The paradox of the unethical organizational citizen: the link between organizational citizenship behavior and unethical behavior at work

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Relational job crafting: Exploring the role of employee motives with a weekly diary study (2018, background): “Indeed, high prosocial motives require a substantial investment of time and energy to care for co-workers’ well-being (Bolino and Klotz, 2015), which depletes from selfregulatory resources of time, energy and attention (Lanaj et al.”
The Bright Side of Being Prosocial at Work, and the Dark Side, Too: A Review and Agenda for Research on Other-Oriented Motives, Behavior, and Impact in Organizations (2016, background): “When behaving prosocially leads to resource depletion, it may also lead to an increased occurrence of harmful and unethical behaviors (Bolino & Klotz, 2015).”
How and When Compulsory Citizenship Behavior Leads to Employee Silence: A Moderated Mediation Model Based on Moral Disengagement and Supervisor–Subordinate Guanxi Views (2017, methodology): “Furthermore, by clearly demonstrating MD’s etiological role in the facilitation and reinforcement of silence, this research is in response to Bolino and colleagues’ (Bolino et al. 2010, 2012, 2015; Bolino and Klotz 2015) call for more research on using a self-regulation approach to understand CB and”