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<p>In the existing literature on unethical behavior, research has primarily examined how leaders’ and employees’ unethical pro-organizational behaviors may benefit the organization. However, limited attention has been given to understanding how unethical pro-organizational behaviors may create cross-domain spillover effects and subsequently lead to unethical pro-family behaviors, acts intended ​​to benefit the family but potentially detrimental to the organization. Drawing on social learning theory, this study investigates how employees learn from leaders’ unethical pro-organizational behavior and demonstrate moral disengagement, which subsequently drives employees to exhibit unethical pro-family behavior. Additionally, this study proposes that leader-member guanxi moderates the hypothesized relationships. Using a two-wave time-lagged method, data were collected at two separate time points. A total of 388 valid responses were collected from employees across diverse sectors and analyzed using the PROCESS macro for SPSS to examine moderated mediation effects. The findings support the hypothesized relationships. Furthermore, this study concludes with a discussion of the theoretical and practical implications of the findings.</p>

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Boon or bane: does the leaders’ unethical pro-organizational behavior lead to employees’ unethical pro-family behavior?

  • 期刊论文

  • 发表日期：

    2026年5月9日

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  • Mian Muhammad Rameez,
  • Muhammad Naeem,
  • Jawad Iqbal,
  • Usman Ghani

摘要

In the existing literature on unethical behavior, research has primarily examined how leaders’ and employees’ unethical pro-organizational behaviors may benefit the organization. However, limited attention has been given to understanding how unethical pro-organizational behaviors may create cross-domain spillover effects and subsequently lead to unethical pro-family behaviors, acts intended ​​to benefit the family but potentially detrimental to the organization. Drawing on social learning theory, this study investigates how employees learn from leaders’ unethical pro-organizational behavior and demonstrate moral disengagement, which subsequently drives employees to exhibit unethical pro-family behavior. Additionally, this study proposes that leader-member guanxi moderates the hypothesized relationships. Using a two-wave time-lagged method, data were collected at two separate time points. A total of 388 valid responses were collected from employees across diverse sectors and analyzed using the PROCESS macro for SPSS to examine moderated mediation effects. The findings support the hypothesized relationships. Furthermore, this study concludes with a discussion of the theoretical and practical implications of the findings.