Investigating the causes of unethical behaviors in academia, such as scientific misconduct, has become a highly important research subject. The current performance measurement practices (e.g., equating research performance with the number of publications in top-tier journals) are frequently referred to as being responsible for scientists’ unethical behaviors. We conducted qualitative semi-structured interviews with different stakeholders of the higher education system (e.g., professors and policy makers; N = 43) to analyze the influence of performance measurement on scientists’ behavior. We followed (...) a three-step coding procedure and found (1) that the participants described a variety of positive behavioral consequences (e.g., higher productivity) but mainly negative behavioral consequences (e.g., questionable publishing practices) of current performance measurement practices in academia; (2) that scientists’ behavior can be described as gaming performance measurement (i.e., achieving performance goals by reducing performance quality and focusing on those tasks that are measured); and (3) that gaming performance measurement shares the same characteristics as deviant workplace behavior (i.e., a voluntary violation of organizational norms that harms the university). We discuss that gaming performance measurement has not been considered as a type of deviant workplace behavior in the previous literature. Furthermore, we draw from research on deviant workplace behavior and goal setting to discuss psychological processes that may underlie gaming performance measurement. Our results indicate the importance of connecting literature on deviant workplace behavior and goal setting to advance our understanding of gaming performance measurement. (shrink)

In this article, we examined the relationship between abusive supervision and deviant workplace behavior and the moderating role of an Islamic Work Ethic. Three hundred and thirty‐six employees in different organizations (specializing in software development, medicine, law enforcement, telecommunication, pharmaceutics, and banking) across Pakistan completed our questionnaire. The results revealed that abusive supervision was positively related to deviant workplace behavior. Moreover, the moderation of an Islamic Work Ethic on the relationship between abusive supervision and (...) deviant work behavior was confirmed. The study contributed in many ways. It expanded literature by revealing a weaker relationship between abusive supervision and deviant behavior when Islamic Work Ethic (IWE) was high. It also tested the conservation of resources theory by providing a plausible reasoning of the role of IWE in employee motivation. By integrating IWE as a resource in the workplace, practitioners would learn that the proper use of resources would produce satisfied workers who would not indulge in deviant workplace behaviors. (shrink)

This study aimed to analyze the effect of deviant workplace behaviors, such as mistreatment, bullying, and incivility on employee turnover intention and identify the transformational leadership role as a moderator. The data was collected through a survey questionnaire with the help of a purposive sampling technique. A total of 318 respondents’ data was gathered from university academic and general staff in China. The results were analyzed through SPSS and structural equation modeling structural equation modeling software. The findings indicate (...) that deviant workplace behavior, i.e., mistreatment, bullying, and incivility, significantly affect employee turnover intention. Moreover, a result shows that transformational leadership has a significant moderating role on the relationship between turnover intention and workplace bullying and incivility but was insignificant between turnover intention and workplace mistreatment. Lastly, implications and limitations were also discussed in this article. (shrink)

We present two studies investigating the impact of causal perceptions and the moral emotions of anger, shame, and guilt on the justification of deviant workplace behavior. Study 1 tests our conceptual framework using a sample of undergraduate business students; Study 2 examines a population of practicing physicians. Results varied significantly between the two samples, suggesting that individual and contextual factors play an important role in shaping the perceptual and emotional processes by which individuals form reactions to undesirable (...) affective workplace events. Implications of these findings for the study of ethics, emotions, and attributions, as well as for promoting ethical behavior, are discussed. (shrink)

We present two studies investigating the impact of causal perceptions and the moral emotions of anger, shame, and guilt on the justification of deviant workplace behavior. Study 1 tests our conceptual framework using a sample of undergraduate business students; Study 2 examines a population of practicing physicians. Results varied significantly between the two samples, suggesting that individual and contextual factors play an important role in shaping the perceptual and emotional processes by which individuals form reactions to undesirable (...) affective workplace events. Implications of these findings for the study of ethics, emotions, and attributions, as well as for promoting ethical behavior, are discussed. (shrink)

