Author
John P. Clark
Bio: John P. Clark is an academic researcher from University of Minnesota. The author has contributed to research in topics: Poison control & Deviance (sociology). The author has an hindex of 9, co-authored 17 publications receiving 1395 citations.
Papers
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TL;DR: Using the phenomenon of deviance by employees against the rules of the formal work organization as the behavior of interest, the differential saliences of both formal (i.e., management) and informa...
Abstract: Using the phenomenon of deviance by employees against the rules of the formal work organization as the behavior of interest, the differential saliences of both formal (i.e., management) and informa...
333 citations
TL;DR: The study found that the perception of both the certainty and severity of organizational sanctions were related to employee theft, and interactions between age/certainty and age/severity suggest that younger employees are not as deterrable as their older peers, especially under conditions of both high certainty and high severity of punishment.
Abstract: The phenomenon of employee theft is examined empirically, utilizing a deterrence paradigm. Employees selected randomly from three different industry sectors and metropolitan areas were asked to self-report their involvement in a number of property theft activities within the employment setting. Using a weighted least-squares logit regression analysis, the study found that the perception of both the certainty and severity of organizational sanctions were related to employee theft. Males reported more theft than did females, but contrary to previous research, no gender/certainty or gender/severity interactions were observed. The best-fit model did, however, contain two significant first-order interactions: age/certainty and age/severity. These interactions strongly suggest that younger employees are not as deterrable as their older peers, especially under conditions of both high certainty and high severity of punishment. While a number of possible explanations might account for differential deterrability according to age, a commitment to or stakes in conformity explanation is proposed.
268 citations
TL;DR: In this article, the authors suggest an explanation of police-civilian behavior based on a normative and interpersonal construct rather than on a psychological construct, which they explain in terms of the rules which order their relations with civilians and which are usually mutually acknowledged by both.
Abstract: The authors suggest an explanation of police-civilian behavior based on a normative and interpersonal construct rather than on a psychological construct. Police behavior must be explained in terms of the rules which order their relations with civilians and which are usually mutually acknowledged by both. Among these rules the authors posit that in a typical encounter relations are governed by asymmetrical status norm when deference exchange is involved. This norm effects various statuses in different ways. Data from an extensive study of police-civilian encounters in which the process of interaction was coded using a special interaction process analysis category system are used to test hypotheses derived from the theory.
195 citations
TL;DR: In 1970, Donald Black and Albert J. Reiss, Jr. as mentioned in this paper presented a series of eight propositions which they suggested provided the beginning of an empirical trait of the policing of juveniles.
Abstract: In 1970, Donald Black and Albert J. Reiss, Jr. presented a series of eight propositions which they suggested provided the beginning of an empirical por trait of the policing of juveniles. The present study replicates their research, based upon comparative data separated by four years and many miles. Exten sive support for their earlier conclusions is reported, but a number of sub- propositions, clarifications, and extensions are also advanced. Several of the theoretical and empirical implications of these findings are then considered.
115 citations
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TL;DR: In this paper, a typology of deviant workplace behaviors using multidimensional scaling techniques was developed, and it was found that employee deviance appears to fall into four distinct categories: production deviance, property deviances, political deviance and personal aggression.
Abstract: In this study, we developed a typology of deviant workplace behaviors using multidimensional scaling techniques. Results suggest that deviant workplace behaviors vary along two dimensions: minor versus serious, and interpersonal versus organizational. On the basis of these two dimensions, employee deviance appears to fall into four distinct categories: production deviance, property deviance, political deviance, and personal aggression. Theoretical and empirical implications are discussed.
2,918 citations
TL;DR: In the 1966 paperback edition of a publication which first appeared in 1963 has by now been widely reviewed as a worthy contribution to the sociological study of deviant behavior as discussed by the authors, and the authors developed a sequential model of deviance relying on the concept of career, a concept originally developed in studies of occupations.
Abstract: This 1966 paperback edition of a publication which first appeared in 1963 has by now been widely reviewed as a worthy contribution to the sociological study of deviant behavior. Its current appearance as a paperback is a testimonial both to the quality of the work and to the prominence of deviant behavior in this generation. In general the author places deviance in perspective, identifies types of deviant behavior, considers the role of rule makers and enforcers, and some of the problems in studying deviance. In addition, he develops a sequential model of deviance relying on the concept of career, a concept originally developed in studies of occupations. In his study of a particular kind of deviance, the use of marihuana, the author posits and tests systematically an hypothesis about the genesis of marihuana use for pleasure. The hypothesis traces the sequence of changes in individual attitude
2,650 citations
TL;DR: A broad, theoretically derived measure(s) of deviant behavior in the workplace found to have internal reliabilities of .81 and .78, respectively and verified that a 2-factor structure had acceptable fit.
Abstract: The purpose of this research was to develop broad, theoretically derived measure(s) of deviant behavior in the workplace Two scales were developed: a 12-item scale of organizational deviance (deviant behaviors directly harmful to the organization) and a 7-item scale of interpersonal deviance (deviant behaviors directly harmful to other individuals within the organization) These scales were found to have internal reliabilities of 81 and 78, respectively Confirmatory factor analysis verified that a 2-factor structure had acceptable fit Preliminary evidence of construct validity is also provided The implications of this instrument for future empirical research on workplace deviance are discussed
2,511 citations
TL;DR: This article investigated the relationship between organizational justice and organizational retaliation behavior and found a relation between distributive justice and retaliation only when there was low interactional and procedural justice, and the 2-way interaction of distributive and interactional justice was observed only at a low level of procedural justice.
Abstract: The authors investigated the relationship between organizational justice and organizational retaliation behavior—adverse reactions to perceived unfairness by disgruntled employees toward their employer—in a sample of 240 manufacturing employees. Distributive, procedural, and interactional justice interacted to predict organizational retaliation behavior. A relation between distributive justice and retaliation was found only when there was low interactional and procedural justice. The 2-way interaction of distributive and procedural justice was observed only at a low level of interactional justice, and the 2-way interaction of distributive and interactional justice was observed only at a low level of procedural justice.
2,134 citations
TL;DR: This article found that when the basis for the pay cuts was thoroughly and sensitively explained to employees, feelings of inequity were lessened, and the theft rate was reduced as well.
Abstract: Employee theft rates were measured in manufacturing plants during a period in which pay was temporarily reduced by 15%. Compared with pre- or postreduction pay periods (or with control groups whose pay was unchanged), groups whose pay was reduced had significantly higher theft rates. When the basis for the pay cuts was thoroughly and sensitively explained to employees, feelings of inequity were lessened, and the theft rate was reduced as well. The data support equity theory's predictions regarding likely responses to underpayment and extend recently accumulated evidence demonstrating the mitigating effects of adequate explanations on feelings of inequity.
1,648 citations