Employee reporting dishonesty is a significant area of concern for firms. In this study, we investigate how providing information about their prosocial actions, such as organizational citizenship behaviors, affects the extent of employee reporting dishonesty. We distinguish prosocial actions whose welfare effects are mutually beneficial (i.e., that help others and the employee), which are common in business practice, from those that are selfless in nature (i.e., that help others at a personal cost to the employee). In addition to examining the effect of the type of prosocial action on the extent of employee reporting dishonesty, we also examine the effect of construal (the manner in which individuals perceive and interpret the action). Using an experiment, we find that participants with high moral identity are less dishonest when they describe their selfless prosocial actions than when they describe their mutually beneficial prosocial actions, but only when they abstractly construe this information. However, we do not find evidence that the reporting dishonesty of participants with low moral identity is influenced by the type of prosocial action they provide information about or the construal of that information. We discuss implications of these results for theory and practice.

员工报告不诚实是公司关注的一个重要领域。在这项研究中，我们调查了提供有关其亲社会行为（例如组织公民行为）的信息如何影响员工报告不诚实的程度。我们将福利效果互惠互利（即帮助他人和员工）的亲社会行为（即在商业实践中常见）与本质上无私的行为（即以员工的个人成本帮助他人）区分开来。除了检查亲社会行为类型对员工报告不诚实程度的影响之外，我们还检查了解释的影响（个人感知和解释行为的方式）。使用实验，我们发现，与描述互惠互利的亲社会行为相比，具有高道德认同的参与者在描述他们无私的亲社会行为时更少不诚实，但只有当他们抽象地解释这些信息时。然而，我们没有发现证据表明道德认同低的参与者的报告不诚实受到他们提供信息的亲社会行为类型或对该信息的解释的影响。我们讨论了这些结果对理论和实践的影响。我们没有发现证据表明道德认同低的参与者的报告不诚实受到他们提供信息的亲社会行为类型或对该信息的解释的影响。我们讨论了这些结果对理论和实践的影响。我们没有发现证据表明道德认同低的参与者的报告不诚实受到他们提供信息的亲社会行为类型或对该信息的解释的影响。我们讨论了这些结果对理论和实践的影响。