The role of ethical ideology in workplace deviance

2004 ◽  
Author(s):  
Chris A. Henle ◽  
Robert A. Giacalone ◽  
Carole L. Jurkiewicz
Keyword(s):  
Workplace Deviance ◽  
Ethical Ideology

The Role of Ethical Ideology in Workplace Deviance

2005 ◽  
Vol 56 (3) ◽  
pp. 219-230 ◽  
Author(s):  
Christine A. Henle ◽  
Robert A. Giacalone ◽  
Carole L. Jurkiewicz
Keyword(s):  
Workplace Deviance ◽  
Ethical Ideology

The effect of consumers' religiosity on consumer ethics: the mediating role of ethical ideology

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Denni Arli ◽  
Fandy Tjiptono
Keyword(s):  
Consumer Ethics ◽  
Ethical Ideology ◽  
Negative Effects ◽  
Content Type ◽  
Mediating Role ◽  
Positive Effects ◽  
Central Java ◽  
Consumer Ethics Scale ◽  
The Impact

PurposeReligious doctrines generally encourage people to behave ethically. However, in daily life, individuals notice inconsistencies between religious beliefs and behavior, leading them to ask, in the context of commerce, why religious consumers would behave unethically. The purpose of this study was to investigate the impact of consumers' intrinsic and extrinsic religiosity on their ethical behavior. Specifically, the moderating effect of ethical ideology on the relationship between Indonesian consumers' religiosity and their ethics was examined by means of a survey.Design/methodology/approachThe data derived from the questionnaire were complemented by convenience samples of Indonesians living in Daerah Istimewa Yogyakarta (DIY) in central Java. The researchers distributed 600 questionnaires in two major shopping malls and several housing areas in the region, of which 467 were completed and returned, for an overall response rate of 77.8%.FindingsThe results indicated that the participants' intrinsic religiosity negatively impacted their ethical beliefs and was mediated by their idealistic ethical ideology. The present study also found that idealism had negative effects on three of the four dimensions of the consumer ethics scale (CES) (actively benefiting, passively benefiting and questionable behavior), while relativism had positive effects on two of the dimensions (passively benefiting and questionable behavior.Research limitations/implicationsOne limitation of the present study was that the analysis did not distinguish among the religions practiced by the respondents to the questionnaire.Originality/valueThis is one of the first few studies investigating the mediating role of ethical ideology in a religious society. This study contributes to the literature on these issues in theoretical and managerial terms by extending the Hunt-Vitell theory (1986) to the context of consumer ethics.

scholarly journals Whose Side Are You On? Exploring the Role of Perspective Taking on Third-Party’s Reactions to Workplace Deviance

2016 ◽  
Vol 38 (6) ◽  
pp. 318-336 ◽  
Author(s):  
Marina Fiori ◽  
Franciska Krings ◽  
Emmanuelle Kleinlogel ◽  
Tara Reich
Keyword(s):  
Perspective Taking ◽  
Workplace Deviance

scholarly journals PERSONALITY AND JOB OUTCOMES: MEDIATION OF ETHICAL IDEOLOGY

2020 ◽  
Vol 8 (3) ◽  
pp. 1206-1219
Author(s):  
Rudsada Kaewsaeng-on ◽  
Tariq Iqbal Khan ◽  
Abdul Zahid Khan
Keyword(s):  
Big Five ◽  
Organizational Citizenship Behavior ◽  
Cultural Context ◽  
Interpersonal Conflict ◽  
Openness To Experience ◽  
Workplace Deviance ◽  
Theory And Practice ◽  
Future Research ◽  
Ethical Ideology ◽  
Job Outcomes

