We build on the emerging research that shows aversive subordinate workplace behaviors are likely related to abusive supervision in the workplace. Specifically, we develop and test a moderated-mediation model outlining the process of abusive supervision based on the stressor-emotion model of counterproductive work behavior. We argue that subordinate interpersonal deviance prompts supervisor negative emotions, which then leads supervisors to engage in abusive supervision. We also argue that subordinate organizational citizenship behavior (OCB) is likely to play a crucial role (...) in predicting abusive supervision. We argue that interpersonal deviance is more likely to prompt abusive supervision through supervisor negative emotions when the magnitude of an employee’s engagement in OCB is weaker. Study 1, a time-lagged field study, tests and provides support for the relationships among our key variables (Hypotheses 1–3). Study 2, utilizing multisource field data (i.e., subordinate–supervisor dyads), replicates the results from Study 1 and provides support for the entire moderated-mediation model while controlling for tenure with supervisor, subordinate task performance, and subordinate conscientiousness. We find general support for our predictions. We conclude with a discussion of theoretical and practical implications as well as future research directions. (shrink)

Severe tour guide stigma is a significant problem hindering tourism development. Based on self-identity threat and moral disengagement theory, this study analyzed the relationship between tour guide stigmatization and tour guides’ interpersonal deviance behavior. Survey data collected from 241 tour guides at three different points in time showed that tour guide stigmatization was positively related to tour guides’ interpersonal deviance behavior and that self-identity threat mediated this effect. The results also show that moral disengagement moderated the (...) effect of tour guides’ self-identity threat on interpersonal deviance behavior, as well as the indirect effect of tour guide stigmatization on tour guides’ interpersonal deviance behavior via self-identity threat. This study enriches theoretical research on tour guide stigmatization and offers practical suggestions for solving stigmatization problems for tour guides and organizations. (shrink)

Organizations differ in the extent to which they emphasize the importance of status, yet most extant research on the role of status at work has utilized a limited view of status as merely a matter of a person’s status rank. In contrast, we examine people’s perceptions of the extent to which having status matters in their work context and explore the behavioral implications of such perceptions. We offer a new construct, perceived status importance, defined as employees’ subjective assessment of the (...) degree to which people within their organization are preoccupied with status. Relying on social comparison theory, we propose that higher perceived status importance triggers envy, which leads to interpersonal deviance. Across three studies, using multiwave survey and experimental designs, we find support for these relationships. We also find support for the mitigating influence of core self-evaluations on the perceived status importance—envy relationship. Implications are discussed. (shrink)

Previous research has almost universally shown that forgiveness is a beneficial virtue that can generate a series of positive outcomes. We challenge this prevailing view by proposing that employee forgiveness is a mixed blessing. Setting off from distinguishing the motives behind forgiveness, we integrated the relational perspective and ego depletion theory to explore the beneficial and detrimental consequences of employee forgiveness. Specifically, our study investigated when and how employee forgiveness leads to interpersonal citizenship behaviors (ICBs) and interpersonal (...) class='Hi'>deviance. Using a sample of 349 supervisor–employee dyads, we found that employee forgiveness driven by strong relationship-oriented motives could foster high-quality relationships with coworkers and facilitate ICBs. In contrast, employee forgiveness driven by strong self-oriented motives could cause more resource depletion and increase interpersonal deviance. Furthermore, we discuss the theoretical and practical implications of our study as well as future research directions. (shrink)

A political act is a typical self-serving behavior that works to promote or protect self-interest. However, limited research explores its relationship with daily downstream behavior. Based on the ego depletion theory, the present study attempts to clarify when and how daily political acts will be transformed into interpersonal deviance. We collected 760 cases nested in 152 full time workers in mainland China through the experience sampling method. Via a multilevel structural equation model and hierarchical linear model, we tested (...) the mediated moderation model. The results showed that political acts correlated with interpersonal deviance on a daily basis. Moral self-efficacy buffers the relationship between political acts and interpersonal deviance, whereas chronic job strain amplifies the relationship. Furthermore, moral self-efficacy can mediate the moderating role of chronic job strain. (shrink)

The purpose of this study was to examine the moderating roles of hostile attribution bias and negative reciprocity beliefs in the relationship between workplace incivility, as perceived by employees, and their interpersonal deviance. Data were collected using a three-wave survey research design. Participants included 233 employees from a large manufacturing company in China. Hierarchical regression analyses were used to test the hypothesized relationships. Our study revealed that hostile attribution bias and negative reciprocity beliefs strengthened the positive relationship between (...) workplace incivility and interpersonal deviance. This relationship was the most positive when both hostile attribution bias and negative reciprocity beliefs were high. The findings provided evidence that directing employees to depress hostile attribution bias and negative reciprocity beliefs may attenuate the effects of workplace incivility on interpersonal deviance. Implications for theory, research, and management practice are discussed. (shrink)