This study aims to examine the role of hostile climate in initiating abusive supervision and the mediating role of abusive supervision between the relationship of perceived hostile climate and workplace deviance. A cross-sectional study design was employed to collect the data from the 358 respondents in manufacturing SMEs in Pakistan. Results of the study revealed that perceived hostile climate is significantly related to abusive supervision and workplace deviance. Abusive supervision is significantly related to workplace deviance and it (...) mediates the relationship between perceived hostile climate and workplace deviance. The findings of the current study give insight to the academicians and managers on the prevalence of abuse in the workplace. Further, limitations and future recommendations are given in this study. To the best of our knowledge, this study is one of its own kinds no such study has been conducted before. (shrink)

This study investigates the connection between following Islamic work ethics (IWE) and workplace deviance, and explores the role of perceived organizational politics as a mediator and the impact of incivility initiated by supervisors as a second-stage moderator. Data were collected via a two-wave survey of 205 professionals in various industries. Results show that those who adhere to IWE exhibit a negative link to workplace deviance, as they have less involvement in organizational politics. The study also finds that incivility (...) initiated by supervisors intensifies the positive relationship between perceived organizational politics and workplace deviance. Interestingly, the study shows that the effect of IWE in reducing workplace deviance through organizational politics is stronger when incivility is high. The findings offer valuable insights for organizations on the positive impact of adhering to IWE on reducing perceived organizational politics and workplace deviance. (shrink)

Given the importance of work engagement for organizations and the almost unified and steadfast understanding of its benefits, it is imperative to investigate the potential downside of work engagement to prevent unexpected damage. However, there has been relatively little research on its negative impacts. Drawing on the moral licensing theory, this study identifies the potential negative effects of work engagement by exploring the mediating role of psychological entitlement. An online experiment and a survey are conducted to test the theoretical model. (...) The results reveal that work engagement leads to deviant workplace behavior through psychological entitlement only in cases where there is a higher level of relationship conflict with supervisors. The conclusions of this study shed light on how work engagement negatively affects organizations. The current study also contributes to practice by suggesting that supervisors should be aware of employees with a higher level of work engagement and communicate with them in a reasonable manner. (shrink)

The relevance of leader ethicality has moti- vated ethical leadership theory. In this paper, we emphasize the importance of moral identity for the concept of ethical leadership. We relate ethical leadership incorporating an internalized moral identity to productive deviant workplace behavior. Using qualitative empirical data we illustrate the relevance of critical situations, i.e., situations in which hypernorms and organizational norms diverge, for the distinction of ethical leaders with or without internalized moral identities. Our paper takes a multidisciplinary (...) approach integrating insight from management as well as humanities and social sciences toward a comprehensive sense of ethical leadership. (shrink)

This study provides a scoping review of the recent conceptual developments about the deviant work behavior and counterproductive work behavior constructs. It also examines the specific types of deviant work behavior that have been more consistently investigated in the last decade, and whether they cover the interpersonal or organizational type of deviant behavior. In addition, individual, group, and organizational predictors of deviant work behaviors are examined. A scoping review of reviews was conducted (...) on Scopus and Web of Science databases and 54 studies published from 2010 to June 2021 were taken into account. Results show that more recent conceptualizations are based on well established models in the literature and consider the hierarchical structure of these two constructs. Recent reviews examine the relationships of deviant work behavior with job performance and ethical behavior constructs, the multilevel nature of deviant work behavior, and the consequences for the actor of the deviance. The specific types of deviant work behavior more frequently reviewed in the last decade are workplace abuse, incivility, ostracism, bullying and sexual harassment, and abusive and destructive leadership; this evidence suggests a much greater attention to interpersonal, rather than organizational, forms of deviant work behavior. Regarding antecedents, results show the continuing prevalence of personality factors antecedents. Limitations of the study and theoretical and practical implications for the field are also provided. (shrink)

The perception of behavior as a moral or conventional concern can be influenced by contextual variables, including status and power differences. We propose that social processes and in particular social role enactment through the exercise of power will psychologically motivate moralization. Punishing or rewarding others creates a moral dilemma that can be resolved by externalizing causation to incontrovertible moral rules. Legitimate power related to structure and position can carry moral weight but may not influence the power holder’s perceptions of (...) rules and general norms of behavior. Social identity theory suggests moralization could be promoted by a concern for shared, defining values. However, the tendency to moralize another’s behavior can be injurious to shared identity. We explored white-collar employees’ perceptions of several categories of noxious or deviant workplace behaviors and regressed these perceptions on the tendency to use legitimate, referent, or reward and punish power; social identity; and the interaction of social identity and power, in particular legitimate power. Only the tendency to influence others through punishment or reward predicted moralization. Alternative causal explanations for the findings were addressed through the absence of any relationships between punishment and reward power and perceptions of deviant behaviors as wrong, upsetting, or requiring punishment. We discuss these results in the context of self and social processes, the social construction of morals and power, and the impact of managers’ behavior on group or organizational ethics. (shrink)

