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

Hongmin Yan; Xiaowen Hu; Chia Huei Wu

doi:10.1016/j.ijhm.2020.102811

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

Hongmin Yan^*, Xiaowen Hu, Chia Huei Wu

^*Corresponding author for this work

Human Resource Management

Research output: Contribution to journal › Article › peer-review

35 Citations (Scopus)

2 Downloads (Pure)

Abstract

How can hospitality employees be prevented from engaging in unethical behavior toward customers with the intention of helping their organization (i.e., from displaying unethical pro-organizational behavior directed at customers, UPB-C)? Drawing on ethical decision-making (EDM) theory, we propose that organizational punishment for unethical behavior and service climate will jointly inhibit UPB-C via moral disengagement. We test our hypotheses across two studies. In Study 1, using a sample of 122 frontline service employees, we find that, when both organizational punishment for unethical behavior and service climate are higher, UPB-C is lower. In Study 2, we replicate the above findings using a two-wave panel data from a sample of 191 employees who had service roles in the hospitality industry, and further indicate the role of moral disengagement in explaining the interactive effects of organizational punishment and service climate on UPB-C.

Original language	English
Article number	102811
Journal	International Journal of Hospitality Management
Volume	94
Early online date	21 Dec 2020
DOIs	https://doi.org/10.1016/j.ijhm.2020.102811
Publication status	Published - Apr 2021

Keywords

Moral disengagement
Organizational punishment for unethical behavior
Service climate
Unethical pro-organizational behavior

UN SDGs

This output contributes to the following UN Sustainable Development Goals (SDGs)

Access to Document

10.1016/j.ijhm.2020.102811

When and how can_Yan_publishedonline21December2020_Green_AAMAccepted author manuscript, 262 KBLicence: CC BY-NC-ND

https://eprints.whiterose.ac.uk/168614

Cite this

@article{fdd5dbde4ecc49f185f138df49371eae,

title = "When and how can organizational punishment stop unethical pro-organizational behaviors in hospitality?",

abstract = "How can hospitality employees be prevented from engaging in unethical behavior toward customers with the intention of helping their organization (i.e., from displaying unethical pro-organizational behavior directed at customers, UPB-C)? Drawing on ethical decision-making (EDM) theory, we propose that organizational punishment for unethical behavior and service climate will jointly inhibit UPB-C via moral disengagement. We test our hypotheses across two studies. In Study 1, using a sample of 122 frontline service employees, we find that, when both organizational punishment for unethical behavior and service climate are higher, UPB-C is lower. In Study 2, we replicate the above findings using a two-wave panel data from a sample of 191 employees who had service roles in the hospitality industry, and further indicate the role of moral disengagement in explaining the interactive effects of organizational punishment and service climate on UPB-C.",

keywords = "Moral disengagement, Organizational punishment for unethical behavior, Service climate, Unethical pro-organizational behavior",

author = "Hongmin Yan and Xiaowen Hu and Wu, {Chia Huei}",

note = "Publisher Copyright: {\textcopyright} 2020 Elsevier Ltd",

year = "2021",

month = apr,

doi = "10.1016/j.ijhm.2020.102811",

language = "English",

volume = "94",

journal = "International Journal of Hospitality Management",