비윤리적 친조직 행동에 대한 지각된 윤리적 조직 문화의 비선형적 관계 및 조직 동일시의 조절 효과

초록

In this study, we examine the relationship between perceived ethical organization culture and unethical pro-organizational behavior, and whether the strength of the relationship differs between employees experiencing high and organizational identification. More specifically, perceived ethical organization culture is assumed to have a negative curvilinear effect on unethical pro-organizational behavior. We predicted that organizational identification has a positive moderating effect between perceived ethical organization culture and unethical pro-organizational behavior. Based on online survey data obtained from 229 employees working at companies in Korea, we find that perceived ethical organization culture has a negative curvilinear effect on unethical pro-organizational behavior. And we find that organizational identification has not a positive moderating effect between perceived ethical organization culture and unethical pro-organizational behavior. The results of this study imply that HR practitioners should systematically manage employees' perceived organization culture to prevent employees' unethical pro-organizational behavior.

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