Researchers advocate that workplace spirituality has the potential to increase “constructive deviant behavior” among employees across different types of organizations and professions by engaging individuals in meaningful ways. This research examines the link between workplace spirituality and constructive deviant behavior. Literature on the issue of workplace spirituality suggests that meaningful work has the potential to increase positive organizational outcomes. This study was carried out on a purposively selected sample of 152 managers from the (...) oil and gas industry in India. The paper investigates the relationship between workplace spirituality and constructive deviance with the help of a wide range of statistical tools including mean, factor analysis, correlation, and regression. Six Indian constructs of workplace spirituality were examined to assess the relationship between workplace spirituality and constructive deviance. (shrink)

This study empirically investigated the impact of ethical leadership on employee burnout, deviant behavior and task performance through two psychological mechanisms: developing higher levels of employee trust in leaders and demonstrating lower levels of surface acting toward their leaders. Our theoretical model was tested using data collected from employees of a pharmaceutical retail chain company. Analyses of multisource time-lagged data from 45 team leaders and 247 employees showed that employees’ trust in leaders and surface acting significantly mediated the (...) relationships between ethical leadership and employee burnout, deviant behavior and task performance. We discuss the theoretical and practical implications of our findings for understanding how ethical leaders influence employees’ attitudes and behavior. (shrink)

This article suggests that the introduction of employment protection rights for whistleblowers has implications for the way in which trust and loyalty should be viewed at the workplace. In particular, it is argued that the very existence of legislative provisions in the United Kingdom reinforces the notion that whistleblowing should not be regarded as either deviant or disloyal behaviour. Thus, the internal reporting of concerns can be seen as an act of trust and loyalty in drawing the employer's (...) attention to wrongdoing. Equally, external whistleblowing may result from a worker's belief that he or she also has a loyalty to the wider society. Given that the interests of employees do not necessarily coincide with those of their employer and that whistleblowers sometimes suffer reprisals, the author concludes that it is inappropriate to impose a contractual duty to report concerns. Instead, employers should endeavour to promote a culture of openness and create confidence in the mechanisms they provide for whistleblowing. (shrink)

Mindfulness, defined in terms of greater attention and awareness concerning present experience, seems to have a number of psychological benefits, but very little of this research has focused on possible benefits within the workplace. Even so, mindfulness appears to buffer against stress and negative affect, which often predispose employees to deviant behaviors. Conversely, mindful employees may be more engaged with their jobs, which could support organizational citizenship. Two studies pursued these ideas. In Study 1, part-time employees who were (...) higher in dispositional mindfulness were less prone to job negative affect, which in turn predicted lower levels of workplace deviance. In Study 2, more mindful full-time employees were more engaged, and less stressed, and these variables mediated a portion of the relationship between mindfulness and organizational citizenship. Collectively, the two studies link mindfulness to both traditional forms of voluntary work behavior while highlighting mediational pathways. (shrink)

Previous research indicates that students in engineering self-report cheating in college at higher rates than those in most other disciplines. Prior work also suggests that participation in one deviant behavior is a reasonable predictor of future deviant behavior. This combination of factors leads to a situation where engineering students who frequently participate in academic dishonesty are more likely to make unethical decisions in professional practice. To investigate this scenario, we propose the hypotheses that (1) there are (...) similarities in the decision-making processes used by engineering students when considering whether or not to participate in academic and professional dishonesty, and (2) prior academic dishonesty by engineering students is an indicator of future decisions to act dishonestly. Our sample consisted of undergraduate engineering students from two technically-oriented private universities. As a group, the sample reported working full-time an average of six months per year as professionals in addition to attending classes during the remaining six months. This combination of both academic and professional experience provides a sample of students who are experienced in both settings. Responses to open-ended questions on an exploratory survey indicate that students identify common themes in describing both temptations to cheat or to violate workplace policies and factors which caused them to hesitate in acting unethically, thus supporting our first hypothesis and laying the foundation for future surveys having forced-choice responses. As indicated by the responses to forced-choice questions for the engineering students surveyed, there is a relationship between self-reported rates of cheating in high school and decisions to cheat in college and to violate workplace policies; supporting our second hypothesis. Thus, this exploratory study demonstrates connections between decision-making about both academic and professional dishonesty. If better understood, these connections could lead to practical approaches for encouraging ethical behavior in the academic setting, which might then influence future ethical decision-making in workplace settings. (shrink)

