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Victor, B., & Cullen, J. B. (1987). A Theory and Measure of Ethical Climate in Organizations. In W. C. Frederick (Ed.), Research in Corporate Social Performance (pp. 57-71). Greenwich, CT: JAI Press.

has been cited by the following article:

• TITLE: “People of Different Moral Convictions Cannot Get Along”: The Effects of Perception of Colleague’s Unethical Pro-Organization on Other Employees’ Interpersonal Facilitation

  AUTHORS: Biyao Chen

  KEYWORDS: Unethical Pro-Organizational Behaviors, Self-Interested Ethical Climate, Caring Ethical Climate, Rule-Based Ethical Climate, Interpersonal Facilitation, Social Information Processing Theory

  JOURNAL NAME: Journal of Human Resource and Sustainability Studies, Vol.9 No.1, March 4, 2021

  ABSTRACT: Based on the theory of social information processing, this research discusses the relationship between the perception of unethical pro-organizational behaviors of colleagues and the interpersonal facilitation of third-party employees and their mechanism. The results show that the perception of unethical pro-organizational behaviors of colleagues affects employees’ interpersonal facilitation by affecting employees’ perception of ethical climate. Perceiving colleagues’ unethical pro-organizational behaviors positively affects the self-interested ethical climate perception of the third-party employees, and negatively affects the caring and rules climate perception, resulting in employees’ negative attitudes toward colleagues, thereby alienating colleagues and reducing interpersonal facilitation. This research not only enriches and expands the research on unethical pro-organizational behaviors from the theoretical development and research perspectives, but also provides some management inspiration for organizations.