Jing Wang

Unethical pro-organizational behavior (UPB) has produced inconsistent effects on employee workplace well-being. Past studies often treat UPB as a unidimensional construct and, hence fail to consider its heterogeneous motivational characteristics. Based on self-determination theory, we examine the separate effects of two distinct UPB subtypes—IUPB and CUPB—on workplace well-being, with basic psychological needs satisfaction playing a mediating role. Data were collected from Chinese salespeople at three time points and 207 valid participants. The hypotheses were tested by confirmatory factor analysis, hierarchical regression, and bootstrap mediation analysis. Results show that CUPB negatively predicts workplace well-being, while IUPB does not have such an effect. The negative effect of CUPB on well-being is fully mediated by basic psychological needs satisfaction, with different roles played by the basic psychological needs satisfaction of autonomy, competence, and relatedness. This study adds to the literature by assessing the multidimensional structure of UPB and shedding light on the motivational driving forces that underlie its opposite effects on employee well-being. The findings also provide guidance to organizations in terms of reducing compelled unethical behavior and enhancing employee well-being through protecting basic psychological needs and moral workplace climates.

Based on the analysis of the teaching status of the health human resource management course, this paper proposes that we should use the knowledge of control theory for reference and introduce the whole process formative evaluation method in the teaching reform, so as to improve the students’ sense of participation and enthusiasm and realize the objective and fair evaluation of students’ achievement. By enumerating the scoring methods of the health human resource management course, this paper expounds the whole process formative evaluation mode, which includes multiple evaluation subjects, multiple evaluation contents and multiple evaluation methods, in order to improve students’ course satisfaction and improve the effectiveness of grade evaluation.

Although fruitful achievements have been explored about job burnout, little is known about burnout in the field of social interaction among college students. To address this limitation, this study defined the concept of Social Burnout and developed a measurement tool for it. The study adopted the method of combining qualitative research with quantitative research. After the qualitative study, we gathered examples of social burnout and finished item writing. Using convenient sampling and theoretical sampling methods, six different samples were recruited for reliability and validity testing. Confirmatory factor analysis (CFA) revealed the scale’s two-factor structure: emotional exhaustion and depersonalization. Cronbach’s alpha measured the internal consistency of the social burnout scale (SBS), which was excellent (Cronbach’s alpha of emotional exhaustion = 0.94; depersonalization = 0.82; the overall = 0.92). Susequently, the method of calculating AVE and CR evaluated the scale’s convergent and discriminant validity, which were relatively good (AVE of emotional exhaustion = 0.60, depersonalization = 0.59; CR of emotional exhaustion = 0.93, depersonalization = 0.81). Then, regression analysis verified the nomological network and criterion-related validity (r = −0.30, p < 0.01; r = −0.39, p < 0.01; β = −0.25, p < 0.01). The SBS was shown to be a reliable and appropriate measure for assessing students’ social burnout. Furthermore, the SBS is recommended for use in academic research and by healthcare professionals to measure students’ social distress. Further validation studies of this scale are needed in other cultural contexts.

Despite the fact that unethical pro-organizational behavior (UPB) has become a theoretical topic in the academic field and the fruitful achievements have been explored in the past decade, organizational researches have largely assumed that UPB is an active and voluntary behavior from the perspective of organizational identity and social exchange. In this paper, the authors argue that previous researches have traditionally considered only a very narrow subset of UPB, focusing almost exclusively on extreme voluntary cases which are not reflective of typical UPB. Instead of being primarily voluntary, some typical UPB can be compulsory in nature. We suggest a different look at UPB by contrasting to the so-called “voluntary” activities via compulsory mechanisms in the workplace. Mostly, we are interested in exploring and validating a measurement tool for this behavior. Based on self-determination theory, we argue that such behaviors are a substantial deviation from the original meaning of UPB and thus should be recognized and studied separately. Using six samples, the authors demonstrate the construct validity, reliability, and acceptable psychometric properties of the compulsory UPB scales. Future directions in UPB research are discussed.