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Job Insecurity and Unethical Pro-Organizational Behavior: Analysis of Individual Differences and Legal Aspects
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Mina Alavi1   , Seyedeh Laya Mortazavi2  |
1- Assistant Professor, Department of Public Administration, Faculty of Management and Accounting, Qazvin Branch, Islamic Azad University, Qazvin, Iran.
2- Assistant Professor, Department of Public Administration, Islamic Azad University, Astara Branch, Iran. (Corresponding Author) |
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Abstract: (275 Views) |
Background and Aim: This study aims to examine the factors influencing the occurrence of unethical behaviors in workplace environments, with a focus on the relationship between job insecurity and Unethical Pro-Organizational Behavior.
Materials and Methods: The statistical population of this research consists of 180 employees from a state-owned company, and the sample size was determined using stratified sampling.
Ethical Considerations: All ethical considerations have been observed.
Findings & Conclusion: Focusing on the moderating role of proactive personality and moral identity, the results indicate that proactive personality can strengthen the relationship between job insecurity and unethical behaviors. In other words, individuals with a more proactive personality tend to engage in unethical behaviors such as cheating, lying, or misusing organizational resources when facing job insecurity. In contrast, ethical identity alone was not able to reduce these behaviors. These findings particularly emphasize the importance of considering legal and ethical aspects in workplace environments. From a legal perspective, it is necessary for organizations to develop and implement clear and effective regulations to combat unethical behaviors, ensuring comprehensive protection of both employee and organizational rights. Furthermore, the legal responsibilities of managers and employees in dealing with job insecurity and unethical behaviors should be clearly defined and followed up. To reduce unethical behaviors in organizations, in addition to creating workplaces with high job security, special attention must also be paid to the individual characteristics of employees. Recruiting and hiring individuals with strong ethical identity and balanced personality, along with providing ethical training and strengthening an organizational culture based on ethical values, can effectively contribute to reducing these behaviors.
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Article number: 6 |
| Keywords: Unethical Organizational Support Behavior, Proactive Personality, Job Insecurity, Self-Regulation Theory, Ethical Identity. |
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Full-Text [PDF 648 kb]
(148 Downloads)
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Type of Study: Research |
Subject:
General
Received: 2023/12/22 | Revised: 2025/02/8 | Accepted: 2024/03/12 | Published: 2024/03/20
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