The authors examined the effects of ethical leadership on follower organizational citizenship behavior (OCB) and deviant behavior. Drawing upon research related to the behavioral plasticity hypothesis, the authors examined a moderating role of follower self-esteem in these relationships. Results from a field study revealed that ethical leadership is positively related to follower OCB and negatively related to deviance. We found that these relationships are moderated by followers' self-esteem, such that the relationships between ethical leadership and OCB as (...) well as between ethical leadership and deviant behavior are weaker when followers' self-esteem is high than low. Implications of these findings for research and practice are discussed. (shrink)

This paper examines deviant managerial behavior, and compares such behavior to the clinical psychological sociopathic model. The scope of a multinational corporate operation can enhance or degrade the quality of life for individuals with more impact than at any previous time in history. Social costs are compared to the results of sociopathic behavior and examined as the result of amoral or immoral behavior. The idea of the sociopathic manager is discussed, and theoretical causes of sociopathic (...) development are examined with bases in behavioral, economic and criminological literature. Future research and recommendations for prevention of sociopathic behavior are advanced. (shrink)

There has been growing scholarly interest in understanding individual-level antecedents of counterproductive workplace behavior (CWB). While researchers have found a positive relationship between individuals’ negative affect and engagement in CWB, to date, our understanding of the factors which may affect this relationship is limited. In this study, we investigate the moderating roles of moral disengagement and gender in this relationship. Consistent with our hypotheses, we found that individuals with a greater tendency to experience negative emotions were more likely (...) to engage in CWB when they had a higher propensity to morally disengage. Moreover, we found that this interacting relationship varied across men and women. We discuss the theoretical and practical implications of our findings and offer avenues for future research. (shrink)

Cyberloafing, a new type of deviant workplace behavior, has become widespread across organizations. Although there has been an increasing amount of research on cyberloafing, it is unclear whether its influence on employee task performance is linearly positive or negative. To reconcile such an inconsistency, we developed and tested a model, grounded in the effort-recovery model, considering a potential curvilinear relationship between cyberloafing and task performance while also examining the mediating role of relaxation. We further reasoned that this (...) indirect curvilinear effect is contingent on employees’ time management skill. To test our theoretical model, we conducted two studies. In Study 1, multi-time data collected from 243 Master of Public Administration (MPA) students showed that cyberloafing had an inverted U-shaped (curvilinear) relationship with task performance, and relaxation mediated this relationship. In Study 2, using a sample of 392 public sector employees, we replicated the results of Study 1 and found that time management skill moderated the curvilinear effect of relaxation on task performance, as well as the indirect curvilinear effect of cyberloafing on task performance via relaxation. Theoretical contributions and managerial implications are further discussed. (shrink)

Many studies concerning deviant innovation behavior mainly focus on the influence of personality differences or leadership styles, and there is a lack of attention given to internal cognitive factors related to actors. Therefore, the purpose of this paper is to examine the internal mechanism of perceived support for innovation on deviant innovation behavior. A two-wave study was conducted among 393 knowledge workers from 10 knowledge-intensive enterprises in the People's Republic of China. Model 4 and Model 14 (...) from SPSS macro PROCESS are used to test the mediating effect of innovation commitment and the moderating effect of threatened self-identity, respectively. The findings suggest that perceived support for innovation can significantly predict deviant innovation behavior; innovation commitment fully mediates the relationship between perceived support for innovation and deviant innovation behavior; public threat to self-identity plays a moderating role in the relationship between innovation commitment and deviant innovation behavior; and public threat to self-identity moderates the mediating effect of innovation commitment on perceived support for innovation and deviant innovation behavior. This study enriches the research on antecedent variables of deviant innovation behavior, and highlights the important role of situational factors on the whole mechanism. (shrink)

