When and how can organizational punishment stop unethical pro-organizational behaviors in hospitality?

Unethical Pro-Organizational Behaviors: Antecedents and Boundary Conditions

When Employees Do Bad Things for Good Reasons: Examining Unethical Pro-Organizational Behaviors

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Unethical behavior in the name of the company: the moderating effect of organizational identification and positive reciprocity beliefs on unethical pro-organizational behavior.

We examined the relationship between organizational identification and unethical pro-organizational behavior (UPB)-unethical behaviors conducted by employees to potentially benefit the organization. We predicted that organizational identification would be positively related to UPB and that positive reciprocity beliefs would moderate and strengthen this relationship. The results from 2 field stu...

Why and when workplace ostracism inhibits organizational citizenship behaviors: An organizational identification perspective.

Why and when do employees respond to workplace ostracism by withholding their engagement in citizenship behavior? Beyond perspectives proposed in past studies, we offer a new account based on a social identity perspective and propose that workplace ostracism decreases citizenship behavior by undermining employees' identification with the organization. We also theorize that perceived job mobilit...

Coase Meets the Cloud: How and When Can Outsourcing IT Improve Organizational Performance?

This paper uses interviews with cloud providers and their customers to examine the realized and potential benefits of cloud-computing adoption on productivity and business processes in organizations. Although the diffusion of cloud computing is relatively early in its expected life cycle, organizations have already begun to experience improvements from the informationgathering and communication...