[Mingli Lecture Hall 2021 No. 19] 

Time: April 13 (Tuesday) 10:00-11:30 am

Conference Number: Tencent Conference 163 622 325

Speaker: Associate Professor Liu Zhaopeng of Shandong University

Speaker profile:

Liu Zhaopeng, pre-appointed associate professor at the School of Management of Shandong University, Ph.D. from Antai School of Economics and Management, Shanghai Jiaotong University, andJoint Cultivation of Doctoral Candidates of Rutgers University, United States Sponsored by the National Public. The main research areas include employee behavior ethics, new employee socialization and pro-social motivations. Many papers have been published in Journal of Organizational Behavior and other journals. Won the“Best International Paper Award”at the 2019 American Society of Industrial and Organizational Psychology (SIOP) Annual Meeting, one of the best papers at the 2019 American Academy of Management (AOM) Annual Meeting, and the 2020 American Academy of Management (AOM) Annual Meeting OB Group "AOM Meeting Best Paper Award" etc.

Introduction to the report: Unethical behavior is often costly to organizations and society, but people often have different starting points when they do unethical behavior: it may be for their own benefit, it may be for retaliation against others, or it may be for the organization and team's benefit and many more. Through field interviews, this study found that employees often misappropriate company resources or disclose confidential company information to relatives to benefit relatives. This is a behavior that violates the ethical rules of society and organizations for the benefit of the family. We define it as "Unethical Pro-Family Behavior" (Unethical Pro-Family Behavior). This article systematically puts forward the concept of unethical behavior of pro-family and develops related scales. Based on the theory of social cognition, this study found that employees with greater family financial pressure are more likely to use the moral evasion mechanism to suppress their own moral restraint, leading to higher levels of family-friendly immoral behavior. In addition, when employees have higher family motivations, this indirect effect will be strengthened, and when employees have a strong sense of organizational identity, this indirect effect will be weakened. These findings can enable organizations and leaders to recognize the prevalence of unethical behaviors of pro-family in the workplace, and inspire them to adopt effective management measures for prevention and intervention.

(Organized by: Department of Organization and Human Resources Management, Scientific Research and Academic Exchange Center)