工作场所中越轨行为的定义、特性与分类体系解析

在文献回顾的基础上,系统整理、分析了越轨行为的定义、工作场所中越轨行为的特性和分类体系3个问题,并提出如下建议：（1）应当高度重视工作场所中越轨行为的研究;（2）工作场所中的越轨行为可以定义为“组织成员有意采取的针对其他组织成员或组织财物、且违反组织重要的主流规范的行为,其结果在客观上会出现共赢、损人利己、损己利人和损人损己4种情形”;（3）应当建立和完善符合中国国情的工作场所越轨行为分类体系。     

工作场所攻击行为的研究述评

目前,工作场所攻击行为和暴力行为的发生越来越多,这种现象在职业健康领域逐渐成为一个重要的问题。论文介绍了工作场所攻击行为的概念和类型;分析了工作场所攻击行为与相关概念的界定、测量和研究方法;分析引起工作场所攻击行为的两方面原因,即情境或组织因素和个人特征方面的原因;探讨了工作场所攻击行为的预防和今后研究的方向。     

组织内领导越轨行为研究：概念、诱因与结果

领导越轨行为是指领导者在工作场所中故意违反重要的组织规范的行为。通过整合分析组织内越轨行为和领导行为两个领域的相关研究发现, 领导越轨行为的诱因大致包括个体因素(个性特征、个体知觉和人口学变量)和情境因素(组织文化、工作特征和人际影响)两类, 并且主要通过社会比较、社会心理和社会交换三条路径进一步影响下属的工作绩效。未来研究应从行为客体(组织-人际)和行为动机(利己-利他)两个角度对领导越轨行为的内涵进行纵深拓展, 并进一步考察不同诱因的交互影响以及领导越轨行为的作用机制。     

Peer Deviance,Parenting and Disruptive Behavior Among Young Girls

This study examined concurrent and longitudinal associations between peer deviance, parenting practices, and conduct and oppositional problems among young girls ages 7 and 8. Participants were 588 African American and European American girls who were part of a population-based study of the development of conduct problems and delinquency among girls. Affiliations with problem-prone peers were apparent among a sizeable minority of the girls, and these associations included both males and females. Although peer delinquency concurrently predicted disruptive behaviors, the gender of these peers did not contribute to girls’ behavior problems. Harsh parenting and low parental warmth showed both concurrent and prospective associations with girls’ disruptive behaviors. Similar patterns of association were seen for African American and European American girls. The findings show that peer and parent risk processes are important contributors to the early development of young girls’ conduct and oppositional behaviors. These data contribute to our understanding of girls’ aggression and antisocial behaviors and further inform our understanding of risk processes for these behaviors among young girls in particular.

A Systematic Review Into the Psychological Causes and Correlates of Plagiarism

Interventions that are designed to stem plagiarism do not always override the motivation of individuals to cheat and, therefore, may not diminish misconduct. To inform more effective approaches, we conducted a systematic review to clarify the psychological causes of plagiarism. This review of 83 empirical papers showed that a specific blend of circumstances may foster plagiarism: an emphasis on competition and success rather than development and cooperation coupled with impaired resilience, limited confidence, impulsive tendencies, and biased cognitions. Fortunately, whenever students feel their life and studies align to their future aspirations, many of these circumstances tend to dissipate.     

Effects of Personality and Information Technology on Plagiarism: An Iranian Perspective

Information technology has played a remarkably important role in developing the contemporary educational system. It not only provides easy access to enormous stores of information but also increases students' scientific efficiency. However, the availability of this technology has also led to increased plagiarism. This study attempted to explore how access to Internet technology contributes to plagiarism problems from the perspective of university students in Iran. A qualitative method to semistructured interviews with 20 students suggested important themes: uncertainty avoidance, tendency to use shortcuts to progress, symbolic certification, social learning and modeling of faculty members as mentors, and plagiarism in the name of justice. Survey data from 180 university students suggest that the personality characteristic of conscientiousness had a negative effect on using information technology to commit plagiarism.     

Religiosity and Secular and Ascetic Deviance

According to the antiascetic hypothesis, religiosity should be strongly related to behaviors that violate ascetic standards (getting drunk and using marijuana), but only weakly related to behaviors that violate social standards (violence and stealing). Using the second wave of the National Study of Youth and Religion, I tested the antiascetic hypothesis using a question about the most important basis for deciding what is morally right or wrong. Contrary to the antiascetic hypothesis, individuals who believe that God's law is the most important for deciding what is morally right or wrong, compared to those who believe that society is the most important, are not less likely to get drunk or use marijuana. Furthermore, for getting drunk and marijuana use, differences in behavior are not the result of different ethical standards (ascetic or social), but rather differences in the willingness to uphold those standards (is it OK to break moral rules).     

