Examining Job Satisfaction and Organizational Commitment as Motivators of Unethical Pro-Organizational Behavior

J. Fulmore, Anthony L. Fulmore
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引用次数: 1

Abstract

The present study evaluated the relationship between job satisfaction and unethical pro-organizational behavior (UPB), directly as well as indirectly, through organizational commitment. Multidimensional constructs were utilized for job satisfaction and organizational commitment to provide a granular understanding of how these constructs can motivate employees to engage in UPB, which can threaten organizations' success and diminish the public's confidence in organizations. In order to test these relationships, a diverse sample of 617 participants was recruited through the online survey distribution platform Amazon Mechanical Turk (MTurk®) to test the theoretical model using structural equation modeling (SEM). The results indicated that identification, affiliation, and exchange commitment served as intervening variables between growth satisfaction and UPB, while no significant indirect effect of internal work motivation on UPB was found. Implications for research and practice are discussed.
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研究工作满意度和组织承诺作为不道德亲组织行为的激励因素
本研究通过组织承诺评估了工作满意度与非伦理亲组织行为(UPB)之间的直接和间接关系。多维结构用于工作满意度和组织承诺,以提供对这些结构如何激励员工参与UPB的细粒度理解,UPB可能威胁到组织的成功并减少公众对组织的信心。为了测试这些关系,通过在线调查分发平台亚马逊土耳其机械(MTurk®)招募了617名参与者的不同样本,使用结构方程模型(SEM)测试理论模型。结果表明,认同、隶属关系和交换承诺是成长满意度与企业绩效之间的中介变量,而内部工作动机对企业绩效没有显著的间接影响。讨论了对研究和实践的启示。
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CiteScore
1.00
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0.00%
发文量
10
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