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)

The Calvinist view that man is predestined to be among the elect or the damned has profoundly influenced not only our views of criminals and deviants, but also the theoretical basis of correctional methods and psychotherapeutic techniques. In this provocative and original volume, Mordechai Rotenberg examines the impact of Protestant doctrine on Western theories of deviance. He explores the inherent contradiction between Protestant ethics, with its view of human nature as predestinated, and the "people-changing" sciences.Rotenberg presents empirical studies that (...) show how people's tendency to label themselves and others as deviant can be predicted on the basis of their exposure to Western socialization. He contrasts alienating individuals, the result of competitiveness and exaggerated independence fostered by socialization in Protestant societies, to the reciprocal individualism of Hassidic, Japanese, and other non-Western cultures. Examining the Protestant "bias" of Western behavioral sciences, Rotenberg examines modern theories of deviance and proposes alternative models. He compares traditional past-oriented insight therapy, grounded in Calvinist methods of introspection, self-torment, and conversion, with Hassidic notions of redemption and salvation."Rotenberg provides important historical and sociological insights into the intellectual origins of modern theories of deviance. His argument that Western behavioral science retains a Calvinist view of humanity will force most scholars to examine anew the assumptions and foundations of their own theories."--Gerald N. Grob, Rutgers University"A highly original work, which should be of great interest to anyone concerned with relevant behavior. It shows how macro-definitions in a society tend to lead people to think about themselves and their ills in certain ways--and thus to deviate in certain ways."--Richard A. Cloward, co-author, Regulating the Poor: The Functions of Public Welfare. (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)

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)

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)

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)

Drawing on the problem of deviance, I present a novel line of argumentation against causal theories of action. The causalist faces a dilemma: either she adopts a simple account of the causal route between intention and outcome, at the cost of failing to rule out deviance cases, or she adopts a more sophisticated account, at the cost of ruling out cases of intentional action in which the causal route is merely unusual. Underlying this dilemma, I argue, is that (...) the agent's perspective plays an ineliminable role in determining which causal pathways are deviant and which are not. (shrink)

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)

Plagiarism is increasingly evident in business and academia. Though links between demographic, personality, and situational factors have been found, previous research has not used actual plagiarism behavior as a criterion variable. Previous research on academic dishonesty has consistently used self-report measures to establish prevalence of dishonest behavior. In this study we use actual plagiarism behavior to establish its prevalence, as well as relationships between integrity-related personal selection and workplace deviance measures. This research covers new ground in two respects: (a) (...) That the academic dishonesty literature is subject to revision using criterion variables to avoid self bias and social desirability issues and (b) we establish the relationship between actual academic dishonesty and potential workplace deviance/white-collar crime. (shrink)

This article aims to highlight the importance of organizational climate with both destructive and constructive deviance behaviour in different cultural setting with workplace as a common ground. First, we discuss the need for research in workplace deviance especially destructive and constructive deviance behaviour with the review of previous studies from deviance literature. Next, we present the importance of climate and culture with both destructive and constructive deviance by proposing relationship among them with the help of (...) a framework. The presented theoretical framework can be useful for conducting future empirical research. Finally, we present the conclusion and future research in conducting cross-national research with respect to deviance. (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)

Increasingly, stories are emerging about businesses that engage in ethical behaviors above and beyond mere compliance with regulations. These positive deviations along the ethical continuum provide an opportunity to explore how some companies’ business philosophy leads them to pursue an array of outcomes beyond the bottom line. This paper presents a case study of Green Mountain Coffee Roasters, the leading ethical company in the U.S. as rated by Forbes magazine, exploring the company culture and operating philosophy from a perspective of (...) the author calls conscientious capitalism, a paradigm based on three interdependent assumptions: interconnectedness, holistic wealth, and multiple generations of time. Considerations discussed for future research. (shrink)

It is reasonably well accepted that the explanation of intentional action is teleological explanation. Very roughly, an explanation of some event, E, is teleological only if it explains E by citing some goal or purpose or reason that produced E. Alternatively, teleological explanations of intentional action explain “by citing the state of affairs toward which the behavior was directed” thereby answering questions like “To what end was the agent’s behavior directed?” Causalism—advocated by causalists—is the thesis that explanations of intentional action (...) are both causal and teleological. By contrast, non-causalism—advocated by non-causalists—is the thesis that explanations of intentional action are teleological but not causal. Familiarly, the problem of causal deviance plagues causalism. But while some have supposed that the problem is grave enough that causalism is bound to suffer a global breakdown, the rumors of causalism’s demise are greatly exaggerated. In what follows, I note that every instance of causal deviance is also an instance of teleological deviance and that teleological deviance is a problem for causalist and non-causalist alike, a problem that causalists may be better able to deal with. Or so I argue. (shrink)

