WHY EMPLOYEES DO BAD THINGS: MORAL DISENGAGEMENT AND UNETHICAL ORGANIZATIONAL BEHAVIOR

By Celia Moore, James R. Detert, Linda Klebe Treviño, V. Baker, David M. Mayer. 2012

1,088 citations recorded by the source corpus.

Subfields: Cognitive Neuroscience, Information Systems and Management, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/7bbdaa0910dbaf3cc976258f459eeede0a93093f

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Citations in the corpus

Investigating When and Why Psychological Entitlement Predicts Unethical Pro-organizational Behavior (2019, background): “Higher levels of moral disengagement should in turn predict both UPB and CWB. Empirical research has found that moral disengagement has a positive association with a range of CWBs (e.g., Moore et al. 2012).”
A Model of Neutralization Techniques (2018, background): “In appealing to pressures from authority as an excuse, people are claiming that they behave deviantly because of the influence of, or force or coercion from an authority figure (Bandura et al. 1996; Moore et al. 2012; White, Bandura, and Bero 2009).”
Leader Unethical Pro-Organizational Behavior and Employee Unethical Conduct: Social Learning of Moral Disengagement as a Behavioral Principle (2020, methodology): “All these moral disengagement mechanisms—often regarded as a single, overarching concept—reflect various explanations that people use to legitimize their unethical behavior and become insulated from self-sanctions (Bandura, 1999, 2002; Moore et al., 2012).”
Withstanding moral disengagement: Attachment security as an ethical intervention ☆ (2014, background): “The link between moral disengagement and unethical decisionmaking (Detert et al., 2008; Moore et al., 2012) is well-established.”
My Boss is Morally Disengaged: The Role of Ethical Leadership in Explaining the Interactive Effect of Supervisor and Employee Moral Disengagement on Employee Behaviors (2016, methodology): “Both supervisors and employees rated their own level ofmoral disengagement using the measure created by Moore et al. (2012).”
Exploring the Impact of Job Insecurity on Employees’ Unethical Behavior (2016, background): “Second, a number of studies have examined the infl uence of various dispositional factors and moral reasoning capabilities on ethical decision-making (Detert et al., 2008 ; Moore, 2008 ; Moore et al., 2012 ).”