Misconduct in organisations is often possible through a combination of employee behaviours such as unethical pro-organisational behaviour (UPB), voice and silence. Most existing research employs a variable-centred approach, examining these behaviours in isolation, leaving a significant gap in understanding how they coexist and manifest collectively within individuals. This paper addresses this gap by adopting a person-centred approach. Two independent studies were conducted in Italy (595 employees) and the UK (594 employees). Results of the latent profile analysis, replicated in both samples, supported our expectations of different behavioural profiles. Findings showed six profiles: the principled activists; the unethical conformists; compromised advocates, ethical moderates, and the ethical pragmatist. Findings of the structural equation model indicate that employees who have a high perception of effort-reward imbalance have a higher probability of being unethical conformists, compromised advocates, ethical moderates, and ethical pragmatists as opposed to ethical moderates and have a lower probability of being principled activists as opposed to ethical moderates. In addition, findings also show that higher moral self-efficacious employees are more likely to belong to the principled activists’ profile compared to ethical moderates. These results underscore the complex interplay between voice, silence, and UPB and their implications for organisational behaviour.
