Job performance has historically been divided into two subsets, that which is prescribed and that which is discretionary. Further, discretionary workplace behavior has typically been described as either helpful or ethical (i.e. organizational citizenship behavior) or harmful and unethical (i.e. workplace deviance behavior) with behavior that is both helpful and unethical rarely discussed. I term this lesser discussed type of discretionary workplace behavior unethical prosocial behavior and define it as discretionary actions that are intended to benefit a specific referent outside the self, either an individual or a group, that are illegal and/or morally inappropriate to larger society. In addition to defining unethical prosocial behavior, this paper places the behavior in an organizing framework of discretionary workplace behaviors and tests several hypotheses regarding unethical prosocial behavior. The hypotheses address three primary research questions. First, are there contextual conditions that make it more likely that a person will engage in unethical prosocial behavior? Second, does the nature of the relationship between the actor and the beneficiary make unethical prosocial behavior more or less likely? And third, are there individual characteristics that serve to either constrain or enhance the likelihood that and individual will engage in unethical prosocial behavior? A 2 x …