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The dark side of strengths-based approach in the workplace: Perceived strengths-based human resource system spurs unethical pro-organizational behavior

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References

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1992Alumni and their alma mater: A partial test of the reformulated model of organizational identification5,770 cited
2010Unethical behavior in the name of the company: The moderating effect of organizational identification and positive reciprocity beliefs on unethical pro-organizational behavior.871 cited
2010When Employees Do Bad Things for Good Reasons: Examining Unethical Pro-Organizational Behaviors733 cited
2016The Multiple Pathways through which Internal and External Corporate Social Responsibility Influence Organizational Identification and Multifoci Outcomes: The Moderating Role of Cultural and Social Orientations652 cited
2010Using personal and psychological strengths leads to increases in well-being over time: A longitudinal study and the development of the strengths use questionnaire582 cited
2016Relaxing moral reasoning to win: How organizational identification relates to unethical pro-organizational behavior.404 cited
2003THE IMPACT OF HUMAN RESOURCE MANAGEMENT AND WORK CLIMATE ON ORGANIZATIONAL PERFORMANCE396 cited
2017Investigating When and Why Psychological Entitlement Predicts Unethical Pro-organizational Behavior300 cited
2015The impact of socially responsible human resource management on employees' organizational citizenship behaviour: the mediating role of organizational identification296 cited
2012The Relationship Between Ethical Leadership and Unethical Pro-Organizational Behavior: Linear or Curvilinear Effects?

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