Abstract
To understand why employees commit unethical pro-organizational behavior (UPB), research often focuses on social exchange and organizational identification. This research examines why employees who work under abusive supervisors still conduct UPB, even though there are few reasons to reciprocate by acting in ways that benefit the organization when their supervisors treat them poorly. Through two studies, we examine the positive relationship between abusive supervision and UPB, and explore three potential mediators: organizational identification, moral decoupling, and fear of retribution. In Study 1, we found support that abusive supervision is positively related to UPB, but organizational identification did not mediate the relationship. However, when we included all measures in Study 2, we found support for two mediators: organizational identification and moral decoupling mediations. We discuss theoretical implications and methodological challenges of studying low frequency abusive behaviors.
Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
