The pathway to unethical pro-organizational behavior: Organizational identification as a joint function of work passion and trait mindfulness☆

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Egoistic norms, organizational identification, and the perceived ethicality of unethical pro-organizational behavior: A moral maturation perspective (2020, background): “Prior research has argued that organizational identification can increase the likelihood that UPB will be an attractive behavior to employees (Umphress and Bingham, 2011), either directly (e.g. Chen et al., 2016; Effelsberg and Solga, 2015; Kong, 2016) or by strengthening other effects (e.”
Investigating When and Why Psychological Entitlement Predicts Unethical Pro-organizational Behavior (2019, background): “Research has begun to systematically investigate and theorize about UPB with a particular focus on employee motivations to engage in such behaviors (e.g., Chen et al. 2016; Graham et al. 2015; Kong 2016).”
Unraveling the “passion orchestra” in academia (2016, background): “Because work is generally contained within the organizational setting, organizational life becomes a central part of an individual’s life, cultivating his or her identification with and involvement in the organization (Kong, 2016; Mageau et al., 2009; Vallerand and Houlfort, 2003).”