In recent years, interest in family-to-work interference and its consequences has increased dramatically. Drawing on conservation of resources theory, we propose and test a dual spillover spiraling model which examines the indirect effects of family incivility on workplace interpersonal deviance through increasing family-to-work conflict (resource loss spiral) and decreasing family-to-work enrichment (resource gain spiral). We also examine the moderating effects of family-supportive supervisor behaviors on these indirect effects. The findings from a three-wave survey, with 455 employees and their (...) coworkers in 60 teams, reveal that experienced family incivility (Time 1) induces more interpersonal deviance at work (Time 3) through facilitating family-to-work conflict (Time 2) and inhibiting family-to-work enrichment (Time 2). Such indirect deviation amplifying effects are mitigated by higher supervisor-level family-supportive supervisor behaviors (Time 1). Theoretical and practical implications are discussed. (shrink)

Drawing on the perspective of causal reasoning and the social cognitive theory of moral thought and action, this study explores the mechanisms underlying the association between exposure to exploitative leadership and employee workplace deviance. The results of a time-lagged survey conducted in China reveal that exposure to exploitative leadership can evoke a moral justification process that leads to increased employee organizational and interpersonal deviance. A tendency toward hostile attribution bias reinforces the direct link between exploitative leadership and (...) moral justification and the indirect effects of exploitative leadership on employee organizational and interpersonal deviance, via moral justification. The theoretical and practical implications of this study are discussed and potential directions for future studies are proposed. (shrink)

ABSTRACT:Organizations adopt formal sanctioning systems to deter ethical violations, but the formal systems’ effectiveness may be undermined by informal sanctioning systems which promote violations. I conducted an ethnographic study of six trading crowds on two financial exchanges to understand how informal and formal sanctioning systems, which are grounded in different interpretations of equity, interact to affect trader deviance from rules established by the financial exchange (exchange deviance). To deter informal trader norms that conflict with exchange rules, the exchanges (...) formally prohibit traders’ informal sanctions. The exchanges, however, underestimate traders’ informal sanctions related to ostracism and social rejection, which are not only difficult for the exchanges to detect, but also interpersonally hurtful and harmful to trader performance. Consequently, the traders’ informal social sanctions lead to secondary sanctions from trading firms. Ultimately, the informal sanctioning system evades the formal sanctioning system by exploiting what the exchanges deem to be minor rule violations. (shrink)

Ethical ideology is predicted to play a role in the occurrence of workplace deviance. Forsyths (1980) Ethics Position Questionnaire measures two dimensions of ethical ideology: idealism and relativism. It is hypothesized that idealism will be negatively correlated with employee deviance while relativism will be positively related. Further, it is predicted that idealism and relativism will interact in such a way that there will only be a relationship between idealism and deviance when relativism is higher. Results supported the (...) hypothesized correlations and idealism and relativism interacted to predict organizational deviance. Idealism was a significant predictor of interpersonal deviance, but no interaction was found. (shrink)

This study tested the direct effects of Dark Tetrad traits on organizational and interpersonal counterproductive work behaviors. We also examined the moderating effects of the three dimensions of organizational justice – distributive justice, procedural justice, and interactional justice – on the Dark Tetrad-CWBs relationships. Based on the data from 613 employees across different occupations, the results revealed that only psychopathy and sadism had significant effects on CWBs targeted at the organization. The results also supported the direct effect of sadism (...) on interpersonal CWBs. The findings confirmed the moderating role of interactional justice but differentially, depending on the dark trait and the target of workplace deviance. Whereas low and medium levels of interactional justice moderated the relationship between Machiavellianism and CWBs directed to the organization, it did not play any role in narcissism, psychopathy, and sadism. Regarding CWBs aimed at other people, interactional justice emerged as a significant moderator in Machiavellianism and sadism. But, whereas sadistic employees performed more harmful behaviors toward other individuals whatever their level of interactional justice, if people high in Machiavellianism perceived a high fair interpersonal treatment, they did not show deviant behaviors directed at other employees. The paper concludes with some suggestions and recommendations about the relevance of organizational justice in the influence of dark personality traits on CWBs. (shrink)

The need for better incorporation of the construct emotional intelligence (EI) into counterproductive work behavior (CWB) research may be achieved via a unified conceptual framework. Accordingly, the purpose of this paper is to use the Profile Analysis via Multidimensional Scaling (PAMS) approach, a conceptual framework that unifies motivational process with antecedents and outcomes, to assess differences in EI concerning a variety of constructs: organizational justice, CWB, emotional exhaustion, job satisfaction, and intrinsic motivation. Employing established scales within a framework unifying CWB, (...) intrinsic motivation, EI, organizational justice, and outcome constructs, two EI-based profiles displayed associations with CWB based on responses from 3,293 employees. Both the first core profile, high overall justice and low emotional intelligence, and the second core profile, high emotional intelligence and low work motivation, displayed associations with interpersonal deviance and organizational deviance, as well as emotional exhaustion and job satisfaction. The results are discussed with respect to possible underlying theory and an overarching unified motivation framework that incorporates goal choice, intrinsic motivation, antecedents, and outcomes. We also provide directions for future research and implications for managers in the workplace based on heuristic conceptual frameworks that combine multiple motivational perspectives into a unified model. (shrink)

