Drawing on social exchange theory, we examine the conditions under which employees’ good intentions motivate them to engage in unethical pro-organizational behavior (UPB) and the psychological mechanism behind this behavioral decision. Findings from a time-lagged field study and a scenario study indicate (1) an interactive effect between perceived organizational support and employee performance on UPB; (2) that low performers who perceive high levels of organizational support are more likely to engage in UPB; and (3) that feelings of indebtedness to the organization mediate the interactive effect on UPB. Therefore, the paper highlights the importance of conditional factors in motivating UPB by combining employee ‘good intentions’ and ‘disadvantageous situations’ to understand the UPB decision process. The paper concludes with theoretical and practical implications.

基于社会交换理论，我们研究了员工的良好意愿激发员工从事不道德的组织前行为（UPB）的条件以及该行为决定背后的心理机制。时间滞后的现场研究和情景研究的结果表明：（1）组织支持与员工绩效之间对UPB的互动影响；（2）认为获得较高组织支持的绩效低下的人更有可能参与UPB；（3）对组织的负债感可以调解对UPB的互动影响。因此，本文通过结合员工的“良好意愿”和“不利处境”来理解UPB决策过程，强调了条件因素在激励UPB方面的重要性。