Dadaboyev Sherzodbek
Part-time PhD student (2022-2025)
Part-time PhD student (2022-2025)
- Academic Biography
- Doctoral Project
- Publications
- Conference Participations, Scientific Talks
- Other Achievements / Certifications
Academic biography
- Ph.D., (2021), Strategy and Organization Management, School of Business Administration (AACSB-accredited), Kyungpook National University, Daegu, Korea (Republic of) Dissertation title: “Cleansing Our Wrongs: Linking Mechanism between Deviance and Citizenship”
GPA: 4.24 / 4.3
- M.B.A., (2017), Human Recourse Management and Organization Studies, Yeungnam University, Gyeongsan, Korea (Republic of) Thesis title: “Task Performance, Self-efficacy, and Workplace Victimization: The Role of Task Interdependence and Individual Exchange Ideology”
GPA: 3.93/4.5
- B.A., (2013), Oriental Studies, Tashkent State University of Oriental Studies, Tashkent, Uzbekistan
GPA: 82.9/100
Employment
- September 2023 ─ Present Associate Professor, Business School, Central Asian University, Tashkent, Uzbekistan
- September 2022 ─ August 2023 Associate Professor, Department of International Business Administration, IMC-Joint Degree Faculty, Tashkent State University of Economics, Tashkent, Uzbekistan
- March 2022 ─ October 2022 BK21 Postdoctoral Researcher, School of Business Administration, Kyungpook National University, Daegu, Korea (Republic of)
- March 2021 ─ February 2022 Postdoctoral Scholar, Industry-Academic Cooperation Foundation, Yonsei University, Wonju, Korea (Republic of)
- March 2018 ─ February 2021 Teaching Assistant, Strategy and Organization Management, School of Business Administration, Kyungpook National University, Daegu, Korea (Republic of)
Expertise
- Behavioral Ethics
- Organizational Citizenship and Organizational Deviance
- Moral Cleansing and Licensing Effects
- Unethical Pro-organizational Behavior
Doctoral project
Title: “The Genesis of Unethical Behavior in Corporate Governance, Its Identification, and Mechanisms
for Remediation”
The existing literature on organizational behavior has made significant strides in understanding the complexities of workplace dynamics. However, several critical gaps and unresolved issues persist, necessitating further investigation.
While self-efficacy is generally considered a positive trait, the conditions under which high self-efficacy can lead to adverse outcomes, such as workplace victimization, remain under-explored. There is a lack of clarity on how highly self-efficacious employees become targets of mistreatment and the roles of situational factors in this process. The research has not fully explained why these ‘smart’ or ‘bright’ employees can be vulnerable to negative interpersonal dynamics.
While task interdependence is recognized as a critical situational factor that can exacerbate adverse outcomes, such as victimization, the existing studies have not thoroughly investigated the nuances of this relationship. There is a need for more in-depth research to explore how task interdependence interacts with individual characteristics, such as self-efficacy, to influence workplace behavior and how task interdependence functions as a critical boundary condition to aggravate employee victimization.
The literature has begun acknowledging that employees may engage in reparative behaviors to compensate for their deviant actions.
However, there is a need for a more comprehensive model that elucidates the mechanisms linking workplace deviance, moral emotions such as guilt, and subsequent reparative actions both within (OCB) and outside the organization (prosocial behavior). There is a gap in understanding the specific conditions that can motivate a member to engage in reparative actions.
Research has shown that employees might engage in unethical actions to benefit their organizations, but a more profound understanding is needed of how organizational identification, individual differences, and contextual factors influence unethical pro-organizational behavior.
There is a gap in understanding the potential unintended consequences of positive organizational actions, such as external corporate social responsibility (CSR), on employee behavior. Also, the relationship between organizational identification and unethical pro-organizational behavior may vary according to demographic factors like gender, age, and tenure, which requires further examination.
There is a need for more qualitative research that can capture individual experiences of organizational misbehavior and delve more deeply into the social processes and perceptions of value-violating behaviors. The over-reliance on cross-sectional data and self-reported evaluations in the existing literature restricts the understanding of causality and the true nature of these complex dynamics in organizational settings.
In summary, despite valuable contributions, the existing body of research presents several notable gaps. There is a lack of understanding of the complex interplay between personal characteristics, situational factors, and ethical considerations in shaping workplace behavior. There is a need for research that moves beyond simplistic models, considers the dynamic nature of these relationships, and explores both the intended and unintended consequences of employee behavior. This study addresses these gaps by providing a comprehensive, multi-faceted analysis of these critical issues.