Predictors of Employee Deviance: The Relationship Between Bad Attitudes and Bad Behavior

Employee deviance is a serious problem for business owners. To reduce this problem, researchers have attempted to predict which employees are more likely to exhibit deviant behavior based on their attitudes. Although many researchers have successfully predicted various types of employee deviance from attitudes, very little information is available detailing which attitudes are more useful in predicting each type of deviant employee behavior. In the present study, four attitude variables (theft approval, company contempt, intent to quit, and dissatisfaction) were used to predict four types of deviant employee behavior (absenteeism, substance abuse, privilege abuse, and theft). Results show that each attitude has a specific and stable pattern of relationships with the four types of deviance.     

Employee Perceptions of Workplace Theft Behavior: A Study Among Supermarket Retail Employees in Malaysia

Employee theft is costly to any business, especially to big retail chain organizations. This research is to study the perception of retail employees on the impact of the individual and organizational factors contributing to workplace theft behavior in supermarkets in Malaysia and to study the mediating effect of intention to steal and the moderating effect of internal control systems. The results proved that individual and organizational factors do influence workplace theft behavior. It is also established that internal control systems moderate the relationship between the intention to steal and workplace theft behavior.     

网络怠工研究:回顾与展望*

网络怠工是员工基于网络平台而产生的一种工作场所偏差行为。近十年来,员工网络怠工问题开始为人力资源管理和组织行为学研究人员所重视。本文回顾网络怠工的由来、定义及测量;介绍网络怠工的社会交换理论、组织公正感理论和中和技术理论;分析员工人口学特征、个体心理以及环境因素对网络怠工的影响的研究;整合网络怠工的理论研究,提出网络怠工现有研究存在的问题,并对未来研究发展提出了展望。     

Religiosity and Deviance: An Examination of the Moral Community and Antiasceticism Hypotheses Among U.S. Adults

Several hypotheses regarding the relationship between religiosity and deviance are examined using data from the geocoded General Social Survey. An inverse relationship between religiosity and several forms of deviance was documented; however the moral community hypothesis, which would predict that the interaction between group‐level religiosity and individual‐level religiosity would be inversely related to deviance, was not supported for any of the forms of deviant behavior examined. Additionally, the antiasceticism hypothesis, which argues that religiosity is more effective at deterring minor rather than serious forms of deviance, is only partially supported by the results of the analysis. The theoretical implications of this line of research, as well as suggestions for future avenues of research, are also discussed.     

职场排斥的作用机制与本土化发展

职场排斥是组织情境中的负面行为,会对员工的心理状态、工作态度和工作行为,以及组织绩效造成严重的影响,近年来得到了学者和管理者的关注。研究主要从职场排斥的概念、测量工具、与其它概念的比较及实证研究四个方面,对国内外相关研究进行了梳理,并探讨中国文化的权变作用。未来研究应从中国的组织情境特点出发,继续完善职场排斥的概念和维度,扩展研究层次,深入分析影响机制,结合中国文化对职场排斥展开本土化研究,丰富研究视角。     

Plagiarism Among Iranian Graduate Students of Language Studies: Perspectives and Causes

In this study, we investigated the ability of Iranian students of applied linguistics to discern plagiarism in writing, their perceptions of its ethical aspects, their characterizations of plagiarists, and their perspectives on why they may commit plagiarism. In so doing, a slightly revised version of Deckert’s 1993 questionnaire, collecting both quantitative and qualitative data, was electronically distributed among 156 graduate students of applied linguistics. The results of the quantitative data analysis revealed some understanding of the concept but an inconsistent performance in recognizing plagiarism. Regarding issues of ethics and fairness, they were concerned with their own needs along with the original writer’s rights more than with rights of their classmates, colleagues, or teachers. They regarded unfamiliarity with the concept and nature of plagiarism as the main reason for committing it. The analysis of the qualitative data yielded the following reasons for students’ plagiarism: students’ unfamiliarity with plagiarism, students’ low academic writing skills, teachers’ carelessness and leniency, students’ lack of time, students’ laziness and deceitfulness, educational system and its policies, students’ low language proficiency, students’ unfamiliarity with the subject of writing, and teachers’ high expectations. In conclusion, some suggestions are offered as to how to decrease the rate of plagiarism.     

Exploring the Nomological Network of Workplace Deviance: Developing and Validating a Measure of Constructive Deviance

This paper explores the nomological network of workplace deviance by incorporating constructive deviance behavior. Constructive deviance focuses on behaviors that are intended to benefit the organization. In a series of three studies, a reliable and valid measure of constructive deviance behavior is developed. Individual and contextual‐level factors that facilitate constructive and destructive deviance are examined. The results suggest that while Machiavellianism is an important personality variable in predicting both constructive and destructive deviance, role breadth self‐efficacy is a central mechanism in understanding constructive but not destructive deviance. It was also found that access to information within the organization is a central contextual variable in eliciting both forms of deviance. Future research and implications are discussed.     

