Stretching the moral gray zone: positive affect, moral disengagement, and dishonesty

The Outcomes of Organizational Citizenship Behaviors in Part-Time and Temporary Working University Students

The personal outcomes of Organizational Citizenship Behavior (OCB) have recently gained popularity in research, but it is rarely studied in part-time or temporary employees and, in particular, in employed university students. The aim of the current study was to address this gap in the literature by investigating the outcomes of OCB, including job stress, work-university conflict, work-leisure conflict, intent to quit, well-being, and job satisfaction, in university students who undertake contingent and part-time work. Using a correlational research design, data collection was conducted through an online survey administered to 122 employed university students. The correlation analysis revealed that OCB correlated positively with work-university conflict and work-leisure conflict, which is aligned with earlier work. However, in contrast to earlier findings, OCB did not correlate with well-being, stress, job satisfaction or intent to quit. Regression analyses revealed that OCB positively predicted job satisfaction, when entered together with work-university conflict, job stress, and intent to quit. OCB also predicted job stress when entered with job satisfaction. However, OCB did not predict well-being. In turn, work-university conflict negatively predicted well-being. The current findings differ from the wider literature on full-time employees, which suggests a need for further research to examine why these differences exist and what are their practical implications.

Masks as a moral symbol: Masks reduce wearers' deviant behavior in China during COVID-19

Since the outbreak of COVID-19, mask wearing has become a global phenomenon. How do masks influence wearers' behavior in everyday life? We examine the effect of masks on wearers' deviant behavior in China, where mask wearing is mostly a public-health issue rather than a political issue. Drawing on behavioral ethics research, we test two competing hypotheses: (a) masks disinhibit wearers' deviant behavior by increasing their sense of anonymity and (b) masks are a moral symbol that reduces wearers' deviant behavior by heightening their moral awareness. The latter hypothesis was consistently supported by 10 studies (including direct replications) using mixed methods (e.g., traffic camera recording analysis, observational field studies, experiments, and natural field experiment) and different measures of deviant behavior (e.g., running a red light, bike parking in no-parking zones, cheating for money, and deviant behavior in the library). Our research (n = 68,243) is among the first to uncover the psychological and behavioral consequences of mask wearing beyond its health benefits.

Unpacking the Relationship Between Organizational Citizenship Behavior and Counterproductive Work Behavior: Moral Licensing and Temporal Focus

Traditionally, scientific- and practitioner-oriented publications tend to categorize employees in groups of either “good” or “bad” employees, thereby omitting that one category of employees might engage in organizational citizenship behavior (OCB-O) and counterproductive work behavior (CWB-O). In this study, we concurrently examine the mediating role of moral credits and credentials, as well as the moderating role of subjective temporal focus. Specifically, we argue that when employees enact OCB-O, they obtain moral credits and credentials, which in turn might make employees more likely to enact CWB-O. Moreover, we argue that the latter relationships depend on an employee’s subjective temporal focus, resulting in an OCB-O—CWB-O relationship that is (1) positive for a past temporal focus, (2) negative for a future temporal focus, and (3) non-significant for a present temporal focus. We examined these hypotheses by means of a multilevel weekly survey study and largely found support for our hypotheses, especially with regard to the role of moral credentials as the mediating mechanism and the aggravating versus attenuating effect of past versus future temporal focus, respectively. We end with a discussion on implications, suggestions for future research, and recommendations for practice.

Harbingers of foul play: A field study of gain/loss frames and regulatory fit in the NFL

Do people cheat more when they have something to gain, or when they have something to lose? The answer to this question isn’t straightforward, as research is mixed when it comes to understanding how unethical people will be when they might acquire something good versus avoid something bad. To wit, research has found that people cheat more in a loss (vs. gain) frame, yet research on regulatory focus has found that people cheat more in a promotion focus (where the focus is on acquiring gains) than in a prevention focus (where the focus is on avoiding losses). Through a large-scale field study containing 332,239 observations including 27,350 transgressions, we address the contradictory results of gain/loss frames and regulatory focus on committing unethical behavior in a context that contains a high risk of detecting unethical behavior (NFL football games). Our results replicated the separate effects of more cheating in a loss frame, and more cheating in a promotion focus. Furthermore, our data revealed a heretofore undocumented crossover interaction, in accordance with regulatory fit, which could disentangle past results: Specifically, we found promotion focus is associated with more cheating in a loss (vs. gain) frame, whereas prevention focus is associated with more cheating in a gain (vs. loss) frame. In gridiron football, this translates to offensive players fouling more when their team is losing (vs. winning) and defensive players fouling more when their team is winning (vs. losing).

