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The ethical aspect of business operation has gone beyond being merely desirable, and it has become an essential factor for the competitive advantage of companies. Leaders also make efforts to increase commitment and enthusiasm of employees for the organization. However, the employee’s psychological attachment to the organization may become another factor of unethical behaviors in the organization. Unethical pro-organizational behavior(UPB) refers to unethical behaviors conducted by employees to potentially benefit the organization. Despite benign motivation on the employee-side, this type of unethical behavior could be also the threat to corporate reputation in the long run. In order to clarify these dynamics between organizational commitment and unethical behaviors, it is necessary to study closely unethical pro-organization behavior which is based on complex motives of members. The purpose of this study is to understand the nature of unethical pro-organizational behaviors by examining the mechanism through which individual employees engage in such behaviors. Specifically, we examined the effect of organizational commitment on unethical pro-organizational behavior based on the social exchange theory. In addition, we studied the role of individual level collectivism by examining the direct effect and the moderating effect of collectivism propensity in the relationship between organizational commitment and unethical pro-organizational behavior. As individual’s differing level of collectivism can have a great influence on unethical pro-organization behavior which is considered as extra-role behavior, we closely examined the effects of individual level collectivism by testing differential effects of five sub-dimensions of collectivism propensity. Lastly, we tried to understand whether organizational trust can moderate the relationship between organizational commitment and unethical organization pro-behavior. In order to achieve these purposes, hypotheses were set up based on the existing literature and theories. The results of the empirical analysis using survey data from 186 employees showed that organizational commitment has a statistically significant effect on unethical pro-organizational behavior. In addition, among the sub-collectivism dimensions, collectivism 3 (preferred) and collectivism 4 (sacrifice) show direct and significant direct effects on unethical pro-organizational behavior, but no moderating effect. Finally, organizational trust shows a significant and negative moderating effect on the relationship between organizational commitment and unethical organization behavior contrary to the hypothesized direction. This study extends the study of unethical pro-organizational behavior by diversifying antecedent variables such as individual level collectivism and moderating variables such as organizational trust. It also provides deeper understanding of unethical pro-organizational behavior and necessary human resource management policies on preventive measures of unethical behavior in order to achieve corporate ethics management goals. Theoretical and practical implications are further discussed as well as future research directions.