Recent studies have documented the relationship of leadership behavior with employee performance and workplace behaviors. Yet, little attention has been directed at the impact of leadership behavior on the aspects of workplace behaviors such as value congruence and relationship conflict. The goal of this study is to examine the influence of leader-member exchange (LMX) regarding the outcomes of relationship conflict, organizational commitment, and citizenship behavior among employees with value congruence as a moderator. Data was collected (...) using an online questionnaire with a total of 429 valid responses. The results of our study showed that relationship conflict had a mediating effect between LMX and organizational commitment. Employees working with supportive supervisors had relatively good relationships with coworkers as well. The research results of this study offer significant findings for the meaning of leadership behavior in the Chinese culture. Discussion focusing on the influence of collectivism culture and the forces in reshaping Taiwan’s culture is also included. (shrink)

Little is known about employee reactions in the form of un/ethical behavior to perceived acts of unfairness toward their peers perpetrated by the supervisor. Based on prior work suggesting that third parties also make fairness judgments and respond to the way employees are treated, this study first suggests that perceptions of interactional justice for peers (IJP) lead employees to two different responses to injustice at work: deviant workplace behaviors (DWBs) and organizational citizenship behaviors (OCBs). Second, based on (...) prior literature pointing to supervisors as among the most important sources of moral guidance at work, a mediating role is proposed for ethical leadership. The article suggests that supervisors who inflict acts of injustice on staff will be perceived as unethical leaders, and that these perceptions would explain why employees react to IJP in the form of deviance (DWBs) and citizenship (OCBs). Data were collected from 204 hotel employees. Results of structural equation modeling demonstrate that DWBs and OCBs are substantive reactions to IJP, whereas ethical leadership significantly mediates reactions in the form of DWBs and OCBs. Behavioral ethics and managerial implications are discussed. (shrink)

Prior research on workplace ostracism and helping behavior has yielded mixed results. This study integrates social learning theory and social role theory by constructing a multilevel model to examine the relationship between supervisor ostracism and helping behavior that focuses on the mediating role of coworker ostracism and the moderating role of subordinate gender. Using a two-wave, multisource approach, data were collected from 382 employees and 43 immediate team leaders in four business corporations in Guangxi Province, China. The (...) results of path analysis reveal that supervisor ostracism has a cross-level effect on helping behavior through the mediating role of coworker ostracism. Furthermore, the positive direct effect of supervisor ostracism on coworker ostracism and the negative cross-level indirect effect of supervisor ostracism on helping behavior via coworker ostracism was stronger for men than women. These findings expand and deepen our understanding of the ostracism field. (shrink)

This study introduces the concept of deviant behavior in a moderated-mediation framework of incentives and organizational justice perception. The proposed relationships in the theoretical framework were tested with a sample of 311 academics, using simple random sampling, via causal models and structural equation modeling. The findings suggest that incentives might boost the apparent performance, but not necessarily the intended performance. The results confirm that employees’ affection for incentives has direct, indirect, and conditional indirect effects on their deviant (...) behavior likelihood. The relationship between employee deviant behavior likelihood and affection for incentives was moderated by organizational justice perception and partially mediated by reward expectancy, thus having significant contributions toward the extant literature of deviant behavior and incentives. The findings have important implications for managers, academicians, and policy makers for mitigating adverse behavior in professional employees through proper use of incentives. (shrink)

This study aims to provide a comprehensive understanding about the mechanism that underlies the detrimental effects of workplace spirituality dimensions on employee unethical pro-organizational behavior, directly as well as indirectly, through job satisfaction. Using a sample consisting of 458 employees in various organizations in China, this study reveals that two dimensions of WPS are positively associated with UPB. Also the results of this paper show that each of the three dimensions of WPS has a significant positive relationship with (...) job satisfaction. Furthermore, this study successfully confirms the mediating effect of job satisfaction in the relationship between WPS dimensions and UPB. Finally, theoretical and practical implications, future research directions and limitations of this study are discussed at the end of this research article. (shrink)

BackgroundWorkplace silence behavior is a social collective phenomenon. It refers to nurses choosing to withhold their ideas, opinions and concerns about critical issues in their workplace. Workpla...

