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<p>While the antecedents of unethical pro-family behavior (UPFB) have been widely examined by scholars, research on the consequences of UPFB remains relatively scarce. Taking a paradox theory perspective, we explored the effects of UPFB on actors’ work engagement through emotional ambivalence (guilt &amp; pride) and the boundary role of dialectical thinking in this relationship. We used two studies, a scenario experimental study and a survey study, to test our hypotheses. Study 1 used 153 part-time MBA students as participants randomly divided into UPFB condition and control condition for the scenario experiment; Study 2 used 259 employees from several companies as a sample for a 3-wave survey. Our findings show that UPFB negatively impacts work engagement through emotional ambivalence. In addition, dialectical thinking negatively moderated the mediating effect of emotional ambivalence on the relationship between UPFB and work engagement, with this mediating effect being significant only at lower levels of dialectical thinking. which implies that both employees and their organizations should take measures to prevent the negative consequences associated with UPFB.</p>

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How and when unethical pro-family behavior backfires on employees: exploring the role of emotional ambivalence and dialectical thinking

  • 期刊论文

  • 发表日期：

    2025年3月6日

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  • Mengyu Mao,
  • Lanxia Zhang,
  • Jiamin Li

摘要

While the antecedents of unethical pro-family behavior (UPFB) have been widely examined by scholars, research on the consequences of UPFB remains relatively scarce. Taking a paradox theory perspective, we explored the effects of UPFB on actors’ work engagement through emotional ambivalence (guilt & pride) and the boundary role of dialectical thinking in this relationship. We used two studies, a scenario experimental study and a survey study, to test our hypotheses. Study 1 used 153 part-time MBA students as participants randomly divided into UPFB condition and control condition for the scenario experiment; Study 2 used 259 employees from several companies as a sample for a 3-wave survey. Our findings show that UPFB negatively impacts work engagement through emotional ambivalence. In addition, dialectical thinking negatively moderated the mediating effect of emotional ambivalence on the relationship between UPFB and work engagement, with this mediating effect being significant only at lower levels of dialectical thinking. which implies that both employees and their organizations should take measures to prevent the negative consequences associated with UPFB.