Impacts of inter-employee neo-tribalism and employee personal responsibility to unethical pro-organizational behavior

• In Event: 30662 - Section on Crime, Law, and Deviance Roundtables
  In Refereed Roundtable (60 minute): Table 8: Crime & Deviance

Abstract

Unethical pro-organizational behaviors (UPOB or UPB) are actions that employees take to benefit their organization despite the potential for negative societal or other impacts and limited, if any, personal benefit. Prior research has identified numerous antecedents impacting an employee’s propensity to act in a UPOB manner. This paper hypothesizes previously unexplored inter-employee neo-tribalism and employee personal responsibility psychometrics as impactful UPOB antecedents supported through regression analyses of survey data from 101 participants. Both the neo-tribalism and personal responsibility constructs were found to be significant and meaningfully impactful independent variables relative to the Umphress, Bingham and Mitchell (2010) UPOB construct that served as the dependent variable proxy for UPOB. The paper concludes with a roadmap for future UPOB studies informed by these employee-focused personal responsibility and neo-tribalism lenses.

Authors

• Patrick McHugh, Brown University

• Ja-Nae E. Duane, Brown University

• Adrian Aamodt, Brown University