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<p>This study examines the often-overlooked relationship between exemplary employee behavior and pro-organizational behavior (UPB) through the lens of Cognitive Appraisal Theory. While exemplary employees are typically seen as role models for their dedication and high performance, this research reveals that under organizational pressure, such employees may engage in unethical actions to benefit the organization. A two-stage survey of 260 employees from various industries in China was conducted and analyzed using a partial least squares structural aspect model. The study revealed a positive relationship between exemplary employee and UPB. Bottom-line mentality(BLM) is identified as a key mediator, intensifying the likelihood of unethical behavior when employees focus exclusively on performance outcomes. The findings extend existing theories by identifying BLM as a critical psychological mechanism mediating this relationship, illustrating how an excessive focus on performance outcomes can drive unethical behavior. Additionally, job insecurity is found to moderate this relationship, further amplifying UPB risk. By integrating these factors, this research advances cognitive appraisal theory, demonstrating the interplay between cognitive and emotional appraisals in shaping ethical decision-making. These insights enrich the theoretical understanding of employee behavior and offer a foundation for balancing performance demands with ethical practices in organizational settings.</p>

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When role models go astray: revealing why exemplary employees develop unethical pro-organization behavior from a cognitive appraisal perspective

  • 期刊论文

  • 发表日期：

    2025年3月11日

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  • Wenxu Li,
  • Wanfa Zhang,
  • Ziwei Wang,
  • Feifei Liu

摘要

This study examines the often-overlooked relationship between exemplary employee behavior and pro-organizational behavior (UPB) through the lens of Cognitive Appraisal Theory. While exemplary employees are typically seen as role models for their dedication and high performance, this research reveals that under organizational pressure, such employees may engage in unethical actions to benefit the organization. A two-stage survey of 260 employees from various industries in China was conducted and analyzed using a partial least squares structural aspect model. The study revealed a positive relationship between exemplary employee and UPB. Bottom-line mentality(BLM) is identified as a key mediator, intensifying the likelihood of unethical behavior when employees focus exclusively on performance outcomes. The findings extend existing theories by identifying BLM as a critical psychological mechanism mediating this relationship, illustrating how an excessive focus on performance outcomes can drive unethical behavior. Additionally, job insecurity is found to moderate this relationship, further amplifying UPB risk. By integrating these factors, this research advances cognitive appraisal theory, demonstrating the interplay between cognitive and emotional appraisals in shaping ethical decision-making. These insights enrich the theoretical understanding of employee behavior and offer a foundation for balancing performance demands with ethical practices in organizational settings.