Although anomic feelings have been found to lead employees to unethical performance, little is known about why this relationship is possible. The aim of this study is to test a compassion-based explanation of why anomic employees harm co-workers by displaying interpersonal deviance. The prediction is made that once sociological anomie enters organizations in the form of employees’ private feelings of anomie—i.e., “anomia”—, this anomia will individually move staff to be uncompassionate in the workplace. Three uncompassionate feelings toward co-workers (...) are then hypothesized to mediate the relationship between anomia and interpersonal deviance: negative judgments about others, over-identification, and isolation. Data were collected from 280 employees at ten hotels in the Canary Islands. The results indicated that anomia was significantly and positively linked to uncompassionate feelings and interpersonal deviance, but only negative judgments about others mediated the anomia effects on interpersonal deviance. Findings suggest to managers that by spreading ethical standards that discourage negative judgments about others in the workplace, they can neutralize the mechanisms leading anomia to interpersonal deviance. (shrink)

Existing research primarily focuses on negative gossip among peers at the same hierarchical level, often overlooking the impact of such gossip when it comes from supervisors about subordinates with rank differences. Our study investigates subordinates’ varying reactions to negative supervisor gossip, exploring the role of attribution-based boundary conditions and rumination-driven mechanisms. Results from a two-wave, two-source field study show that subordinates with a negative attribution style perceive negative supervisor gossip as an indirect and covert harm, leading to affective rumination and (...) supervisor-directed interpersonal deviance. In contrast, subordinates with a positive attribution style interpret such gossip as informal negative feedback, prompting problem-solving pondering and supervisor-directed self-improvement. Our study highlights the double-edged effects of negative supervisor gossip—both covert and indirect—on subordinates’ rumination responses and supervisor-directed interactive behaviors. It emphasizes that the impact of leaders’ negative behaviors depends on subordinates’ consistent attribution tendencies, which are shaped by long-term interactions with their leaders. Our study draws attention to the often-underestimated implicit ethical issues in the workplace and provides a micro-level perspective on informal communication for the field of business ethics. (shrink)

Research on abusive supervision is imbalanced in two ways. First, with most research attention focused on the destructive consequences of abusive supervision, there has been relatively little work on subordinate-related predictors of perceptions of abusive supervision. Second, with most research on abusive supervision centered on its main effects and the moderating effects of supervisor-related factors, there is little understanding of how subordinate factors can moderate the main effects of perceptions of abusive supervision on workplace outcomes. The current study aims to (...) advance knowledge of the roles of subordinates in the formation of and reactions to perceptions of abusive supervision. Specifically, based on victim precipitation theory, the authors examined subordinates’ personality traits and self-reports of task performance as antecedents of perceptions of abusive supervision. The results show that subordinates high in neuroticism or low in conscientiousness had high levels of perceived abusive supervision partially through their self-reported deleterious job performance. In addition, the authors investigated the moderating effect of subordinates’ personality on the relationship between perceptions of abusive supervision and subordinates’ interpersonal deviance. Consistent with trait activation theory, subordinates low in both agreeableness and extraversion were more likely to engage in deviant behaviors in response to perceptions of abusive supervision than subordinates high in either or both agreeableness and extraversion. (shrink)

Research on unethical leadership has predominantly focused on interpersonal and high-intensity forms of harmful leader behavior such as abusive supervision. Other forms of harmful leader behavior such as excessively pressuring subordinates or acting in self-centered ways have received less attention, despite being harmful and potentially occurring more frequently. We propose a model of four types of harmful leader behavior varying in intensity and orientation : Intimidation, Lack of Care, Self-Centeredness, and Excessive Pressure for Results. We map out how these (...) relate to other constructs in the unethical leader behavior field in order to integrate the existing work on how leaders can cause harm to followers. Next, in five studies, we develop and test a new survey instrument measuring the four proposed types of perceived HLB. We provide initial validity evidence for this new measure, establish its psychometric properties, and examine its nomological network by linking the four types of HLB to related leadership constructs and soft and hard outcome correlates at the individual and team level. We find that HLB is negatively related to constructive forms of leadership and positively to unethical ones. HLB is also related in the expected direction to job satisfaction, engagement, psychological safety, knowledge sharing, knowledge hiding, deviance, and objectively recorded team-level stress-related absenteeism. (shrink)