Research Objectives
This research aims to provide a comprehensive understanding of the complex interplay between individual characteristics, situational factors, and ethical considerations in shaping workplace behavior. This will be achieved through the following specific objectives:
for Remediation”
The existing literature on organizational behavior has made significant strides in understanding the complexities of workplace dynamics. However, several critical gaps and unresolved issues persist, necessitating further investigation.
While self-efficacy is generally considered a positive trait, the conditions under which high self-efficacy can lead to adverse outcomes, such as workplace victimization, remain under-explored. There is a lack of clarity on how highly self-efficacious employees become targets of mistreatment and the roles of situational factors in this process. The research has not fully explained why these ‘smart’ or ‘bright’ employees can be vulnerable to negative interpersonal dynamics.
While task interdependence is recognized as a critical situational factor that can exacerbate adverse outcomes, such as victimization, the existing studies have not thoroughly investigated the nuances of this relationship. There is a need for more in-depth research to explore how task interdependence interacts with individual characteristics, such as self-efficacy, to influence workplace behavior and how task interdependence functions as a critical boundary condition to aggravate employee victimization.
The literature has begun acknowledging that employees may engage in reparative behaviors to compensate for their deviant actions.
However, there is a need for a more comprehensive model that elucidates the mechanisms linking workplace deviance, moral emotions such as guilt, and subsequent reparative actions both within (OCB) and outside the organization (prosocial behavior). There is a gap in understanding the specific conditions that can motivate a member to engage in reparative actions.
Research has shown that employees might engage in unethical actions to benefit their organizations, but a more profound understanding is needed of how organizational identification, individual differences, and contextual factors influence unethical pro-organizational behavior.
There is a gap in understanding the potential unintended consequences of positive organizational actions, such as external corporate social responsibility (CSR), on employee behavior. Also, the relationship between organizational identification and unethical pro-organizational behavior may vary according to demographic factors like gender, age, and tenure, which requires further examination.
There is a need for more qualitative research that can capture individual experiences of organizational misbehavior and delve more deeply into the social processes and perceptions of value-violating behaviors. The over-reliance on cross-sectional data and self-reported evaluations in the existing literature restricts the understanding of causality and the true nature of these complex dynamics in organizational settings.
In summary, despite valuable contributions, the existing body of research presents several notable gaps. There is a lack of understanding of the complex interplay between personal characteristics, situational factors, and ethical considerations in shaping workplace behavior. There is a need for research that moves beyond simplistic models, considers the dynamic nature of these relationships, and explores both the intended and unintended consequences of employee behavior. This study addresses these gaps by providing a comprehensive, multi-faceted analysis of these critical issues.
Research Objectives
This research aims to provide a comprehensive understanding of the complex interplay between individual characteristics, situational factors, and ethical considerations in shaping workplace behavior. This will be achieved through the following specific objectives:
-
To investigate the relationship between self-efficacy and workplace victimization, exploring the conditions under which highly self-efficacious employees may become targets of mistreatment. This includes examining the mechanisms contributing to this phenomenon and identifying the situational factors that exacerbate this relationship.
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To examine the moderating role of task interdependence in the relationship between self-efficacy and workplace victimization. This involves exploring how the level of task interdependence influences the likelihood of victimization among highly self-efficacious employees and further clarifying how task interdependence acts as a critical boundary condition to intensify employee victimization.
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To develop and test a model that elucidates the relationship between workplace deviance, moral emotions, and subsequent reparative actions. This includes investigating the role of guilt as a mediator in the relationship between workplace deviance, organizational citizenship behavior (OCB), and prosocial behavior.
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To examine the moderating role of task visibility in the relationship between workplace deviance and reparative actions. This includes exploring how task visibility influences the guilt elicited by deviant behavior and how it shapes subsequent compensatory behaviors, such as OCB and prosocial behavior.
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To explore the antecedents of unethical pro-organizational behavior (UPB). This involves examining the influence of organizational identification, psychological entitlement, and external corporate social responsibility (CSR) on employees’ intentions to engage in UPB. It also seeks to clarify how individual differences, such as self-awareness, and demographic factors, such as gender, age, and tenure, may mediate these relationships.
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To utilize quantitative and qualitative approaches to investigate workplace behavior, acknowledging the limitations of relying solely on self-reported data. This includes employing more longitudinal designs and exploring the potential of narrative analysis to capture better the individual experiences and social processes present in these complex workplace dynamics.
