Abstract:  In Chinese organizations, though employee organizational citizenship behavior and workplace deviance behavior are opposite from each other, both of which are positively related with managerial pro-social rule breaking (MPSRB). In order to explain the mentioned contradictory phenomena, MPSRB was considered as actuality and employee perception at the organizational and the individual level respectively, to explore the cross-level influence mechanism of MPSRB on employee behavior from the opposite perspective of favor and reason. In details, the followings were discussed: (1) Conceptualization and questionnaire development of MPSRB in Chinese context; (2) The mediating effect of supervisor trust and institutional trust on the relationship between actual MPSRB and employee behavior, and the moderating effect of Chinese justice value and zhongyong thinking; (3) The mediating effect of caring climate and rule climate on the relationship between actual MPSRB and employee behavior, and the moderating effect of supervisor communication and guanxi practice; (4) The moderating effect of actual MPSRB on the mediating mechanism at the individual level. The conclusions of the present study can help managers to reasonably handle the conflict between favor and reason, and guide the transformation of management practices.

Key words: managerial pro-social rule breaking, organizational citizenship behavior, workplace deviance behavior, trust, ethical climate