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The study addresses limited knowledge about the reasons and antecedents of employees undertaking UPB. Using a time-lagged sample of 425 working adults across multiple industries, it tests whether work ethic and organizational commitment predict readiness for UPB. Results show “hard work,” normative and affective commitment as positive predictors, while morality/ethics, delay of gratification, centrality of work, and anti-leisure attitudes predict less UPB.",{"@graph":69,"@context":123},[70,84,106],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":40,"@type":76,"position":81},"https://docshare.wps.com/document/research-report/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/work-ethic-and-organizational-commitment-as-conditions-of-unethical-pro-organizational-behavior-do-engaged-workers-break-the-ethical-rules/148626/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/work-ethic-and-organizational-commitment-as-conditions-of-unethical-pro-organizational-behavior-do-engaged-workers-break-the-ethical-rules/148626.png","ImageObject",300,407,{"name":92,"@type":93},"Valentina","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-11-06","2026-08-26",true,{"@type":102,"interactionType":103,"userInteractionCount":105},"InteractionCounter",{"@type":104},"ViewAction",16,{"@type":107,"mainEntity":108},"FAQPage",[109,115,119],{"name":110,"@type":111,"acceptedAnswer":112},"What is unethical pro-organizational behavior (UPB)?","Question",{"text":113,"@type":114},"UPB involves intentional workplace actions that violate laws, social standards, or accepted principles, undertaken to benefit the organization and/or coworkers.","Answer",{"name":116,"@type":111,"acceptedAnswer":117},"How does the study test whether work ethic and commitment relate to UPB?",{"text":118,"@type":114},"It uses a time-lagged design with 425 working adults and assesses whether dimensions of work ethic and organizational commitment predict readiness to undertake UPB.",{"name":120,"@type":111,"acceptedAnswer":121},"Which work ethic and commitment dimensions predict UPB positively or negatively?",{"text":122,"@type":114},"“Hard work,” plus normative and affective organizational commitment predict higher UPB, while morality/ethics, delay of gratification, centrality of work, and anti-leisure attitudes predict lower UPB.","https://schema.org",{"og:url":83,"og:type":125,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":127,"canonical":83},"index,follow",{"doc_id":129,"site_id":62},148626,1787782380,{"code":4,"msg":5,"data":132},{"doc_id":129,"user_id":133,"nickname":92,"user_avatar":134,"doc_module":4,"category_id":39,"category_name":40,"doc_title":65,"doc_description":67,"doc_content":135,"file_id":136,"file_url":137,"file_type":138,"file_size":139,"view_count":105,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":52,"language":140,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":141,"faqs":142,"seo_title":143,"seo_description":67,"update_tm":130,"read_time":144,"preview_page_count":4},13056703020460,"https://ap-avatar.wpscdn.com/avatar/be000253dac470eee5d?_k=1778207105932848923","Received: 5 June 2018  \nRevised: 3 April 2019  \nAccepted: 4 April 2019  \nDOI: 10. 1111/ijsa.12241  \nF EAT U R E A RT I C L E  \nWork ethic and organizational commitment as conditions of unethical pro‐organizational behavior: Do engaged workers break the ethical rules?  \nDamian Grabowski1  | Agata Chudzicka‐Czupała1  | Małgorzata Chrupała‐Pniak2  | Abby L. Mello3  | Mariola Paruzel‐Czachura2   \n1Department of Social and Organizational Behavior Psychology, Katowice Faculty of Psychology, SWPS University of Social Sciences and Humanities, Katowice, Poland 2Institute of Psychology, Faculty of Pedagogy and Psychology, University of Silesia in Katowice, Katowice, Poland 3 Department of Psychology, College of Liberal Arts, Towson University, Towson, Maryland  \nCorrespondence  \nDamian Grabowski, Department of Social and Organizational Behavior Psychology, Katowice Faculty of Psychology, SWPS University of Social Sciences and Humanities, ul. Techników 9, 40‐326 Katowice, Poland.  \nEmail: [dgrabowski@swps.edu.pl](dgrabowski@swps.edu.pl)  \nAbstract  \nUnethical pro‐organizational behaviors (UPB) are actions that break rules or estab‐ lished standards, but are undertaken for the purposes of helping the organization or coworkers. Although research has already examined the role of work ethic and or‐ ganizational commitment in shaping employee behaviors, little is known about the reason for and antecedents of employees undertaking UPB. In a sample of 425 work‐ ing adults from multiple industries, we tested whether work ethic and organizational commitment dimensions predict the readiness to undertake UPB. The time‐lagged study showed that the work ethics dimension “hard work,” and normative and affec‐ tive organizational commitment, are positive predictors of UPB. The ethics dimen‐ sions “morality/ethics,” “delay of gratification,” “centrality of work” and “anti‐leisure attitudes” are negative predictors of UPB.  \nK E Y WO R D S  \ncentrality of work, organizational commitment, organizational identification, unethical pro‐ organizational behavior, work ethic  \n1 | I NTRO D UCTIO N benefit them. Thus, an interesting question is why workers who are good, loyal, and strongly identified with the organization, decide to  \nA growing number of studies show increasing scholarly interest in the concept of unethical pro‐organizational behavior (UPB) (Tsiavia, 2016), since the first publication of the original article by Umphress, Bingham, and Mitchell (2010) . Because it is common and costly for organizations, the subject is of interest to practitioners and schol‐ ars alike (Matherne, III & Litchfield, 2012) . To date, there is empiri‐ cal evidence that confirms relations between UPB and identification with the leader or organization (Effelsberg, Solga, & Gurt, 2014; Kong, 2016) . Yet, there is a gap between work ethic (Weber, 1958) and organizational commitment (Meyer & Allen, 1991) and the study of UPB. The present research fills this gap and provides new evi‐ dence on the antecedents of UPBs.  \nRecently, much attention has been paid to unethical behaviors that are not addressed to harm an organization or coworkers, but to  \nbreak the rules and moral standards? Therefore, the present study investigated relations between work ethic dimensions and organiza‐ tional commitment, and employee willingness to undertake unethi‐ cal behaviors. Specifically, we ask two research questions. First, do the dimensions of work ethic and organizational commitment predict individual’s willingness to engage in UPB? And if so, to what extent is each dimension a predictor. Second, is work ethic or commitment a stronger predictor of UPB?  \n1.1 | Unethical pro‐social behavior  \nUPB by Umphress et al. (2010), Umphress and Bingham (2011), re‐ fers to an employee engaging in unethical behavior at work for the purpose of benefitting the organization and/or that organization’s  \nInt J Select Assess. 2019;1–[10. wileyonlinelibrary.com/journal/ijsa](10. wileyonlinelibrary.com/journal","cbCaioqgnkFSYnyp","https://ap.wps.com/l/cbCaioqgnkFSYnyp","pdf",550583,"English","# Introduction\n## Unethical pro-social behavior\n## Organizational commitment","[{\"question\":\"What is unethical pro-organizational behavior (UPB)?\",\"answer\":\"UPB involves intentional workplace actions that violate laws, social standards, or accepted principles, undertaken to benefit the organization and/or coworkers.\"},{\"question\":\"How does the study test whether work ethic and commitment relate to UPB?\",\"answer\":\"It uses a time-lagged design with 425 working adults and assesses whether dimensions of work ethic and organizational commitment predict readiness to undertake UPB.\"},{\"question\":\"Which work ethic and commitment dimensions predict UPB positively or negatively?\",\"answer\":\"“Hard work,” plus normative and affective organizational commitment predict higher UPB, while morality/ethics, delay of gratification, centrality of work, and anti-leisure attitudes predict lower UPB.\"}]","Work ethic and organizational commitment as conditions of unethical pro-organizational behavior - Do engaged workers break the ethical rules? | PDF",25]