This paper integrates the inclusion and organizational ethics literatures to examine the relationship between employees’ perceptions of an organizational integration and learning approach to diversity and two employee outcomes: organizational citizenship behavior toward the organization and interpersonal workplace deviance. Findings across two field studies from the USA and Germany show that employees’ perceptions of an organizational integration and learning approach to diversity are positively related to perceived organizational ethical virtue. Perceived organizational ethical virtue further transmits the effect of (...) employees’ perceptions of an organizational integration and learning approach to diversity on both organizational citizenship behavior toward the organization and interpersonal workplace deviance. In addition, we find support for a moderated indirect effect model whereby the indirect effect of the perceived integration and learning approach to diversity on the dependent variables through perceived organizational ethical virtue is stronger when employees have high personal value for diversity rather than low personal value for diversity. These results underscore the importance of having a fit between employees’ perceptions of an organization’s approach to diversity and employees’ personal value for diversity in order for inclusion to result in positive employee behaviors. Results emphasize the ethical responsibility of organizations in terms of how they approach diversity. (shrink)

"Iago's 'I am not what I am' epitomises how Shakespeare's work is rich in philosophy, from issues of deception and moral deviance to those concerning the complex nature of the self, the notions of being and identity, and the possibility or impossibility of self-knowledge and knowledge of others. The Routledge Companion to Shakespeare and Philosophy examines the following important topics: - What roles can be played in an approach to Shakespeare by drawing on philosophical frameworks and the work of (...) philosophers? - What can philosophical theories of meaning and communication show about the dynamics of Shakespearean interactions, and vice versa? - How are notions such as political and social obligation, justice, equality, love, agency, and the ethics of interpersonal relationships demonstrated in Shakespeare's works? - What do the plays and poems invite us to say about the nature of knowledge, belief, doubt, deception and epistemic responsibility? - How can the ways in which Shakespeare's characters behave illuminate existential issues concerning meaning, absurdity, death and nothingness? - What might Shakespeare's characters and their actions show about the nature of the self, the mind, and the identity of individuals? - How can Shakespeare's works inform philosophical approaches to notions such as beauty, humour, horror and tragedy? - How do Shakespeare's works illuminate philosophical questions about the nature of fiction, the attitudes and expectations involved in engagement with theatre, and the role of acting and actors in creating representations? The Routledge Companion to Shakespeare and Philosophy is essential reading for students and researchers in aesthetics, philosophy of literature and philosophy of theatre"--. (shrink)

This book is the second volume of an interdisciplinary study, chiefly one of philosophy and psychology, which concerns personality, especially the abnormal in terms of states of aloneness, primarily that of the negative emotional isolation customarily known as loneliness. Other states of aloneness investigated include solitude, reclusiveness, seclusion, desolation, isolation, and what the author terms “aloneliness,” “alonism,” “lonism,” and “lonerism.”Insofar as this study most explicitly focuses on abnormal personalities, it employs the general and specific definitions of personality aberrations as formulated (...) by the American Psychiatric Association in its latest edition of theDiagnostic and Statistical Manual of Mental Disorders (DSM-IV). The author views personality as preeminently comprised of the individual's interpersonal relationships. Unlike theDSM-IV, he proposes that people with personality disorders not only possibly but necessarily manifest deviancy regarding interpersonal functioning via serious shortcomings in shared inwardness, paramountly reciprocated intimacy.This work also engages in an analysis of five social factors that are conducive to predisposing, precipitating, and maintaining negative kinds of personality and aloneness. The author has formed these factors into an acronym titledSCRAM since when they are present, intimacy scurries away and in its absence, loneliness and other sorts of unwanted aloneness scamper in and fill the person with unhappiness via, for instance, sadness and self-worthlessness. The constituents of SCRAM are the following social illnesses: Successitis (for example, the fixation on fame and fortune),Capitalitis (greed-driven, unfettered capitalism), Rivalitis (competitivitis),Atomitis (hyper-individualism), and Materialitis (for example, the anti-spirituality of consumeritis).In sum, this book provides a different perspective on personality via the lenses of various types of aloneness and their lack of public and private intimacy, especially love. (shrink)

How do we deal with difference personally, interpersonally, nationally? Can we weave a cohesive social fabric in a religiously plural society without suppressing differences? This collection of significant essays suggests that to truly honour differences in matters of faith and religion we must publicly exercise and celebrate them. The secular/sacred, public/private divisions long considered sacred in the West need to be dismantled if Canada (or any nation state) is to develop a genuine mosaic that embraces fundamental differences instead of a (...) melting pot that marginalizes. An ethics of difference starts with a recognition of difference, not as deviance or deficit that threatens but as otherness to connect with, cherish, and celebrate. The book begins with the suggestion that our inability to come to terms with social plurality is not fundamentally the fault of religious differences, and that a public/private split inadequately deals with matters of basic difference. It then explores how encouraging people to live out their respective faiths may open new possibilities for respectful, honourable, and just negotiations of contemporary dilemmas arising out of the multicultural fabric of Canadian life. Towards an Ethics of Community introduces readers to some of the most challenging and divisive dilemmas we face in this increasingly pluralistic, postmodern world — issues such as family and domestic violence, Aboriginal rights, homosexuality and public policy, and female genital mutilation. This is a book truly global in scope and significance. (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)