Publications
- *Dadaboyev, S. M. U., Paek, S., Choi, S., & Farro, A. (2025), “Understanding the Consequences of Unethical Pro-Organizational Behavior: A Dual Pathway Model from an Actor-Based Perspective”, Baltic Journal of Management, Vol. 20 No. 1, pp. 109-132. https://doi.org/10.1108/BJM-05-2024-0265
(SSCI, 2022 Impact Factor of 3.1; 2 out of 4 on the ABS list) - *Dadaboyev, S.M.U., Paek, S. and Choi, S. (2024), "Do gender, age and tenure matter when behaving unethically for organizations: Meta-analytic review on organizational identity and unethical pro-organizational behavior", Baltic Journal of Management, Vol. 19 No. 1, pp. 1-18. https://doi.org/10.1108/BJM-12-2022-0480
(SSCI, 2022 Impact Factor of 3.1; 2 out of 4 on the ABS list) - *Dadaboyev, S., Baek, Y., & Paek, S. (2023), "Workplace deviance, emotional state and reparative behaviors: task visibility as a boundary condition in a mediated moderation model", Baltic Journal of Management, Vol. 18 No. 5, pp. 596-611. https://doi.org/10.1108/BJM-07-2022-0271
(SSCI, 2022 Impact Factor of 3.1; 2 out of 4 on the ABS list) - *Dadaboyev, S. M. U., Paek, S., & Choi, S. (2022), “Why do good soldiers in good organizations behave wrongly? The vicarious licensing effect of perceived corporate social responsibility”, Baltic Journal of Management, Vol. 17 No. 5, pp. 722-737. https://doi.org/10.1108/BJM-02-2022-0071
(SSCI, 2022 Impact Factor of 3.1; 2 out of 4 on the ABS list) - *Dadaboyev, S.M.U. and Baek, Y. (2022), “Organizational misbehaviors: construct review and hierarchical reflective model”, Management Research, Vol. 20 No. 4, pp. 310-333. https://doi.org/10.1108/MRJIAM-01-2022-1266
(ESCI, 2022 Impact Factor of 2.8; 1 out of 4 on the ABS list)
- Toirova, M.,*Dadaboyev, S. M. U., & Baek, Y.(2022), “Organizational Citizenship Behavior as a Repair to Deviant Behavior: Role of Moral Identity”, Regional Industry Review, Vol. 45 No. 3, pp. 123-142. https://www.kci.go.kr/kciportal/ci/sereArticleSearch/ciSereArtiView.kci?sereArticleSearchBean.artiId=ART002875739
(KCI) - *Dadaboyev, S., Baek, Y., & Ahn, S. (2021). “Victimizing innovative employees: Joint roles of in-role behavior and task interdependence”, International Journal of Conflict Management, Vol. 32 No. 2, pp. 250-265. https://doi.org/10.1108/IJCMA-05-2020-0090
(SSCI, 2022 Impact Factor of 3.3; A on ABDC list; 2 out of 4 on the ABS list) - *Dadaboyev, S., Park, J., & Ahn, S. (2019), “Dark sides of self-efficacy and task interdependence: victimization”, Journal of Managerial Psychology, Vol. 34 No. 6, pp. 386-400. https://doi.org/10.1108/JMP-01-2018-0033
(SSCI, 2022 Impact Factor of 3.2; B on ABDC list; 3 out of 4 on the ABS list)
MANUSCRIPTS UNDER REVISION/REVIEW IN JOURNALS
- Dadaboyev, S. M. U., Paek, S., Choi, S., & Farro, A. “Unraveling the Paradoxical Consequences of Unethical Pro-Organizational Behavior: A Dual-Path Model”. Under review at Journal of Managerial Psychology.
- Suleymenova, A., Abdullayeva, J., Abbosova, N., Mamadjanova, K., & Dadaboyev, S. M. U. (2025).“Role of artificial intelligence in employee learning: Systematic review and future research directions”, Under review at Vision: The Journal of Business Perspective.
- Akbarova, Z., & Dadaboyev, S. M. U. (2025). “Navigating the digital workplace: A comprehensive review of cyberbullying among employees”, Under review at Discover Psychology.
- Dadaboyev, S. M. U., Abdullayeva, J., Abbosova, N., Suleymenova, A., & Mamadjanova, K. (2025). “Role of artificial intelligence in employee recruitment: Systematic review and future research directions”, Under review at Discover Global Society.