Toward a Better Understanding of Behavioral Ethics in the Workplace

The emerging field of behavioral ethics has attracted much attention from scholars across a range of different disciplines, including social psychology, management, behavioral economics, and law. However, how behavioral ethics is situated in relation to more traditional work on business ethics within organizational behavior (OB) has not really been discussed yet. Our primary objective is to bridge the different literatures on ethics within the broad field of OB, and we suggest a full-fledged approach that we refer to as behavioral business ethics. To do so, we review the foundations and research foci of business ethics and behavioral ethics. We structure our review on three levels: the intrapersonal level, interpersonal level, and organizational level. For each level, we provide relevant research examples and outline where more research efforts are needed. We conclude by recommending future research opportunities relevant to behavioral business ethics and discuss its practical implications.

Understanding and Taking Stock of Positive Emotion Disturbance

The prevailing view on positive emotions is that they correlate with and confer psychological health benefits for the individual, including improved social, physical and cognitive functioning. Yet an emerging wave of scientific work suggests that positive emotions are also related to a range of suboptimal psychological health outcomes, especially when the intensity, duration, or context do not optimize the individual's goals or meet current environmental demands. This paper provides an overview of the 'other side' of positive emotion, by describing and reviewing evidence supporting the emerging field of Positive Emotion Disturbance (PED). We review relevant emotion processes and key themes of PED and apply this framework to example emotional disorders, and discuss implications for psychological change and future research agendas.

Entrepreneurship and Eudaimonic Well-Being: Five Venues for New Science

Researchers in entrepreneurial studies are increasingly interested in the psychological well-being of entrepreneurs. Approaches to well-being tend to be partitioned into hedonic and eudaimonic formulations. Most entrepreneurial studies have focused on hedonic indicators (life satisfaction, happiness, positive affect). The central objective of this essay is to examine the relevance of eudaimonic well-being for understanding entrepreneurial experience. The theoretical background and key dimensions of eudaimonic well-being are described and their relevance for entrepreneurial studies is considered. Illustrative findings from prior well-being studies are examined, also with emphasis on possible extensions to entrepreneurship. Five key venues for the entrepreneurial field are then considered: (1) entrepreneurship and autonomy, viewed both as a motive (self-determination theory) and as an aspect of well-being (eudaimonic well-being theory); (2) varieties of entrepreneurship (opportunity versus necessity) and eudaimonic well-being; (3) eudaimonia in the entrepreneurial journey (beginning, middle, end); (4) entrepreneurship, well-being and health; and (5) entrepreneurs and the eudaimonia of others - contrasting virtuous and vicious types. In each topic, extant findings from entrepreneurial studies are considered and new research directions proposed. The overall aim is to be generative regarding the interplay between entrepreneurial experience and eudaimonic wellbeing.

Not as good as you think? Trait positive emotion is associated with increased self-reported empathy but decreased empathic performance

How is positive emotion associated with our ability to empathize with others? Extant research provides support for two competing predictions about this question. An empathy amplification hypothesis suggests positive emotion would be associated with greater empathy, as it often enhances other prosocial processes. A contrasting empathy attenuation hypothesis suggests positive emotion would be associated with lower empathy, because positive emotion promotes self-focused or antisocial behaviors. The present investigation tested these competing perspectives by examining associations between dispositional positive emotion and both subjective (i.e., self-report) and objective (i.e., task performance) measures of empathy. Findings revealed that although trait positive emotion was associated with increased subjective beliefs about empathic tendencies, it was associated with both increases and decreases in task-based empathic performance depending on the target’s emotional state. More specifically, trait positive emotion was linked to lower overall empathic accuracy toward a high-intensity negative target, but also a higher sensitivity to emotion upshifts (i.e., shifts in emotion from negative to positive) toward positive targets. This suggests that trait positive affect may be associated with decreased objective empathy in the context of mood incongruent (i.e., negative) emotional stimuli, but may increase some aspects of empathic performance in the context of mood congruent (i.e., positive) stimuli. Taken together, these findings suggest that trait positive emotion engenders a compelling subjective-objective gap regarding its association with empathy, in being related to a heightened perception of empathic tendencies, despite being linked to mixed abilities in regards to empathic performance. (Word count: 242).

Current Trends in Moral Research

In this article, we identify five disparate themes that guide the processing of ethical judgment and behavior on the basis of current research drawn from multiple disciplinary fields. We then suggest directions for integrative research that consider ethical judgment and behavior as emergent outcomes of dynamic processing systems.

(Un)ethical behavior in organizations

This review spotlights research related to ethical and unethical behavior in organizations. It builds on previous reviews and meta-analyses of the literature on (un)ethical behavior in organizations and discusses recent advances in the field. The review emphasizes how this research speaks to the influence of the organizational context on (un)ethical behavior, proceeding from a more macro to a more micro view on (un)ethical behavior and covering ethical infrastructures, interpersonal influences, individual differences, and cognitive and affective processes. The conclusion highlights opportunities for future research.