A Meta‐Analysis of Employee Unethical Pro‐Organisational Behaviour Based on Identity and Cognitive Perspectives

To explore the effects of organisational orientation in predicting employee unethical pro-organisational behaviour (UPB), this meta-analysis classified organisational orientation into organisational attraction orientation (OAO) and organisational stress orientation (OSO). The meta-analysis results of 410 studies with a total sample size of 140,808 indicate that OAO and OSO, respectively, have a significant positive effect on employee UPB. Structural equation modelling revealed that organisational identification significantly mediated the relationship between OAO and employee UPB, while moral disengagement significantly mediated the relationship between OSO and employee UPB. Organisational identification has stronger explanatory power for the relationship between OAO and UPB than moral disengagement, while moral disengagement has stronger explanatory power for the relationship between OSO and UPB than organisational identification. The moderating effects of indulgence culture and research design between OSO and UPB are significant. This paper contributes to the understanding of the complex mechanisms and boundary conditions of OAO and OSO on employee UPB.