Unethical pro-organizational behavior (UPB) is often visible to co-workers; however, reactions to UPB are rarely considered in empirical research in spite of their importance to the social dynamics in the workplace. Drawing upon appraisal theory of emotion and the behavioral ethics literature, we predict that observing UPB would lead third parties to experience admiration due to the pro-organizational nature of UPB; these third parties would in turn be motivated to display more helping behavior towards the UPB actor. Conversely, we predict that observing UPB would lead third parties to experience disgust due to the unethical nature of UPB; these third parties would dis-identify themselves from the UPB actor by instigating incivility. Meanwhile, they would disengage themselves from the UPB actor by avoiding them in subsequent interactions. In addition, the observing employees might also engage in action-oriented behavior such as whistle-blowing behavior to sanction the UPB actor. Across an experience-sampling study with three daily assessments as well as an experimental study, we find support for these predictions. Furthermore, we find that third parties’ moral attentiveness moderates the link between observed UPB and disgust, such that observed UPB leads to heightened feelings of disgust only when third parties have high levels of moral attentiveness. We conclude by discussing the theoretical and practical implications of our work.

中文翻译：

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羡慕和厌恶？第三方对他人不道德的亲组织行为的矛盾情绪反应和行为后果

不道德的亲组织行为 (UPB) 经常对同事可见；然而，在实证研究中很少考虑对 UPB 的反应，尽管它们对工作场所的社会动态很重要。借鉴情感评价理论和行为伦理文献，我们预测，由于 UPB 的亲组织性质，观察 UPB 会导致第三方体验钦佩；反过来，这些第三方将被激励对 UPB 参与者表现出更多的帮助行为。相反，我们预测观察 UPB 会导致第三方因不道德而感到厌恶UPB 的性质；这些第三方会通过煽动不文明行为来否认自己与 UPB 参与者的身份。同时，他们会通过在随后的互动中避开他们来脱离 UPB 演员。此外，观察员工也可能会采取行动导向的行为，例如举报行为，以制裁 UPB 演员。在一项包含三个每日评估的经验抽样研究以及一项实验研究中，我们找到了对这些预测的支持。此外，我们发现第三方的道德关注度调节了观察到的 UPB 和厌恶之间的联系，因此只有当第三方具有高度的道德关注度时，观察到的 UPB 才会导致厌恶感增强。最后，我们讨论了我们工作的理论和实践意义。