Plagiarism: Words and Ideas

Plagiarism is a crime against academy. It deceives readers, hurts plagiarized authors, and gets the plagiarist undeserved benefits. However, even though these arguments do show that copying other people's intellectual contribution is wrong, they do not apply to the copying of words. Copying a few sentences that contain no original idea (e.g. in the introduction) is of marginal importance compared to stealing the ideas of others. The two must be clearly distinguished, and the 'plagiarism' label should not be used for deeds which are very different in nature and importance.     

Workplace violence and workplace aggression: Evidence on their relative frequency and potential causes

Recent news reports have focused attention on dramatic instances of workplace violence—extreme acts of aggression in work settings. It is suggested here that such actions, while both tragic and frightening, are only a small part of a much larger problem of workplace aggression—efforts by individuals to harm others with whom they work or the organizations in which they are employed. The present study investigated two major hypotheses with respect to such aggression: 1) contrary to what media reports suggest, most aggression occurring in work settings is verbal, indirect, and passive rather than physical, direct, and active; 2) recent changes in many organizations (e.g., downsizing, increased workforce diversity) have generated conditions that may contribute to the occurrence of workplace aggression. A survey of 178 employed persons provided partial support for both predictions. Verbal and passive forms of aggression were rated as more frequent by participants than physical and active forms of aggression. In addition, the greater the extent to which several changes had occurred recently in participants' organizations, the greater the incidence of workplace aggression they reported. © 1996 Wiley-Liss, Inc.     

职场负面八卦的前因与后果：基于八卦目标的视角

职场负面八卦由三个参与主体构成：八卦者、八卦倾听者、八卦目标。目前职场负面八卦的相关研究主要是从八卦者或倾听者的角度展开的, 并且这些研究大多是利用实验及小样本数据来对八卦产生的前因及其后果进行验证, 而基于八卦目标的角度并使用大样本数据来对职场负面八卦进行的研究非常缺乏。作者在梳理相关文献的基础上, 分析了职场负面八卦可能形成的前因与后果, 以期为基于八卦目标的视角进行的职场负面八卦的大样本研究提供部分框架指引。     

The Present State of Workplace Spirituality: A Literature Review Considering Context,Theory, and Measurement/Assessment

This article seeks to review the growing body of research in the field of workplace spirituality, extending the earlier and broader literature review work of Danna and Griffin; Miller and Gorsuch; Hill and Hood; the Fetzer Institute; Moberg, Mohamed, Hassan, and Wisnieski; Day; and Lund Dean and Fornaciari. This article also seeks to advance future psychometric scale development in the burgeoning field of workplace spirituality; by suggesting a rubric for understanding the literature (manifestation, development, and adherence), and analyzing the scale validity and reliability, the authors hope to expand conceptual imagination for new scale research.

This article argues that the previous research which has begun to address important aspects of research scale development, though it has been limited in its applicability to workplace contexts, does not address diverse religious traditions and fails to understand how and the degree to which individual or collective spirituality integrates and manifests itself in the workplace. To this end, this article will codify and extend the aforementioned work by identifying the drivers for the field, exploring the connections between spirituality/religion and organizations, reviewing existing scales and instruments, discussing the literature review findings, and identifying gaps within the research, and it will resolve by suggesting specific areas for further research.     

工作场所的不文明行为

工作场所不文明行为违背人际相互尊重的原则, 为组织环境带来广泛的慢性危害, 但由于其表现形式温和、伤害意图不明显, 因而长期被人们所忽视。近年来, 和谐的工作环境成为各界关注的热点, 工作场所不文明行为也受到越来越多学者的关注。回顾国外研究, 对工作场所不文明行为的概念界定、测量工具、前因变量和影响结果进行了系统梳理, 在此基础上总结对制度设计和选拔培训的管理启示, 并提出测量本土化、机制情境化、层次群体化、视角动态化等未来研究方向。     

职场欺负的旁观者：角色、行为与影响机制

职场欺负作为一种消极人际行为, 会影响到与行为当事人双方处于同一生态系统的旁观者的身心健康, 而旁观者在职场欺负中的不同角色和行为(支持受欺者或实施者, 或袖手旁观)又会反过来影响职场欺负的发展态势。旁观者的公正道德观念及其对职场欺负的情绪体验, 通过社会交换和学习过程, 影响着他(或她)在职场欺负中的行为。