When subordinates have suffered an unfairness, managers sometimes try to compensate them by allocating something extra that belongs to the organization. These reactions, which we label asmanagerial Robin Hood behaviors, are undertaken without the consent of senior leadership. In four studies, we present and test a theory of managerial Robin Hoodism. In study 1, we found that managers themselves reported engaging in Robin Hoodism for various reasons, including a moral concern with restoring justice. Study 2 results suggested that managerial Robin (...) Hoodism is more likely to occur when the justice violations involve distributive and interpersonal justice rather than procedural justice violations. In studies 3 and 4, when moral identity (trait or primed) was low, both distributive and interpersonal justice violations showed similar relationships to managerial Robin Hoodism. However, when moral identity was high, interpersonal justice violations showed a strong relationship to managerial Robin Hoodism regardless of the level of distributive justice. (shrink)

Classical deviance theories about metaphor argue that the metaphorical sense of a word or expression, w, deviates from the sense of the word or expression interpreted literally. Developments in lexical pragmatics challenge these theories by claiming that deviance pervades (nearly) all aspects of linguistic communication. If deviance is the norm, then classical explanans offer little to no insight. In fact, many theorists have abandoned the idea of the literal-metaphorical distinction. This move carries significant consequences for theories of (...) language and communication. We argue against this move and in favour of a linguistically robust literal-metaphorical distinction. We have three goals: The first is to argue that the literal-metaphorical distinction is important for theories of language and communication. The second is to assess Allott and Textor’s Non-Conformity View of deviance which gives up the idea that deviance is marked by a departure from conventional word meaning. Pace Allott and Textor, we claim that the literal-metaphorical distinction must ultimately be couched in some account of lexicalised meaning. Our third goal is to develop a form of qualified deviance that avoids what we take to be shortcomings of the Non-Conformity View. (shrink)

Workplace deviance has long been a subject of discussion in various industries, including the healthcare sector. The poor working conditions in the nursing profession have made nurses feel pressured to perform more than their contractual tasks, resulting in job dissatisfaction, which has prompted them to engage in workplace deviance, which may jeopardize the hospital’s well-being and wealth. The negative behaviors exhibited by the nurses had a significant impact on hospital function, which may also endanger the lives of patients, (...) which is an issue that warrants further investigation. The Pakistani nursing sector has been emphasized by the study due to the different working conditions in Pakistan as compared to Western countries. The nursing profession in Pakistan is different due to its dominant Islamic context. To elucidate the issue, this study aims to examine the influence of destructive leadership behaviors and citizenship pressure on job dissatisfaction among nurses and the influence of job dissatisfaction on workplace deviance. The role of job dissatisfaction as a mediator has also been examined. By adopting the quantitative approach, data were collected from 383 nurses in Pakistani Hospitals. Analysis was done using partial least squares structural equation modeling (PLS-SEM). The findings revealed that citizenship pressure and destructive leadership behaviors (i.e., laissez-faire, supportive-disloyal, and tyrannical leadership) are significant predictors of job dissatisfaction. Job dissatisfaction, in turn, was found to mediate the effect of citizenship pressure and all destructive leadership behaviors, except derailed leadership, on workplace deviance. The findings of the present study are theoretically and practically relevant as they provide new insights into the behavioral mechanisms that could be addressed to eliminate the occurrence of workplace deviance in the healthcare context. (shrink)

Within the growing developmental literature on children's testimonial learning, the emphasis placed on children's evaluations of testimonial evidence has shielded from view some of the more collaborative dimensions of testimonial learning. Drawing on recent philosophical work on testimony and interpersonal trust, we argue for an alternative way of conceptualizing the social nature of testimonial learning. On this alternative, some testimonial learning is the result of a jointly collaborative epistemic activity, an activity that aims at the epistemic goal of true (...) belief, but that does so by means of an irreducibly social process. (shrink)

This paper is about the putative theoretical virtue of strength, as it might be used in abductive arguments to the correct logic in the epistemology of logic. It argues for three theses. The first is that the well-defined property of logical strength is neither a virtue nor a vice, so that logically weaker theories are not—all other things being equal—worse or better theories than logically stronger ones. The second thesis is that logical strength does not entail the looser characteristic of (...) scientific strength, and the third is that many modern logics are on a par—or can be made to be on a par—with respect to scientific strength. (shrink)

This study examines the direct and indirect effects of interpersonal fairness on employees’ willingness-to-stay and organisation-based self-esteem through affective commitment among manufacturing workers in Tema, Ghana. Using the survey design, 300 manufacturing workers in Tema were conveniently sampled for the study. The confirmatory factor analysis and structural equation modelling were used to analyse the data. Results indicated that affective commitment partially mediated the relationship between interpersonal fairness and employees' willingness-to-stay. Affective commitment also fully mediated the interpersonal fairness- (...) organisation based self-esteem relationship. Results further showed that organisation based self-esteem partially mediated the affective commitment and willingness to stay relationship, such that, an increase in organisation-based self-esteem leads to a decrease in employees’ willingness-to-stay. These findings emphasised the roles of interpersonal fairness and affective commitment in organisations, where affective commitment increases as a result of an increase in interpersonal fairness and makes employees have an intention to stay. The findings imply that employees who are very confident and have higher organisation-based self-esteem stand lower chances of staying in their current organisations. This study is the first to examine how affective commitment transfers the effects of interpersonal fairness unto employees’ intention-to-stay among manufacturing workers in Ghana. (shrink)

