According to social exchange theory, employees display positive attitude
and behavior in exchange with positive interaction. Trust assumes a critical
responsibility at this interaction. On the other hand, efforts of employees’
high performance and giving extra reciprocal behavior lead to unethical
pro-organizational behavior. Although unethical pro-organizational behavior
results in short-term benefits, it is strongly recommended not to allow since
they are detrimental to corporate image in long term. Therefore, it is of great
significance to identify determinants. Towards this end, this study researches
determinants of unethical pro-organizational behavior. It is contended that
trust in supervisor and interactional justice significantly and positively
affect unethical pro-organizational behavior, and trust in supervisor increases
unethical pro-organizational behavior. Another finding is that employee having
high trust in supervisor and strong social ties is more prone to behave
unethically. Moreover, interactional justice has a moderator effect on the
relationship between trust in supervisor and unethical pro-organizational
behavior.
Unethical Organizational Pro-organizational Behavior Trust in Supervisor Interactional Justice Social Ties
Sosyal mübadele kuramına göre, çalışanlar olumlu etkileşime karşılık
Etik Olmayan Örgütsel Vatandaşlık Davranışı Yöneyiciye Duyulan Güven Etkileşim Adaleti Sosyal Bağlar
Birincil Dil | Türkçe |
---|---|
Bölüm | MAKALELER |
Yazarlar | |
Yayımlanma Tarihi | 4 Temmuz 2018 |
Yayımlandığı Sayı | Yıl 2018 17. UİK Özel Sayısı |
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