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<p>Grounded in Ego Depletion Theory, this study examines the drivers of employee expediency, focusing on perceived resource scarcity, performance pressure, and the mediating role of perceived ethical work climate, with job autonomy as a moderator. Conducted in India using a time-lagged design, data were collected from 350 respondents across hospitality and tourism, IT/ITES, healthcare, and banking and financial services sectors through stratified random sampling. Results show that resource scarcity positively influences expediency and negatively impacts ethical work climate, which in turn negatively affects employee expediency and mediates the resource scarcity-expediency relationship. Performance pressure positively influences employee expediency, negatively impacts perceived ethical work climate, and mediates the resource scarcity-expediency link. Job autonomy moderates the relationship between ethical work climate and expediency, weakening the negative link for employees with high autonomy. This study highlights how cognitive and environmental stressors erode self-regulation, offering strategies to foster ethical work climates and mitigate expedient behaviors.</p>

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The cost of pressure: Unpacking the drivers of expedient behavior through the lens of ego depletion theory and ethical work climate

  • 期刊论文

  • 发表日期：

    2025年10月20日

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  • Debanjana Deb Biswas,
  • Ruparnab Sengupta

摘要

Grounded in Ego Depletion Theory, this study examines the drivers of employee expediency, focusing on perceived resource scarcity, performance pressure, and the mediating role of perceived ethical work climate, with job autonomy as a moderator. Conducted in India using a time-lagged design, data were collected from 350 respondents across hospitality and tourism, IT/ITES, healthcare, and banking and financial services sectors through stratified random sampling. Results show that resource scarcity positively influences expediency and negatively impacts ethical work climate, which in turn negatively affects employee expediency and mediates the resource scarcity-expediency relationship. Performance pressure positively influences employee expediency, negatively impacts perceived ethical work climate, and mediates the resource scarcity-expediency link. Job autonomy moderates the relationship between ethical work climate and expediency, weakening the negative link for employees with high autonomy. This study highlights how cognitive and environmental stressors erode self-regulation, offering strategies to foster ethical work climates and mitigate expedient behaviors.