Purpose: This study aims to theorize new conceptual linkages between two popular paradigms of management research personality (Big Five Trait) and ethics (Ethical Ideology). Big Five personality traits and ethical ideology dimensions (idealism and relativism) relationship with job outcomes such as interpersonal conflict, workplace deviance, and Organizational Citizenship Behavior (OCB) were proposed. Methodology: This study adopted a longitudinal field survey design. Data analysis for descriptive, regression, and correlation techniques, was done using SPSS v 17 whereas conduct Confirmatory Factor Analysis (CFA) of study variables was done using AMOS v 16. Main Findings: Results revealed significant association of i) extraversion, conscientiousness, and agreeableness with OCB, ii) Agreeableness and neuroticism with workplace deviance and iii) agreeableness, openness to experience, neuroticism with interpersonal conflict. Moreover, agreeableness was a significant predictor of idealism ethical ideology, neuroticism and openness to experience were significant predictors of relativism ethical ideology. Idealism significantly predicted interpersonal conflict and OCB and relativism significantly predicted workplace deviance and interpersonal conflict. Idealism ethical ideology mediated between extraversion and interpersonal conflict, agreeableness and interpersonal conflict as well as OCB. On the other hand, relativism ethical ideology mediated between openness to experience and interpersonal conflict. Similarly, relativism also mediated between neuroticism and two job outcomes (interpersonal conflict, workplace deviance). Limitations/ Applications: Future research directions and implications for theory and practice are suggested. Novelty/Originality of this study: This study explained the conceptual mechanism that individual outcomes of the Big Five traits are determined through the ethical ideology of the respective personality trait; moreover, this study also added empirical evidence in existing OB literature from a unique cultural context i.e., Pakistan.

Supervising Deviance: The Role of Supervisor/Employee Relationships in Workplace Deviance

2017 ◽  
Vol 8 (1) ◽  
pp. 45-58
Author(s):  
Josephine Moeti-Lysson ◽  
Jerry Courvisanos ◽  
Evans Sokro
Keyword(s):  
Workplace Deviance ◽  
Employee Relationships

Role of Employee Engagement in Reducing Workplace Deviance

2022 ◽  
pp. 1436-1467
Author(s):  
Jitendra Singh Tomar ◽  
Ruchi Khandelwal ◽  
Ruchi Jain
Keyword(s):  
Job Satisfaction ◽  
Literature Review ◽  
Employee Engagement ◽  
Relative Deprivation ◽  
Deviant Behavior ◽  
Workplace Deviance ◽  
Fair Treatment ◽  
Treatment Performance ◽  
Training Development

The chapter focuses on the various antecedents to workplace deviance that exist in general and specifically on how employee engagement can lead to reduced workplace deviance. It explores the typical characteristics workplace deviance and its various manifestations exhibited by employees of the organisation. Using intensive literature review the factors leading to employee deviant behavior are identified. The behavior is further justified by theory of distributive justice and theory of relative deprivation. The drivers of employee engagements like “Job Satisfaction,” “Family Friendliness,” “Equal Opportunities,” “Fair Treatment,” “Performance and Appraisal,” “Training Development and Career,” etc. are successfully mapped with the theories of deprived justice to address the deviance problem.

scholarly journals Deterrence Effects: The Role of Authoritarian Leadership in Controlling Employee Workplace Deviance

2020 ◽  
Vol 16 (2) ◽  
pp. 377-404 ◽  
Author(s):  
Yuyan Zheng ◽  
Xu Huang ◽  
Les Graham ◽  
Tom Redman ◽  
Saiquan Hu
Keyword(s):  
Leadership Behavior ◽  
Mainland China ◽  
Workplace Deviance ◽  
Important Work ◽  
Authoritarian Leadership ◽  
Employee Deviance ◽  
Interpersonal Deviance

ABSTRACTDrawing upon two independent samples from mainland China, we propose and investigate the deterrence function of leadership behavior focused on control. We suggest that controlling leadership, specifically, authoritarian leadership, deters employees’ deviance under certain conditions. That is, authoritarian leadership thwarts employees’ interpersonal deviance behavior when leaders send clear signals of potential punishments of non-compliance by showing low leader benevolence, and when employees are highly dependent on the leaders for important work resources. Results from two independent studies largely support our key propositions. Overall, these results add to the range of possible impacts that a leader can play in decreasing employee deviance. Theoretical implications and directions for follow-up research are discussed.

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