Future self-continuity has been noted as a major factor that determines unethical business decisions, but its mediating effect on the difference in individuals from cross-cultural settings is yet to be adequately examined. This study investigated unethical business decisions of Eastern and Western Nigerians; and the mediating role of future self-continuity. A total of 197 post graduate university students selected through convenience sampling were used for the cross-sectional study. Participants filled a self-administered close ended questionnaire measuring their unethical business decisions and future self-continuity. Pearson correlation analysis, independent t-test and Baron and Kenny’s method of mediation analysis were used to analyze the data collected. Result revealed that greater future self-continuity led to fewer unethical business decisions. Significant differences were noticed in the expression of unethical business and future self-continuity of Eastern and Western Nigerians. Future self-continuity did not mediate the difference noticed between the Eastern and Western Nigerians in their unethical business decision. In conclusion, future self-continuity is not a significant mediator of the observed difference in unethical business decisions of Eastern and Western Nigerians.

The present study deals with the predictive role of past and future self-continuity on procrastination at work. Self-continuity refers to how connected individuals feel to their past and future selves. Procrastination at work is a common issue with negative consequences for individuals and organizations. Previous research has shown a relationship between procrastination in the academic context and future self-continuity. Individuals with lower levels of future self-continuity are more likely to procrastinate because they perceive their future selves as strangers. The present study examines both past and future self-continuity in relation to procrastination in the workplace, rather than focusing on the academic domain. We collected quantitative data using an online questionnaire to answer the research questions. The results showed that both, past and future self-continuity, significantly predicted procrastination at work. Past self-continuity proved to be a stronger predictor than future self-continuity. Even after controlling for conscientiousness, past self-continuity robustly predicted procrastination at work. The mediation analysis did not show significant results for consideration of future consequences as a mediator. These findings emphasize the importance of considering individuals' connections to their past selves in understanding procrastination at work. They underscore the need for interventions that promote reflection on past experiences and goal setting to reduce procrastination tendencies. Our study provides new insights into self-continuity and procrastination in an organizational context and initiates future research and practical interventions.