The pathway to unethical pro-organizational behavior: Organizational identification as a joint function of work passion and trait mindfulness

• Mindfulness moderates the relation between obsessive passion and OID.
• Mindfulness moderates the relation between obsessive passion and UPB.
• OID mediates the interaction effect of obsessive passion and mindfulness on UPB.
• Harmonious passion is positively related to OID.
• Mindfulness does not moderate the relation between harmonious passion and OID.

Employees' unethical behavior is largely intended to harm organizations, but their unethical pro-organizational behavior (UPB) is intended to benefit organizations. A prominent force for UPB is organizational identification (OID), but what determines OID remains poorly understood. A better understanding of this issue can help employees and organizations manage UPB. The current research examines how work passion and trait mindfulness jointly determine OID, which drives UPB. A field study with 120 U.S. employees demonstrated that mindfulness moderated the relationships between obsessive passion and OID and between obsessive passion and UPB, and OID mediated the latter relationship only when mindfulness was low. Harmonious passion was positively related to OID, yet not moderated by mindfulness. On the other hand, perceived organizational support was positively related to OID, and yet not significantly related to UPB. In order to reduce OID and resultant UPB, employees can reduce obsessive passion while enhancing trait mindfulness. These findings advance research on OID, UPB, work passion, and mindfulness and provide practical implications for managing UPB.