Vicarious shame and psychological distancing following organizational misbehavior

2015 ◽  
Vol 39 (5) ◽  
pp. 795-812 ◽  
Author(s):  
Shu-Cheng Steve Chi ◽  
Raymond A. Friedman ◽  
Hsin-Hsin Lo
2021 ◽  
Vol 34 (2) ◽  
pp. 196-201
Author(s):  
Jeanne Cummings ◽  
Steven L. Baumann

In this paper, the authors suggest that shame is a barrier to many patients’ willingness to disclose their history of trauma to nurses and other members of the healthcare team and that the clinicians participate in this withholding of information because of their experience of vicarious shame. The authors propose that shame and vicarious shame reduce the accuracy of assessment, limit the nurse–patient relationship, and reduce the ability of the healthcare teams to accurately diagnose and treat patients. Shame as a barrier to trauma assessment is also considered in light of the Roy adaptation model and from a global perspective. Implications for education, research, and nursing practice are discussed.


2019 ◽  
Vol 50 (8) ◽  
pp. 937-954
Author(s):  
Andrea Figueroa-Caballero ◽  
Dana Mastro

Content analyses of U.S. English-language news coverage of immigration indicate that these stories are laden with negative, threatening messages and have an almost exclusive focus on Latino immigrants. However, little is known regarding how non-immigrant Latinos process and interpret these messages. The current survey of adult non-immigrant Latinos living in the United States addresses this question by applying insights from the rejection-identification model and research on vicarious shame. Based on this research, experiencing group shame in response to immigration news should drive Latinos to distance themselves from this identity, leading to greater affiliation with American identity (to maintain a positive self-concept) and stronger support for restrictive immigration policies (to mitigate the potential threats). Alternatively, experiencing anger in response to this coverage should result in less distancing from the shared Latino identity (i.e., greater affiliation), prompting decreased association with American identity and less support for restrictive immigration policies. Results from the mediation model tested here found support for predictions stemming from both vicarious shame and rejection-identification assumptions, indicating that they represent distinct pathways to views on immigration attitudes and identity management. Furthermore, in line with social identity theory, Mexican Americans (vs. non-Mexican Latinos) were more likely to distance from the immigration message and perceive immigration coverage to depict negative beliefs others hold about their ethnic group (owing to the disproportionate emphasis on Mexicans in this coverage). Results are discussed in terms of the implications for group standing as well as the importance of legitimacy of media messages in this context.


2020 ◽  
Vol 118 ◽  
pp. 103401 ◽  
Author(s):  
Gerhard Blickle ◽  
Bastian P. Kückelhaus ◽  
Iris Kranefeld ◽  
Nora Schütte ◽  
Hanna A. Genau ◽  
...  

2002 ◽  
Vol 91 (3_suppl) ◽  
pp. 1027-1040 ◽  
Author(s):  
Yoav Vardi ◽  
Ely Weitz

A review of literature on organizational behavior and management on predicting work behavior indicated that most reported studies emphasize positive work outcomes, e.g., attachment, performance, and satisfaction, while job related misbehaviors have received relatively less systematic research attention. Yet, forms of employee misconduct in organizations are pervasive and quite costly for both individuals and organizations. We selected two conceptual frameworks for the present investigation: Vardi and Wiener's model of organizational misbehavior and Fishbein and Ajzen's Theory of Reasoned Action. The latter views individual behavior as intentional, a function of rationally based attitudes toward the behavior, and internalized normative pressures concerning such behavior. The former model posits that different (normative and instrumental) internal forces lead to the intention to engage in job-related misbehavior. In this paper we report a scenario based quasi-experimental study especially designed to test the utility of the Theory of Reasoned Action in predicting employee intentions to engage in self-benefitting (Type S), organization-benefitting (Type O), or damaging (Type D) organizational misbehavior. Results support the Theory of Reasoned Action in predicting negative workplace behaviors. Both attitude and subjective norm are useful in explaining organizational misbehavior. We discuss some theoretical and methodological implications for the study of misbehavior intentions in organizations.


2010 ◽  
Vol 40 (6) ◽  
pp. 691-703 ◽  
Author(s):  
Annelies De Schrijver ◽  
Karlien Delbeke ◽  
Jeroen Maesschalck ◽  
Stefaan Pleysier

Sign in / Sign up

Export Citation Format

Share Document