Promoting interpersonal helping among coworkers is an important aim for any organisation that cares about employee well-being. Drawing on guilt aversion hypothesis, this research focuses on the power of social expectations in promoting prosocial behaviour among employees and investigates the role of anticipated guilt for failing to meet coworkers’ expectations. In two preregistered studies, the effect of beneficiary expectation on benefactors’ anticipated guilt and intention to help was investigated. In Study 1, Japanese participants (n = 284) recalled a situation (...) when they helped a coworker spontaneously, and evaluated perceived beneficiary expectation to receive help, as well as anticipated guilt for not helping. Beneficiary expectation positively predicted anticipated guilt, and the effect was stronger when the beneficiary was a same-status colleague, and when interpersonal helping frequency in the organisation was low. Study 2 (n = 499) employed vignettes and manipulated beneficiary expectation. A mediational model revealed that beneficiary expectation leads to more anticipated guilt for not helping, which, in turn, increases employees’ intention to help. Together, these studies show that employees are sensitive to their coworkers’ expectations, and guilt-averse; therefore, interpersonal helping among employees may be promoted by establishing legitimate expectations of prosociality in the workplace. (shrink)

Are current theories of moral responsibility missing a factor in the attribution of blame and praise? Four studies demonstrated that even when cause, intention, and outcome (factors generally assumed to be sufficient for the ascription of moral responsibility) are all present, blame and praise are discounted when the factors are not linked together in the usual manner (i.e., cases of ‘‘causal deviance’’). Experiment 4 further demonstrates that this effect of causal deviance is driven by intuitive gut feelings of (...) right and wrong, not logical deliberation. Ó 2003 Published by Elsevier Science (USA). (shrink)

Most contemporary philosophers of action agree on the following claims. Firstly, the possibility of deviant or wayward causal chains poses a serious problem for the standard-causal theory of action. Secondly, we can distinguish between different kinds of deviant causal chains in the theory of action. In particular, we can distinguish between cases of basic and cases of consequential deviance. Thirdly, the problem of consequential deviance admits of a fairly straightforward solution, whereas the possibility of basic deviance constitutes (...) a separate and difficult problem that requires its own solution. I will argue that the problem of basic deviance is no more troublesome than the problem of consequential deviance, as a solution to the former is implicit in the standard solution to the latter. (shrink)

This chapter explains the interpersonal addition theorem. The theorem leads to two remarkable points. Firstly, it links the aggregation of good across the dimension of people with its aggregation across the dimension of states of nature. The result is that, in favourable circumstances, it links the value of equality in the distribution of good with the value of avoiding risk to good. The chapter also explains this link. The second point is even more remarkable. The theorem shows that general (...) utility is the sum of individual utilities. Since these utilities represent the general and individual betterness relations, this may seem, at first glance, to say that general good is the total of individual good. Joined with the addition theorem Bernoulli's hypothesis implies the utilitarian principle of distribution, which implies in turn that there is no value in avoiding inequality in the distribution of good between people. The chapter discusses the assessment of Bernoulli's hypothesis. (shrink)

Research indicates that actors who intentionally bring about harmful consequences are blamed more for their actions than those who do so unintentionally. However, in many instances of harmful behavior, intentions are ambiguous. The Culpable Control Model of Blame (CCM) predicts that the degree to which an actor is blamed for causing a harmful outcome is strongly influenced by information about the actor’s character, motives, or desires and that initial blame assessments impact important blame-related criteria such as judgements regarding the actor’s (...) intent. Deviant causal sequences, those in which negative outcomes occur in ways that the actor did not foresee, are highly unlikely, or are coerced, include circumstances that could mitigate assignment of blame. Such sequences provide a test of predictions derived from the CCM. Findings of three studies supported a model in which participants ascribed greater blame to an actor with opprobrious character, motives, or desires, which, in turn, affected judgments of a main criterion related to intent, and, in the last step, accounted for ascriptions of intent. These findings support the CCM’s contention that blame-reactions to an actor and outcome influence judgments about criteria, such as intent, that are often considered to be determinants rather than consequences of blame. (shrink)

The traumatic stress experienced by our black healthcare colleagues is often overlooked. This work contextualizes workplace racism, identifies some interpersonal barriers limiting anti-racist growth, and calls for solidarity.

