성과압박이 비윤리적 친조직 행동에 미치는 영향: 상사 및 동료지원인식의 조절효과

Abstract

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.