The Paradoxial Effect of Affective Commitment on Unethical Pro-Organizational Behavior: Evidence from Indonesian MSEs

Abstract

This study investigates the influence of affective commitment (AC) on unethical pro organizational behavior (UPOR) among employees in Indonesian Micro and Small Enterprises (MSEs). Drawing upon the Cognitive-Affective Personality System (CAPS) theory and Social Exchange Theory, we examine the mediating role of job embeddedness (JE), specifically focusing on the dimensions of fit to organization and fit to community. Using a sample of 118 employees from Indonesian MSEs, we conducted a quantitative study employing regression analysis. Our findings reveal that affective commitment has a significant negative effect on UPOR, contrary to our initial hypothesis. Furthermore, we found that fit to community mediates the relationship between affective commitment and UPOR, while fit to organization does not. These results highlight the importance of considering the role of non-organizational factors in shaping employees' unethical behavior and offer practical insights for managers in MSEs to foster affective commitment and mitigate UPOR. Our study contributes to the literature by providing a nuanced understanding of the relationship between affective commitment and UPOR in the context of MSEs and underscores the significance of job embeddedness, particularly fit to community, in this relationship.