In this paper I argue that there can be genuine (as opposed to merely verbal) disputes about whether a sentence form is logically true or an argument form is valid. I call such disputes ?cases of deviance?, of which I distinguish a weak and a strong form. Weak deviance holds if one disputant is right and the other wrong, but the available evidence is insufficient to determine which is which. Strong deviance holds if there is no fact (...) of the matter. In section 2 I argue that weak deviance need not be trivial and may even be interesting. Section 3 considers what it could mean to say that logic is determined by a theory, especially a theory of meaning, an idea that arises in section 2. In section 4 I discuss the dispute between classical and relevance logicians over entailment and argue that it is a case of strong deviance. Finally, in section 5 I show that the result of the previous section is not absolute but relative to the background logic used in reaching it. (shrink)

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)

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)

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)

Meta-analytic findings have suggested that individual differences are relatively weaker predictors of academic dishonesty than are situational factors. A robust literature on deviance correlates and workplace integrity testing, however, demonstrates that individual difference variables can be relatively strong predictors of a range of counterproductive work behaviors (CWBs). To the extent that academic cheating represents a kind of counterproductive behavior in the work role of "student", employment-type integrity measures should be strong predictors of academic dishonesty. Our results with a college (...) student sample showed that integrity test scores were moderate to strong correlates of self-reported academic cheating and that these relationships persisted even after controlling for a variety of measurement concerns such as item format similarity, concurrent assessment, and socially desirable responding. Implications for institutional honor codes and the broader relations between educational and workplace dishonesty are discussed. (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)

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.

The special class of supererogatory actions—those that go “beyond the call of duty”—has thus far been omitted from the management literature. Rather, actions of a firm that may surpass economic and legal requirements have been discussed either under the umbrella term of Corporate Social Responsibility or the concept of positive deviance as articulated by the Positive Organizational Scholarship movement. This paper seeks to clarify how “duty” is understood in these literatures and makes an argument that paradigmatic examples of corporate (...) supererogation in fact lie beyond what is traditionally conceptualized as CSR and positive deviance. In so doing, this paper contributes to the growing body of research on Positive Organizational Ethics, as well as both the CSR and POS literatures, by presenting an extended deontological framework of CSR and bringing conceptual clarity to an otherwise muddied domain. (shrink)

Despite its prevalence in emerging economies, everyday-life business deviance and its antecedents have received surprisingly little research attention. Drawing on strain theory and the business-ethics literature, we develop a socio-psychological explanation for this deviance. Our analysis of 741 owners of Chinese small- and medium-sized enterprises suggests that materialism and trust in institutional justice affect EBD both directly and indirectly in a relationship mediated by the ethical standards of SME owners. These findings have important implications for researching deviant business (...) behavior within SMEs. (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.

Plagiarism is increasingly evident in business and academia. Though links between demographic, personality, and situational factors have been found, previous research has not used actual plagiarism behavior as a criterion variable. Previous research on academic dishonesty has consistently used self-report measures to establish prevalence of dishonest behavior. In this study we use actual plagiarism behavior to establish its prevalence, as well as relationships between integrity-related personal selection and workplace deviance measures. This research covers new ground in two respects: (a) (...) That the academic dishonesty literature is subject to revision using criterion variables to avoid self bias and social desirability issues and (b) we establish the relationship between actual academic dishonesty and potential workplace deviance/white-collar crime. (shrink)

In order to address the influence of unethical leader behaviors in the form of abusive supervision on subordinates’ retaliatory responses, we meta-analytically examined the impact of abusive supervision on subordinate deviance, inclusive of the role of justice and power distance. Specifically, we investigated the mediating role of supervisory- and organizationally focused justice and the moderating role of power distance as one model explaining why and when abusive supervision is related to subordinate deviance toward supervisors and organizations. With 79 (...) independent sample studies, we found that abusive supervision was more strongly related to supervisory-focused justice, compared to organizationally focused justice perceptions, and both types of justice perceptions were related to target-similar deviance. Finally, our results showed that the negative implications of abusive supervision were stronger in lower power distance cultures compared to higher power distance cultures. (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)

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)

