This research examines the mixed work-to-family spillover effects of unethical pro-organizational behavior. Drawing on conservation of resources theory and the work–home resources model, we develop a dual-pathway model to explain such effects. Based on a three-wave field study involving 214 respondents in China, we find engagement in unethical pro-organizational behavior to be positively associated with employees’ organization-based self-esteem and stress at work, which in turn, leads to work-to-family positive spillover and work-to-family conflict, respectively. We also find that performing tensions moderate the mixed effects of unethical pro-organizational behavior on organization-based self-esteem and work stress and the indirect effects of unethical pro-organizational behavior on work-to-family positive spillover and work-to-family conflict. Our findings have theoretical implications for business ethics scholars and practical implications for managers.
Drawing on the work-home resources model, this study investigated the relationship between sexual harassment perceived by employees in the workplace and their work-family enrichment. We considered the potential mediating role of employees' organization-based self-esteem and moderating role of their polychronicity. Using two-wave time-lagged data collected from 362 part-time Master of Business Administration students with full-time jobs in China, we found that perceived sexual harassment at work was negatively related to employees' work-family enrichment via reduced organization-based self-esteem. Polychronicity alleviated the negative relationship between sexual harassment and organization-based self-esteem, and the mediating effect of sexual harassment on work-family enrichment through decreased organization-based self-esteem. We discuss the theoretical and practical implications of these findings.