Ethics and honesty in organizations deserve unique attention as the workplace context adds additional complexities to be considered. We organize the development in research into three areas: (a) the move from the traditional view of looking at unethical behaviors in organizations as motivated by self-interest to the one looking at some motivated by the desire to benefit others; (b) honesty in organizations and the different motivational tensions at work that add to its complexities; (c) interventions to curb unethical behaviors and encourage honesty at work. In the process, we identify and typologize how different pillars within the organization—hierarchy, goal interdependence, and coordination and teamwork—bring about unique psychological tensions and challenges that make ethics and honesty in organizations particularly complex. We conclude by encouraging more observer- versus actor-centric future research.

组织中的道德和诚实值得特别关注，因为工作场所环境增加了需要考虑的额外复杂性。我们将研究的发展分为三个领域：（a）从将组织中不道德行为视为出于自身利益动机的传统观点转变为将某些人视为出于利益他人的愿望的观点；(b) 组织中的诚实和工作中不同的动机紧张增加了其复杂性；(c) 采取干预措施遏制不道德行为并鼓励在工作中诚实。在此过程中，我们识别和分类组织内的不同支柱——层次结构、目标相互依赖、协调和团队合作——如何带来独特的心理紧张和挑战，从而使组织中的道德和诚实特别复杂。最后，我们鼓励更多以观察者和参与者为中心的未来研究。