Abstract
The primary objectives of this article are twofold. Our first objective is to introduce the construct of ‘organizational expedience’. We differentiate organizational expedience from a wide range of related constructs in the literature, such as counterproductive work behavior, deviance, pro-social rule-breaking, organizational retaliation behavior, and propensity to withhold effort. Our second goal is to provide a conceptual framework that proposes that role stressors (i.e. ambiguity, conflict, and overload) are antecedents of organizational expedience, which in turn predicts other worker behaviors such as voice, creativity, and cynicism. Details of the mechanisms underlying these relationships are presented as mediators including tension, task conflict, and emotional exhaustion. In addition, behavioral integrity and psychological ownership are discussed as potential moderators of the specified relationships. Based upon our conceptual framework, a series of propositions are provided as a platform for future research on organizational expedience.
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