UPB are activities aimed at promoting the effective functioning of an organisation or its members and at the same time violating the basic values, laws or standards of proper conduct.(Miao, et al., 2013) Pro-organisational unethical behaviours (UPB) have two contradictory characteristics: unethical and pro-organisational. (Wen, et al., 2020). UPB is a deliberate action and thus differs from actions involving errors or unconscious negligence. It also distinguishes from behaviour to the detriment of the organisation, such as sabotage, theft and aggression towards others. UPB is the employees’ own initiative to support the organisation.(Grabowski, et al., 2019)Employees may behave unethically in the interests of the organisation. This paradox manifests itself in the UPB. (Dou, et al., 2019)
Observing the business news of recent times, the scandals related to the UPB carry more and more economic consequences.(Ivcevic, et al., 2020)(Gigol, 2021)Even though research on the UPB has been conducted for many years now, the elimination of UPB demonstrates difficult (Derfler-Rozin, et al., 2016). Large companies are investing in compliance departments as a prevention against the harmful consequences of unethical behaviour but new scandals are constantly emerging that shake the public and ruin corporations, such as Enron, Volkswagen and Boeing(Zhang, et al., 2021)or scandal at Wells Fargo(Tang, et al., 2022)and therefore from both academic and practical point of view, creating knowledge that can help companies deal with the UPB problem is an important challenge.
REFERENCES
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