- Bositkhanova, N., & Dadaboyev, S. M. U. (2025). “Revolutionizing workforce planning: Role of AI in HR strategy” Under review at Discover Global Society.
- Abdukhafizova, M., Dadaboyev, S. M. U., & Suleymenova, A. (2025), “Digital leadership: A systematic review of leadership effectiveness in the virtual workplace”, Under review at SageOpen.
- Toirova, M. A., Baek, Y., Lee, S., & Dadaboyev, S. M. U. (2025). “Outcomes of leader OCB: Impacts on focal knowledge sharing and incivility” Under review at Journal of Business Ethics.
- Abdurazzakov, O., Odilov, B., Dadaboyev, S., & Saydumarov, S. (2025). “Reputation, regulation, and retention: AKFA Medline’s healthcare challenge”, Under review at Emerald Emerging Markets Case Studies.
- Alimov, B., Park, T., & Dadaboyev, S. M. U. (2025). “Ethical climate and innovative behavior: The mediating role of ethical conduct”, Under review at Behavioral Sciences.
Conference participations, scientific talks
- Dadaboyev, S., Hojimurodova, S., & Gulomova, G. (2025). AI in HR analytics: A synthesis of current research and future directions. In Proceedings of the AAAI 2025 Summer Symposium Series. AAAI Press.
- Dadaboyev, S., Baxtiyorova, F., & Akbarova, Y. (2025). AI and the future of work: How can we design jobs that benefit both organizations and employees. In Proceedings of the AAAI 2025 Summer Symposium Series. AAAI Press. Suleymenova, A., Abdullayeva, J., Abbosova, N., Mamadjanova, K., & Dadaboyev, S. M. U. (2024). Role of artificial intelligence in employee learning: Systematic review and future research directions. In Proceedings of the 8th International Conference on Future Networks and Distributed Systems. https://doi.org/10.1145/3726122.3726208
- Latifi, M., Ismail, I. A., Kotamjani, S. S., Dadaboyev, S. M. U., Fahimirad, M., & Odilova, S. (2024). Innovative Behaviors in SMEs: Impact of Leadership Style and Employee Emotional Intelligence. In Academy of Management Proceedings (Vol. 2024, No. 1, p. 18134). Valhalla, NY 10595: Academy of Management. https://doi.org/10.5465/AMPROC.2024.18134abstract
- Dadaboyev, S., Paek, S., & Choi, S. (2022). Framework of Unethical Pro-Organizational Behavior: Consequences, Conditions, and Processes. Academy of Management Proceedings, Vol. 2022, No. 1, https://doi.org/10.5465/AMBPP.2022.12476abstract
- Dadaboyev, S., Paek, S., & Choi, S. (2022). Differential Consequences of Unethical Pro-organizational Behavior: Dual-path Mechanism. Academy of Management Proceedings, Vol. 2022, No. 1, https://doi.org/10.5465/AMBPP.2022.16557abstract
- Dadaboyev, S., Choi, S., & Paek, S. (2022). Perceived corporate social responsibility, entitlement, and unethical pro-organizational behavior: The role of self-awareness. 2022 International Conference of Korean Academic Association of Business Administration (KAABA).
- Dadaboyev, S., Baek, Y., & Toirova, M. (2022). When Citizenship Pressure Backfired: Anger and Deviance. Proceedings of the 28th Annual Conference of International Association for Applied Management, Vol. 28, No 1, p. 18.
- Dadaboyev, S. M. U., & Baek, Y. (2021). Citizenship as Repair to Deviance: Roles of Moral Identity and Task Visibility. Academy of Management Proceedings, Vol. 2021, No. 1, p. 15977. https://doi.org/10.5465/AMBPP.2021.15977abstract
- Dadaboyev, S. M. U., & Baek, Y. (2021). Review of Organizational Misbehavior Constructs: Hierarchical Reflective Model. Academy of Management Proceedings, Vol. 2021, No. 1, p. 16201. https://doi.org/10.5465/AMBPP.2021.16201abstract
Other Achievements / Certifications
- “Professor of the Year Award”, Central Asian University, 2024.
- “Best Speaker Award”, Central Asian University, 2023.
- “Hyangchon Best Dissertation Award”, Kyungpook National University, 2022.
- Excellent Graduation Research Work, (score 98 / 100) Tashkent State University of Oriental Studies, 2013.
- Honored as a Talented Student, Tashkent State University of Oriental Studies, 2012.
- Scholarship for Excellent Academic Performance, Tashkent State University of Oriental Studies, 2009-2013.
