches and identify new or alternative theoretical perspectives for a better understanding of unethical pro-organizational behavior.
Types of Manuscript: Original Research; Systematic Review; Hypothesis and Theory; Methods.
• New theoretical perspectives to examine unethical pro-organizational behavior. Novel constructs or unique construct relationships shedding light on unethical pro-organizational behavior in organizations
• The influence that leaders have on unethical pro-organizational behavior
• Cross-cultural differences on unethical pro-organizational behavior
• The role of justice/injustice on unethical pro-organizational behavior
• Ethical decision-making and unethical pro-organizational behavior
• The influence of team-level factors on unethical pro-organizational behavior
• Organizational citizenship behaviors and unethical pro-organizational behavior
• The influence of personality traits, creative and innovative employee behavior on unethical pro-organizational behavior
• Ethical climate and its role in shaping unethical pro-organizational behavior
• Human resource management issues in the context of managing unethical pro-organizational behavior
• The psychological and emotional aspects of unethical pro-organizational behavior
• Counterproductive work behaviors and its relationship to unethical pro-organizational behavior
• The impact of the Covid-19 crisis on unethical pro-social behavior. Company strategies and policies and its effects on promoting unethical pro-organizational behavior among employees
The intensely competitive business environment can result in employees engaging in unethical actions to safeguard the interests of their organizations and its members. These immoral acts which are intended to benefit the organization but violate the general principle of moral behavior can be termed as unethical pro-organizational behavior. While these transgressive behaviors are seen to benefit the organizations, such acts can potentially harm the organization’s stakeholders and damage its reputation. These unethical practices are not unique to a time or place, and it happens in organizations of all types and across industries. Further, the COVID-19 pandemic has also put organizations under tremendous pressure thereby encouraging more unethical behaviors which have pro-organizational motives. Given that unethical pro-organizational actions have far-reaching consequences on the organization and its stakeholders, there is a need to further examine this phenomenon at the workplace; its causes, psychological process, and impacts on the organization and its stakeholders.
Research examining unethical pro-organizational behaviors are still limited. It is essential to question the role that organization policies and its leaders can have in preventing such behavior. Against this trend, it is also important to determine how contingency variables such as performance pressure, stressors (challenge or hindrance), moral awareness, personality traits, organizational commitment and a leader’s bottom-line mentality can influence the engagement of employees in unethical pro-organizational behavior. This call for paper aims to extend the antecedents, outcomes, and the exigencies of different forms of unethical pro-organizational behaviors by using survey, time-lag, longitudinal and vignette-based experimental research designs. Additionally, scholars can look upon various methodological issues and novel ways to measure unethical pro-organizational behavior. We also encourage authors to challenge existing theories and approaches and identify new or alternative theoretical perspectives for a better understanding of unethical pro-organizational behavior.
Types of Manuscript: Original Research; Systematic Review; Hypothesis and Theory; Methods.
• New theoretical perspectives to examine unethical pro-organizational behavior. Novel constructs or unique construct relationships shedding light on unethical pro-organizational behavior in organizations
• The influence that leaders have on unethical pro-organizational behavior
• Cross-cultural differences on unethical pro-organizational behavior
• The role of justice/injustice on unethical pro-organizational behavior
• Ethical decision-making and unethical pro-organizational behavior
• The influence of team-level factors on unethical pro-organizational behavior
• Organizational citizenship behaviors and unethical pro-organizational behavior
• The influence of personality traits, creative and innovative employee behavior on unethical pro-organizational behavior
• Ethical climate and its role in shaping unethical pro-organizational behavior
• Human resource management issues in the context of managing unethical pro-organizational behavior
• The psychological and emotional aspects of unethical pro-organizational behavior
• Counterproductive work behaviors and its relationship to unethical pro-organizational behavior
• The impact of the Covid-19 crisis on unethical pro-social behavior. Company strategies and policies and its effects on promoting unethical pro-organizational behavior among employees
