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Helping the organization but hurting yourself: How employees’ unethical pro-organizational behavior predicts work-to-life conflict

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  • Liu, Xin Lucy
  • Lu, Jackson G.
  • Zhang, Hongyu
  • Cai, Yahua

Abstract

Integrating paradox theory with work-life boundary theory, we examine how employees’ unethical pro-organizational behavior (UPB) increases work-to-life conflict. Based on the morally paradoxical nature of UPB (unethical yet pro-organizational), we propose that UPB triggers emotional ambivalence by simultaneously inducing guilt (negative moral emotion) and pride (positive moral emotion). This emotional ambivalence produces a state of anxiety, which in turn increases employees’ work-to-life conflict. Our theoretical perspective (UPB → emotional ambivalence [guilt & pride] → state anxiety → work-to-life conflict) was supported by an experience sampling study of hairstylists (Study 1), a vignette experiment of accountants (Study 2), and an experience sampling study of employee-partner pairs (Study 3). In sum, our research demonstrates that unethical behavior intended to benefit the organization may paradoxically hurt employees themselves.

Suggested Citation

  • Liu, Xin Lucy & Lu, Jackson G. & Zhang, Hongyu & Cai, Yahua, 2021. "Helping the organization but hurting yourself: How employees’ unethical pro-organizational behavior predicts work-to-life conflict," Organizational Behavior and Human Decision Processes, Elsevier, vol. 167(C), pages 88-100.
    • Handle: RePEc:eee:jobhdp:v:167:y:2021:i:c:p:88-100
    DOI: 10.1016/j.obhdp.2021.05.002
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