Abstract
Identity theory (Ashford & Mael, 1989) is a common theoretical frame used in past studies on unethical pro-organizational behavior (UPB). Scholars assumed that organizational identification is a key factor driving permanent and temporary employees to engage in UPB. We extend this framework by integrating accountability theorization and identity theory to propose that individual perceived accountability (operationalized as personal obligation) may provide additional explanation of variance in UPB beyond organizational identification, especially for temporarily employees with a likely weak OI. We designed two studies - a 320-student-participant game theoretic experimental study and a 251-participant survey study - to test the influence of employment status (temporary vs. permanent), employee task role (preparer vs. reviewer), and interpersonal trust (chat vs. no chat) on employees’ engagement in UPB. Findings support an interacting influence of employment status and interpersonal trust building situations on employees’ UPB engagement. Interpersonal trust moderated the relationship between PO and UPB.
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