The Influence of High-commitment Human Resource Management on Unethical Pro-Organizational Behavior: The Moderating Role of the Perceived Organizational Support in Nigeria

This study seeks to investigate the influence of high-commitment HRM (HCHRM)on unethical proorganizational behaviours (UPB), with the moderating role of perceived organizational support (POS)in Nigeria. The study finds shows that If workers think they will be compensated for unethical behaviour, they would more certainly engage in it. Employees who have historically been rewarded for immoral behaviour are most likely to engage in it again in the future. Although UPB can help organizations in the near run, it is not a long-term development strategy for organizations. Because it violates ethics, it will ultimately hurt the organization's goals and reduce the business's ability to compete in the long run. Perceived organizational support and high commitment human resource management are examples of productive constructs that may have an impact on unethical behaviour. As a result, the company needs to take action to stop employees from adopting UPB.