This paper aims to investigate how workplace ostracism acts as a motive behind customer service sabotage. We examine the role of stress as a meditating variable along with the moderation of perceived organizational support (POS) on the said association by using conservation of resources and equity theory. 217 nurses from hospitals of southern Punjab region in Pakistan participated in the study. Data was collected through survey and structured questionnaires. SPSS and AMOS were used to analyze data with latest techniques (...) of bootstrapping and process macros. The results showed that stress mediated between the association of workplace ostracism and service sabotage behavior. Perceived organizational support was confirmed as a moderator between this relationship. POS buffered the harmful effects of ostracism and stress on customer service, as POS demonstrates to personnel that they are cherished and respected by the organization which lessens the strength of perceived stress due to workplace ostracism. Organizational leadership should take advantage from stress-alleviating effect of POS, which is important in producing adequate levels of work-performance. (shrink)

Differential leadership as a localized leadership style gradually developed on the basis of the Pattern of Differential Sequence. It plays a dual role in stimulating “insider subordinates” and “outsider subordinates” through the dynamic transformation of the roles. Using the process of game reasoning, the study identifies the differing principles used by insider subordinates and outsider subordinates in implementing deviant innovative behaviors. The simulation graph presents the perceived benefits of employees performing or not performing deviant innovative behaviors as clues (...) during the reasoning process, and implements deviant innovative behaviors for the high risk-taking trait of insider subordinates and the high internal control personality of outsider subordinates who implement deviant innovation. The theoretical derivation of behavior provides relevant references, and provides counter measures for effectively promoting employees’ deviant innovative behavior in the context of differential leadership. (shrink)

Integrating affective events theory, work-family compensation, and moral balance theory, the present study proposes a model that examines how and when abusive supervisory behavior is related to employees’ deviant behavior toward their supervisor. Using a diary method that involved two surveys per day over two weeks, we found support for our model based on 707 daily observations from 130 employees. Specifically, anger toward one’s supervisor mediated the relationship between abusive supervisory behavior and deviant behavior (...) toward one’s supervisor. In addition, the degree to which employees engaged in deviant behavior toward their supervisor depended on their prior-day deviant behavior toward their family. When employees engaged in lower prior-day deviant behavior toward their family, anger toward their supervisor was positively related to subsequent deviant behavior toward their supervisor. In contrast, when employees had higher prior-day deviant behavior toward their family, the relationship between anger toward their supervisor and deviant behavior toward their supervisor was weaker. We conclude by discussing the implications of our findings for research on abusive supervision, work-family interface, and moral balance theory. (shrink)

The growing interest in Africa as well as concerns about negative deviant behaviors and ethnic structures necessitates examination of the effect of ethnic expectations on behavior of employees. In this study we leverage insight from ethnos oblige theory to propose that centralization of ethnic norms moderates the relationship between benevolence expectations and negative deviant behavior. Using a cross-sectional design and data from two countries as well as moderation and cross-cultural analytic techniques, we find support for three-way (...) interactions where the relationship between benevolence and negative deviant behavior is moderated by centralization and culture. We discuss the implications of the findings which support the dynamic perspective of management in Africa. (shrink)

Promoting innovative work behaviour and employee wellbeing has become essential as it endows companies with competitive advantages to thrive in today's complex business environment. This study investigates the role of workplace spirituality in inducing innovative work behaviour and employee wellbeing based on the social exchange theory and the spillover theory. It also looks at the previously unexplored mediating function of employee engagement in the relationship between workplace spirituality and the outcomes above. Additionally, it examines the interactive effect of (...) workplace spirituality and individual spirituality on employee engagement. Two waves of survey data were collected from 538 employees and their managers working in the IT sector in Pakistan. This study contributes to the expanding corpus of research on workplace spirituality, confirming that the latter positively influence innovative work behaviour and employee wellbeing. The mediating effect of employee engagement on the relationship between workplace spirituality and innovative work behaviour and employee wellbeing is also significant. Further, the results confirm that the influence of workplace spirituality on employee engagement is contingent on the degree of individual spirituality. Theoretical contributions and practical implications are discussed. (shrink)

