Elizabeth E Umphress
Biographic Data
| ID | 6541196 |
|---|---|
| NAME | Elizabeth E Umphress |
| GIVEN NAMES | Elizabeth E |
| FAMILY NAME | Umphress |
| SIGNATURE | UMPHRESS E E |
| AFFILIATIONS | Texas A&M University |
| ORCID | 0000-0001-6879-4650 |
| VERIFIED | Yes |
| TOTAL WORKS | 8 |
| TOTAL CITATIONS | 28 |
| AUTHOR COUNT | 8 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2003 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 3 |
Good intentions, bad behavior: A review and synthesis of the literature on unethical prosocial behavior (UPB) at work
Scholars have investigated work behaviors that are intended to help others, yet at the same time violate societal values, norms, laws, or standards of proper conduct. We refer to these actions collectively as unethical prosocial behavior (UPB) at work. In this paper, we provide a critical review of the UPB literature. Our review makes several contributions: First, we clarify definitional issues surrounding UPB, while also offering suggestions for…
Compassion organizing: Employees' satisfaction with corporate philanthropic disaster response and reduced job strain
The literature on corporate social responsibility and corporate philanthropy generally focuses on how employers come to the aid of those outside the organization who have been affected by disasters. Less is known about an organization's corporate philanthropic disaster response ( CPDR ) directed towards their employees. We argue, based on conservation of resources ( H obfoll, 1989, A m . P sychol ., 44, 513) and compassion organizing ( D utton et…
Observer reactions to interpersonal injustice: The roles of perpetrator intent and victim perception
The present research contributes to a growing literature on observer reactions to injustice experienced by others. In particular, we separated two variables that have previously been confounded in prior research, namely perpetrator intent to cause harm and victim perception of harm. We expected that injustice intent and injustice perceptions would have both unique and joint effects on observer reactions. The results of three experiments in which …
When Employees Do Bad Things for Good Reasons: Examining Unethical Pro-Organizational Behaviors
We propose that employees sometimes engage in unethical acts with the intent to benefit their organization, its members, or both—a construct we term unethical pro-organizational behavior. We suggest that positive social exchange relationships and organizational identification may lead to unethical pro-organizational behavior indirectly via neutralization, the process by which the moral content of unethical actions is overlooked. We incorporate si…
Unethical behavior in the name of the company: The moderating effect of organizational identification and positive reciprocity beliefs on unethical pro-organizational behavior.
We examined the relationship between organizational identification and unethical pro-organizational behavior (UPB)-unethical behaviors conducted by employees to potentially benefit the organization. We predicted that organizational identification would be positively related to UPB and that positive reciprocity beliefs would moderate and strengthen this relationship. The results from 2 field studies support the interaction effect and show that ind…
Prior Experiences as Temporal Frames of Reference in Social Justice: The Influence of Previous Fairness Experiences on Reactions to New and Old Supervisors
The Role of Instrumental and Expressive Social Ties in Employees' Perceptions of Organizational Justice
We argue that employees' organizational justice perceptions are, in part, influenced by whom they associate with in the workplace. Consequently, we examine the link between different types of social ties and the interpersonal similarity of employees' perceptions of interactional, procedural, and distributive justice through a social network study in a division of a Fortune 500 firm. We predicted and found that social ties influence perceptions of…
Building Houses on Rocks: The Role of the Ethical Infrastructure in Organizations
Building Houses on Rocks: The Role of the Ethical Infrastructure in Organizations
Observer reactions to interpersonal injustice: The roles of perpetrator intent and victim perception
The present research contributes to a growing literature on observer reactions to injustice experienced by others. In particular, we separated two variables that have previously been confounded in prior research, namely perpetrator intent to cause harm and victim perception of harm. We expected that injustice intent and injustice perceptions would have both unique and joint effects on observer reactions. The results of three experiments in which …
Prior Experiences as Temporal Frames of Reference in Social Justice: The Influence of Previous Fairness Experiences on Reactions to New and Old Supervisors
The Role of Instrumental and Expressive Social Ties in Employees' Perceptions of Organizational Justice
We argue that employees' organizational justice perceptions are, in part, influenced by whom they associate with in the workplace. Consequently, we examine the link between different types of social ties and the interpersonal similarity of employees' perceptions of interactional, procedural, and distributive justice through a social network study in a division of a Fortune 500 firm. We predicted and found that social ties influence perceptions of…
Building Houses on Rocks: The Role of the Ethical Infrastructure in Organizations
Prior Experiences as Temporal Frames of Reference in Social Justice: The Influence of Previous Fairness Experiences on Reactions to New and Old Supervisors
Unethical behavior in the name of the company: The moderating effect of organizational identification and positive reciprocity beliefs on unethical pro-organizational behavior.
We examined the relationship between organizational identification and unethical pro-organizational behavior (UPB)-unethical behaviors conducted by employees to potentially benefit the organization. We predicted that organizational identification would be positively related to UPB and that positive reciprocity beliefs would moderate and strengthen this relationship. The results from 2 field studies support the interaction effect and show that ind…
When Employees Do Bad Things for Good Reasons: Examining Unethical Pro-Organizational Behaviors
We propose that employees sometimes engage in unethical acts with the intent to benefit their organization, its members, or both—a construct we term unethical pro-organizational behavior. We suggest that positive social exchange relationships and organizational identification may lead to unethical pro-organizational behavior indirectly via neutralization, the process by which the moral content of unethical actions is overlooked. We incorporate si…
Observer reactions to interpersonal injustice: The roles of perpetrator intent and victim perception
The present research contributes to a growing literature on observer reactions to injustice experienced by others. In particular, we separated two variables that have previously been confounded in prior research, namely perpetrator intent to cause harm and victim perception of harm. We expected that injustice intent and injustice perceptions would have both unique and joint effects on observer reactions. The results of three experiments in which …
Compassion organizing: Employees' satisfaction with corporate philanthropic disaster response and reduced job strain
The literature on corporate social responsibility and corporate philanthropy generally focuses on how employers come to the aid of those outside the organization who have been affected by disasters. Less is known about an organization's corporate philanthropic disaster response ( CPDR ) directed towards their employees. We argue, based on conservation of resources ( H obfoll, 1989, A m . P sychol ., 44, 513) and compassion organizing ( D utton et…
Good intentions, bad behavior: A review and synthesis of the literature on unethical prosocial behavior (UPB) at work
Scholars have investigated work behaviors that are intended to help others, yet at the same time violate societal values, norms, laws, or standards of proper conduct. We refer to these actions collectively as unethical prosocial behavior (UPB) at work. In this paper, we provide a critical review of the UPB literature. Our review makes several contributions: First, we clarify definitional issues surrounding UPB, while also offering suggestions for…
Psychology (8 works) · Social Psychology (8 works) · Political science (6 works) · Ethics in Business and Education (5 works) · Economic Justice (4 works) · Law (4 works) · Organizational commitment (4 works) · Job Satisfaction and Organizational Behavior (3 works) · Public relations (3 works) · Social and Intergroup Psychology (3 works)