An athlete has faith in her unathletic partner to run a marathon, a teacher has faith in her currently poor-performing students to improve in the future, and your friend has faith in you to succeed in the difficult project that you have been pursuing, even, and especially, when your chance of failing is non-trivial. This paper develops and defends a relational view of interpersonal faith by considering four interesting phenomena: first, in virtue of placing faith in someone, we stand (...) in solidarity with that person; second, interpersonal faith is called for during moments of difficulty, but it can seem inappropriate during moments of ease; third, one’s faith in others can feel unwelcomed, and can be rejected; and fourth, when interpersonal faith is frustrated, disappointment, rather than resentment, is warranted. I propose that when the faithor (e.g., your friend) places faith in the faithee (e.g., you) to φ, the faithor does something close to inviting the faithee to (re)commit to φ-ing. This invitation-like move, once properly taken up by the faithee, puts both sides of the faith in a new kind of normative relationship that is in the same broad family as a promissory relationship, albeit with a different normative profile. (shrink)

I argue that we should give up the fight to rescue causal theories of action from fundamental challenges such as the problem of deviant causal chains; and that we should rather pursue an account of action based on the basic intuition that control identifies agency. In Section 1 I introduce causalism about action explanation. In Section 2 I present an alternative, Frankfurt’s idea of guidance. In Section 3 I argue that the problem of deviant causal chains challenges causalism in two (...) important respects: first, it emphasizes that causalism fails to do justice to our basic intuition that control is necessary for agency. Second, it provides countless counterexamples to causalism, which many recent firemen have failed to extinguish – as I argue in some detail. Finally, in Section 4 I argue, contra Al Mele, that control does not require the attribution of psychological states as causes. (shrink)

I defend the claim that we have the capacity to perceptually represent objects and events in experience as deviating from an expectation, or, for short, as deviant. The rival hypothesis is that we may ascribe the property of deviance to a stimulus at a cognitive level, but that property is not a representational content of perceptual experience. I provide empirical reasons to think that, contrary to the rival hypothesis, we do perceptually represent deviance.

In recent years, public discourse has largely embraced the idea that persons with addictions have a “brain disease,” and ought to be treated medically rather than judicially. This article first argues that this social shift is mostly the result of middle- and upper-class whites being among the addicted. The medical language is deployed so that such persons avoid the stigma of “deviance” commonly linked to addiction. Second, this article argues for a Christian “holy deviance,” whereby Christians become deviant (...) by going out to those who are already marked by society as deviant, letting the latter know in word and deed that they are loved. (shrink)

The present study aimed to explore the effectiveness of two typical intrapersonal strategies (cognitive reappraisal, CR; expressive suppression, ES) on interpersonal emotion regulation (IER), and uncover the physiological synchrony pattern underlying this. A sample of 90 friend dyads (N = 180) was randomly assigned to the CR, the ES, or the control group. In each dyad, the target underwent a negative emotional task (induce sadness by recalling a negative event), and the regulator was assigned to implement the CR strategy, (...) the ES strategy, or no action to down-regulate the targets’ negative emotions. Self-reported results showed that compared to the control group, both CR and ES strategies decreased the targets’ negative emotions, and increased the targets’ positive emotions, indicating a successful IER effect. And the ECG results revealed that relative to the control condition, both CR and ES strategies evoked stronger physiological synchrony (heart rate synchrony and heart rate variation synchrony) during the emotion regulation stage of IER. Overall, these findings demonstrated the similar efficacy of reappraisal and suppression strategies implemented by the regulators to improve the targets’ negative emotions, and suggested that the physiological synchrony might have an important relational meaning during the IER process. (shrink)

Constructive deviance, rule-breaking to benefit the organization, is an emerging topic in the scholarly research and is considered to be an ethical decision. Despite the value of guiding constructive deviance in organizations, the effect of ethics-oriented leadership on employees’ constructive deviance remains unclear. This research identifies leader moral humility as a new antecedent of constructive deviance and examines how and when leader moral humility influences employee constructive deviance. Drawing on social–cognitive theory, we propose that leader (...) moral humility fosters employee moral identity, which in turn triggers employees to exhibit constructive deviance. Moreover, the mediating effect of moral identity is more pronounced when normative conflict with organizational rules is high, as this conflict inspires identity-driven behavior. Two studies with scenario-based experimental and time-lagged field methods provided general support for our hypotheses. Study 1 reveals that leader moral humility positively affects constructive deviance via employee moral identity. Study 2 replicates and extends Study 1 to support the moderating role of normative conflict. These findings enrich the understanding of constructive deviance by shedding light on the moral cognitive process in the relationship between leader moral humility and employee constructive deviance and by identifying the boundary condition for the relationship. (shrink)

I examine the once popular claim according to which interpersonal comparisons of welfare are necessary for social choice. I side with current social choice theorists in emphasizing that, on a narrow construal, this necessity claim is refuted beyond appeal. However, I depart from the opinion presently prevailing in social choice theory in highlighting that on a broader construal, this claim proves not only compatible with, but even comforted by, the current state of the field. I submit that all in (...) all, the most accurate philosophical assessment consists not in flatly rejecting this necessity claim, but in accepting it in a suitably revised form. (shrink)

