In the past six years, the relationship between virtue and vice has aroused extensive attention from organizational ethics scholars, and research within this area of inquiry generally supports a view of moral equivalence: that an invisible mental scale plays a role in people’s moral judgements and decisions in the workplace (Klotz & Bolino, 2013). On the one hand, virtue that are prosocial or pro-organizational are argued to license vice such as unethical behavior (Monin & Miller, 2001) and counterproductive work behavior (Klotz & Bolino, 2013). On the other hand, vice is often deemed compensable or justifiable through moral cleansing (i.e., engaging in subsequent good deeds; Tetlock, Kristel, Elson, Green, & Lerner, 2000), literal cleansing (i.e., hygiene; Zhong & Liljenquist, 2006), or having good and prosocial intentions (Umphress & Bingham, 2011). Although the moral equivalence view has received both theoretical and empirical support, our understanding about it is still relatively nascent. At present,...