Exploring the Unethical Implications of Performance‐Focused <scp>HR</scp> Attributions: The Role of Moral Disengagement and Algorithmic Management

ABSTRACT In today's dynamic and competitive environment, organizations tend to implement performance‐based HRM practices. Performance‐focused HR attributions can profoundly affect employees' behavior at work (particularly unethical behavior). However, the ethical consequences of performance‐focused HR attributions remain unknown. This research examines the impact of performance‐focused HR attributions on employees' unethical pro‐performance behavior (UPPB). To test our hypotheses, we designed two multi‐method studies: A scenario experiment study and a multi‐wave field study in the new retailing service industry. We find a positive correlation between performance‐focused HR attributions and UPPB, mediated by performance‐oriented moral disengagement (PMD). We further find that algorithmic management strengthened the relationship between performance‐focused HR attributions and PMD, as well as its mediating effect. This study highlights the nuanced role that performance‐focused HR attributions play in shaping employees' behavior, and how algorithmic management influences ethical considerations in performance‐driven environments.