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Ethical climate and pro-social rule breaking in the workplace

机译：工作场所的道德氛围和亲社会规则遭到破坏

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Pro-social rule breaking (PSRB), rule-breaking to promote the interests of the organization, is a burgeoning topic on the scholarly landscape, but drivers of this behavior remain largely unexplained. This paper seeks to extend theory on PSRB by conceptualizing this behavior as an ethical decision requiring tradeoffs and ethical assessments. Specifically, we offer a model of PSRB that contextualizes the behavior within Victor and Cullen's (1988) five-dimensional typology of organizational ethical climate. We offer a set of propositions that provides theory on the role of each climate type on PSRB, as well as additional theorizing about salient individual attributes that impact PSRB. In addition to clarifying PSRB as an ethical decision, this paper offers theory at multiple levels of analysis on what drives PSRB. Specifically core self-evaluations are proposed as antecedents to PSRB. This theorizing is also integrated into literature on HR policy and HR decision-making implications of the model for HR practitioners are discussed, and a set of future research directions are offered.
机译：亲社会规则打破（PSRB）是为了促进组织的利益而打破规则，这在学术界是一个新兴的话题，但是这种行为的驱动力在很大程度上尚无法解释。本文试图通过将这种行为概念化为需要权衡和道德评估的道德决定，来扩展PSRB的理论。具体来说，我们提供了一种PSRB模型，该模型将Victor和Cullen（1988）的组织伦理氛围的五维类型学中的行为情境化。我们提供一组命题，为每种气候类型在PSRB上的作用提供理论，并提供有关影响PSRB的显着个体属性的其他理论。除了阐明PSRB是一个道德决定外，本文还提供了对PSRB的驱动因素进行多层次分析的理论。特别提出了核心自我评估，作为PSRB的前提。该理论也被整合到有关人力资源政策的文献中，并讨论了该模型对人力资源从业者的影响，并提供了一组未来的研究方向。

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