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Relational Influences on Unethical Pro-Organizational Behavior: Examination at the Individual, Dyad, and Cultural Levels
Dissertation

Relational Influences on Unethical Pro-Organizational Behavior: Examination at the Individual, Dyad, and Cultural Levels

Shaun Parkinson
Washington State University
Doctor of Philosophy (PhD), Washington State University
07/2025
DOI:
https://doi.org/10.7273/000007917
pdf
Parkinson, Shaun Dissertation3.60 MB
Embargoed Access, Embargo ends: 10/14/2026 CC BY-NC-ND V4.0

Abstract

Cross-Cultural Ethics Identity Morals Unethical pro-organizational behavior Values Ethics
This three-paper dissertation aims to enhance understanding of the relational factors influencing Unethical Pro-Organizational Behavior (UPB) across multiple analytical levels. Paper one employs meta-analysis to investigate how identity variables, specifically organizational identification and moral identity, influence UPB. It further examines how relationally oriented cultural dimensions, particularly collectivism and power distance, moderate these relationships. Findings suggest organizational identification generally increases UPB, while moral identity decreases it. Notably, collectivist cultural norms emphasizing strong interpersonal relationships strengthen these identity effects, whereas high power distance cultures, emphasizing hierarchical relationships, weaken moral identity's mitigating impact. This study contributes significantly to identity and relationship-oriented cross-cultural literature in organizational ethics. Paper two conceptually explores how alignment between individual and organizational values can paradoxically lead to increased UPB, proposing mechanisms by which congruent relational values might foster unethical actions intended to benefit the organization. This theoretical exploration highlights overlooked relational risks of value alignment, suggesting that shared organizational values are not always protective against unethical outcomes. It calls for nuanced attention to relational dynamics within value congruence frameworks and contributes to both relational congruence and ethical decision-making literatures. Paper three experimentally investigates interpersonal dynamics driving UPB, specifically examining relational motives of revenge and compassion triggered by relationship quality. Through vignette-based scenarios, the study demonstrates that negative relationships increase UPB through revenge motivations, whereas positive relational quality decreases UPB via compassion. Organizational identification moderates compassion-driven but not revenge-driven UPB, highlighting the complexity of relational influences. This research enriches UPB scholarship by integrating relational lenses into understanding organizational ethics.

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