Objectives: Mindful parenting, measured by the Interpersonal Mindfulness in Parenting scale, is beneficial for parents and children. However, the IMP has not been validated in English-speaking parents. Further, little is known about whether mindful parenting is similar in parents of children vs. infants, or how it reduces child internalizing problems. We sought to validate the IMP in English-speaking mothers of children and infants, and to examine relationships between the facets of mindful parenting, child internalizing problems and parent variables related (...) to internalizing.Methods: Using confirmatory factor analyses, we examined the fit of various models of mindful parenting in English-speaking community-recruited mothers of children aged 3–18 years and infants aged 0–2 years. We used regression analyses to investigate relationships between the facets of mindful parenting, child internalizing problems, and parent variables including parental experiential avoidance, unhelpful beliefs about child anxiety and accommodation of child anxiety.Results: Mindful parenting can be measured in English-speaking mothers, using either a 5- or 6-factor, 29-item version of the IMP. These versions of the IMP operate similarly for mothers of children and infants. Child internalizing problems and related parent variables were best predicted by non-judgmental acceptance of parenting in mothers of children, and emotional self-awareness and non-reactivity in mothers of infants.Conclusions: The IMP is a valid measure of mindful parenting in English-speaking mothers of children and infants. Mindful parenting predicts child internalizing problems and related parent variables, suggesting that mindful parenting programs could benefit families of children with internalizing problems, potentially by reducing parental experiential avoidance, unhelpful beliefs about or accommodation of child anxiety. (shrink)

Deviance is esteemed in the art world, and all great artists have broken with the traditions that preceded them and rebelled against their contemporaries. Yet in society deviance is more often than not condemned. Our apparently contradictory attitudes toward artistic and social deviance are explicable in light of the conservative nature of institutions and the nature of comprehensibility and psychiatry.

When managing their emotions, individuals often recruit the help of others; however, most emotion regulation research has focused on self-regulation. Theories of emotion and aging suggest younger and older adults differ in the emotion regulation strategies they use when regulating their own emotions. If how individuals regulate their own emotions and the emotions of others are related, these theorised age differences may also emerge for interpersonal emotion regulation. In two studies, younger and older adults’ intrapersonal and interpersonal emotion (...) regulation strategy choices were examined via self-report and behavioural assessments of regulating the emotions of another participant (Study 1; N = 80) and of a virtual human (Study 2; N = 100). Across both studies, younger adults reported greater intrapersonal suppression but not greater reappraisal. Younger and older adults were generally similar (supported by Bayesian analyses) for both self-reported and behavioural interpersonal emotion regulation strategies. Behavioural interpersonal emotion regulation was not related to self-reported intra- and interpersonal preferences. These results suggest interpersonal emotion regulation in ageing may show distinct patterns from theorised age differences in intrapersonal emotion regulation. (shrink)

Most moral and political theories require us to make interpersonal comparisons of welfare. This poses a challenge to the popular view that welfare consists in the satisfaction of preferences or des...

An unresolved issue in the occupational health literature that is of both theoretical and practical importance is whether interpersonal conflicts, aggression and bullying at work are distinct or overlapping phenomena for exposed workers. In this study, we addressed this question empirically by employing a Latent Class (LC) analysis using cross-industry data from 6,175 Belgian workers. We found that a two-factor solution with a conflict-aggression factor and a bullying factor had the best fit. Employees with low exposure to workplace conflicts-aggression (...) and bullying perceived the phenomena as mostly overlapping. Reversely, employees who were exposed more frequently to the phenomena perceived them as more distinct - especially so for workplace bullying. Conflicts-aggression and bullying seem to be perceived as separate phenomena given their distinctive relationships with criterion variables in the domain of well-being and strain. These findings entail that a simple unifying approach or a single label for the three phenomena is not appropriate, at least from a measurement point of view and from the different perspectives of those exposed. Our results have important implications for the theoretical understanding of the concepts of interpersonal conflicts, aggression and bullying, and for practitioners who have to assist those involved with how to handle these problems and who have to develop legal as well as internal policies for the prevention and management of these issues at the workplace. (shrink)

While organizational deviance has become a popular research topic in the past two decades, deviant behavior remains a contested concept, with several research studies being done to better define the term. As a result, researchers have introduced various definitions and constructs which seem to overlap one another. Such proliferation might backfire and could lead to more confusion. Looking at deviance from an ontological aspect, therefore, will help to decrease such confusion among researchers. Another advantage to ontologically viewing (...) class='Hi'>deviance is that it provides a better understanding of the concept. To prevent deviance occurring within an organization, the first step is learning more about it. This study therefore aims to discover how researchers can use ontological view to provide a better understanding of deviance, thus creating a deviance-free climate within an organization. This study looks at the role of storytelling in sharing norms within an organization to provide such a deviance-free climate. (shrink)