Formal and Informal Social Controls of Employee Deviance
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...
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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: 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 study examined the relative importance of each component to ratings of overall performance by using an experimental policy-capturing design to read hypothetical profiles describing employees' task, citizenship, and counterproductive performance and provided global ratings of performance.
Abstract: A review of research on job performance suggests 3 broad components: task, citizenship, and counterproductive performance. This study examined the relative importance of each component to ratings of overall performance by using an experimental policy-capturing design. Managers in 5 jobs read hypothetical profiles describing employees' task, citizenship, and counterproductive performance and provided global ratings of performance. Within-subjects regression analyses indicated that the weights given to the 3 performance components varied across raters. Hierarchical cluster analyses indicated that raters' policies could be grouped into 3 homogeneous clusters: (a) task performance weighted highest, (b) counterproductive performance weighted highest, and (c) equal and large weights given to task and counterproductive performance. Hierarchical linear modeling indicated that demographic variables were not related to raters' weights.
1,338 citations
Cites background from "Formal and Informal Social Controls..."
...…integrity testing and employee deviance indicates that organizations are concerned about counterproductive behavior in the workplace because of the obvious negative consequences of these behaviors for the organization and its members (Crino, 1994; Hollinger & Clark, 1982; Robinson & Bennett, 1995)....
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...…of researchers have focused on specific performance components (Brief & Motowidlo, 1986; Crino, 1994; George & Brief, 1992; Hollinger & Clark, 1982; Hunt, 1996; Organ, 1988, 1997; Raelin, 1994; Robinson & Bennett, 1995; Robinson & Greenberg, 1998; Van Dyne, Cummings, &…...
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TL;DR: Relationships among ID, OD, and their common correlates were meta-analyzed and showed ID and OD exhibited their strongest (negative) relationships with organizational citizenship, Agreeableness, Conscientiousness, and Emotional Stability.
Abstract: Interpersonal deviance (ID) and organizational deviance (OD) are highly correlated (R. S. Dalal, 2005). This, together with other empirical and theoretical evidence, calls into question the separability of ID and OD. As a further investigation into their separability, relationships among ID, OD, and their common correlates were meta-analyzed. ID and OD were highly correlated (rho = .62) but had differential relationships with key Big Five variables and organizational citizenship behaviors, which lends support to the separability of ID and OD. Whether the R. J. Bennett and S. L. Robinson (2000) instrument was used moderated some relationships. ID and OD exhibited their strongest (negative) relationships with organizational citizenship, Agreeableness, Conscientiousness, and Emotional Stability. Correlations with organizational justice were small to moderate, and correlations with demographic variables were generally negligible.
1,162 citations
TL;DR: In this paper, the authors draw upon existing theories of motivation and power relationships to propose a model of the whistle-blowing process, focusing on decisions made by organization members who believe they have evidence of organizational wrongdoing, and the reactions of organization authorities.
Abstract: Research on whistle-blowing has been hampered by a lack of a sound theoretical base. In this paper, we draw upon existing theories of motivation and power relationships to propose a model of the whistle-blowing process. This model focuses on decisions made by organization members who believe they have evidence of organizational wrongdoing, and the reactions of organization authorities. Based on a review of the sparse empirical literature, we suggest variables that may affect both the members' decisions and the organization's responses.
894 citations
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TL;DR: A synthetic polyisoprene rubber latex produced by emulsifying a solution of polyisoperene rubber in an organic solvent with water and removing the solvent from the resulting oil-in-water emulsion is significantly improved with respect to mechanical stability, wet gel strength and dry film strength as mentioned in this paper.
Abstract: A synthetic polyisoprene rubber latex produced by emulsifying a solution of polyisoprene rubber in an organic solvent with water and removing the solvent from the resulting oil-in-water emulsion is significantly improved with respect to mechanical stability, wet gel strength and dry film strength by utilizing, as a polyisoprene rubber, a modified polyisoprene rubber prepared by introducing from about 0.03 to 20 carboxyl groups per 100 recurring units of isoprene monomer present in the synthetic cis-1,4-polyisoprene rubber.
10,422 citations
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01 Jan 1947
TL;DR: The Theory of Social and Economic Organization as mentioned in this paper is based on Weber's philosophical inquiries into the nature of authority and how it is transmitted, and identifies three types of authority: the charismatic, based on the individual qualities of a leader and reverence for them among his or her followers; the traditional based on custom and usage; and the rational-legal, according to the rule of objective law.
Abstract: The Theory of Social and Economic Organization grew out of Weber’s philosophical inquiries into the nature of authority and how it is transmitted. He identified three types of authority: the charismatic, based on the individual qualities of a leader and reverence for them among his or her followers; the traditional, based on custom and usage; and the rational-legal, based on the rule of objective law.
8,589 citations
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TL;DR: In this paper, the authors describe and explore the social interaction which took place within a small work group of factory machine operatives during a two-month period of participa-tion.
Abstract: This paper undertakes description and exploratory analysis of the social interaction which took place within a small work group of factory machine operatives during a two-month period of participan...
864 citations