3요인 조직몰입이 비윤리적 친조직행동에 미치는 영향: 양심성의 조절효과를 중심으로

The concept of unethical pro-organizational behavior (UPB) is a relatively recent research issue compared to other employee behaviors. This concept has recently drawn the attention of many researchers despite its short history due to its unique nature of being pro-organization and at the same time unethical. In particular, researchers are focused on exploring the various antecedents of this behavior. In this context, this study is conducted with three purposes: First, we would like to look at organizational commitment as a predictor for UPB, Focusing on the fact that existing research related to this was conducted in Western cultures such as Poland, we will investigate the relationship between the two variables in Korean organizational culture. Second, the effect of organizational commitment on the UPB is identified by dividing it into three sub-dimensions such as affective commitment, continuous commitment, and normative commitment. Each of the sub-dimensions of organizational commitment has different features, so the effect is discriminated against. Third, the moderating effect of conscientiousness is analyzed together. As mentioned, UPB has both pro-organization and unethical-ness. Thus, by looking at the effects of interaction with conscientiousness, not just organizational commitment, we gain more information about the expression of UPB. The analysis was conducted on 203 Korean corporate workers. The analysis showed that among the three commitments, continuous commitments and normative commitments alone positively affect UPB without interaction effect with conscientiousness, and affective commitment has negative effect on UPB through interaction effect with conscientiousness. In addition, the incremental coefficient of determination of continuous commitment and normative commitment was also significant. This study offers implications. First, comparing to the existing study on the relationship between organizational commitment and UPB, this study tells that there are some different point on the relationship according to the cultural context such as western culture and Korean culture. Second, sub-dimensions of organizational commitment have different effect on UPB and especially affective commitment has interactive effect with conscientiousness.