In this study, we examined the relationship between workplace negative gossip, as perceived by the targets, and proactive behavior by focusing on the mediating role of the target’s emotional exhaustion and the moderating role of the target’s traditionality. Our results from dyadic data on 234 supervisor–subordinate relationships in China revealed that workplace negative gossip was negatively related to proactive behavior; emotional exhaustion mediated this relationship; and traditionality strengthened both the relationship between workplace negative gossip and (...) emotional exhaustion and the indirect effect of workplace negative gossip on proactive behavior via emotional exhaustion. Our findings have a number of theoretical and practical implications for the research on mistreatment and proactive behavior. (shrink)

Drawing from conservation of resources theory, this study investigates the interactive effect of employees’ family-to-work conflict and Islamic work ethic on their helping behavior, theorizing that the negative relationship between family-to-work conflict and helping behavior is buffered by Islamic ethical values. Data from Pakistan reveal empirical support for this effect. Organizations whose employees suffer resource depletion at work because of family obligations can still enjoy productive helping behaviors within their ranks, to the extent that they support relevant work (...) ethics. (shrink)

This study examined the relationships of perceived ethical leadership, workplace jealousy, and organizational citizenship behaviors directed at individuals and organizations. Survey responses were collected from 491 employee-coworker pairs from 33 hospitals in Taiwan. The employees provided assessments of their perceived ethical leadership and the workplace jealousy they experienced, while the coworkers provided information about the employees’ OCBI and OCBO. In the hypotheses testing, perceived ethical leadership was found to be negatively related to employees’ workplace jealousy and jealousy (...) was negatively related to their OCBI and OCBO. Workplace jealousy partially mediated the effect of ethical leadership on OCBI and OCBO. In addition, perceived ethical leadership was found to have a moderation effect on the jealousy-OCBI/ocbo relationship. This study contributes to the literature of ethical leadership as well as to the literature of OCB by relating workplace jealousy to OCB and by making sense of the effects of ethical leadership on OCB through the mediation of jealousy and through the moderation of ethical leadership on the jealousy-OCB relationship. (shrink)

The article examines the gender disparities as women are at a greater risk to exertional heat illness that may go unreported in the industry, according to several reports. It is important to study the behavioural heat adaptations and prevalent behaviours for workers in order to understand the magnitude of the danger they face. Cooking is considered a safe occupation, but hazards certainly do exist and can represent a risk to the health and safety of the workers. Controls can be established (...) to reduce the risk of illness. To attract and retain workers, the food service business must provide a good quality of life. Contribution: The study suggests how female workers in the catering establishments can adjust their behaviour to improve their experience at work. Are women more vulnerable to environmental parameters? Christian theology provides women equal status with men (Kategile 2020 ), however there are traces of androcentric aspects within the Bible. Women’s involvement in development is based on the theological premise that true development must have a holistic approach towards human development (Onwunta 2009 ). However, Sibani ( 2017 ) stated that the role of God or a creator of a religion, is always taken by a male and a woman’s place is in the household. The article conducts a comprehensive analysis of the literature on the various behavioural adaptation mechanisms used by kitchen staff to cope with heat exposure at work. Thermal tolerance variations are becoming more pronounced because of ethnicity and cultural differences. Health interventions and enhanced work performance are important objectives of workplace safety. Regulated heat in the workplace can be factored into the theory concerning the relationship between gender differences and contextual components. This would increase female food service workers’ understanding of thermal comfort, which is beneficial to productivity efficiency, worker satisfaction and well-being of workers. (shrink)

ABSTRACT Although unethical pro-organizational behavior (UPB) in the workplace has been widely researched, studies have focused on its antecedents rather than its outcomes. To fill this gap in the literature, we integrated moral licensing theory and the literature on leader gratitude expression to explore the ethical consequences of UPB. Using a sample of multi-source time-lagged surveys of 206 leader–employee dyads, we found that the pro-organizational nature of UPB fostered employees’ psychological entitlement and thereby increased their likelihood of engaging (...) in subsequent unethical behavior. Leaders’ expressions of gratitude for employee UPB strengthened the relationship between UPB and psychological entitlement, ultimately reinforcing employees’ unethical behavior. The theoretical and practical implications of the findings are discussed. (shrink)