Plagiarism is increasingly evident in business and academia. Though links between demographic, personality, and situational factors have been found, previous research has not used actual plagiarism behavior as a criterion variable. Previous research on academic dishonesty has consistently used self-report measures to establish prevalence of dishonest behavior. In this study we use actual plagiarism behavior to establish its prevalence, as well as relationships between integrity-related personal selection and workplace deviance measures. This research covers new ground in two respects: (a) (...) That the academic dishonesty literature is subject to revision using criterion variables to avoid self bias and social desirability issues and (b) we establish the relationship between actual academic dishonesty and potential workplace deviance/white-collar crime. (shrink)

Drawing from moral foundations theory, we show that differences in sensitivity to distinct moral norms help explain differences in the perceived fairness of punishing employees for off-duty deviance. We used an initial study to validate realistic examples of non-criminal behavior that were perceived as violating a specific moral foundation. Participants in the main study evaluated scenarios in which co-workers were fired for those behaviors, which took place outside of work but were revealed via social media. The extent to which (...) participants valued the norm violated by the co-worker positively predicted perceived fairness of the firing, and negatively predicted expressed intent to take retributive action against the responsible manager. This effect was moderated by the presence of a pre-existing organizational policy regarding off-duty conduct, which uniformly decreased negative reactions to the firing. Because social media now makes the revelation of an employee’s off-duty behavior to a broad audience increasingly likely, our results suggest the importance of developing an approach for responding to employee off-duty deviance while highlighting the relevance of moral pluralism to the study of third-party reactions. (shrink)

In a time when ethical scandals are commonplace in the media, one begins to wonder just what organizations are doing wrong. This article analyzes the Fall 2006 boardroom spying scandal at Hewlett–Packard to determine whether the workplace deviance observed can be linked to a retaliatory response to organizational power. A summary of the events leading up to, during, and the fall-out of the scandal is reported.

This study investigated the relations of cheating on an exam and using a false excuse to avoid taking an exam as scheduled to various forms of minor deviance. College students completed measures of cheating, false excuse making, and minor deviance. A factor analysis identified clusters of deviance behaviors. Cheaters scored higher than noncheaters on measures of unreliability and risky driving behaviors, and false excuse makers scored higher than other students on measures of substance use, risky driving, illegal (...) behaviors, and personal unreliability. In addition, men scored higher than women on substance abuse and illegal behaviors factors. Results are interpreted in terms of personological theories of honesty and reliability. (shrink)

Using Michel Foucault’s framework of technologies can be a guide to understand how teachers become technological components that receive governance. Through this governance, pedagogical practices are perceived as similar yet may be vastly different. I utilize three of Foucault’s technologies to understand the differences in teacher practices. The first being governmental technologies, which are the rules and regulations that confine pedagogical practices. Second, the consumer technologies or the goods and services needed to sustain the rules that regulate pedagogy. Third is (...) organizational technology, or ways in which one might police and govern the use of the pedagogical practices. (shrink)

The American Journal of Bioethics, Volume 12, Issue 7, Page 27-30, July 2012.

Among the topics to whose discussion Diego Marconi has contributed outstandingly over the years, two of the most notable are the nature of lexical competence and the status of the law of non-contradiction. The topics are linked by the popular idea that adherence to basic logical laws is a necessary condition of understanding logical words, in particular that adherence to the law of non-contradiction is a necessary condition of understanding words for negation. For example, it may be proposed...

The interest in ethical leadership has grown in the past few years, with an emphasis on the mechanisms through which it affects organizational life. However, research on the boundary conditions that limit and/or enhance its effectiveness is still scarce, especially concerning one of the main misconceptions about ethical leadership, its incompatibility with effectiveness . Thus, the present study examines the relationship between ethical leadership and organizational deviance via affective commitment to the organization, as a reflection of the quality of (...) the employee–organization relationship and proposes this relationship is conditional on the supervisor’s personal reputation for performance . Using a sample of 224 employees and their respective supervisors from 18 organizations, we confirmed our hypotheses . Our findings suggest that ethical leadership is positively related to employees’ affective commitment to the organization, particularly when supervisor’s reputation for performance is high, which in turn is associated with decreased organizational deviance. The theoretical and practical implications of these findings conclude the paper. (shrink)

ABSTRACT:We examine supervisor-subordinate agreement regarding perceptions of the supervisor’s ethical leadership and its relationship to organizational deviance. We find that, on average, supervisors rate themselves more favorably on ethical leadership compared to how followers rate them. In addition, polynomial regression results reveal that unit-level organizational deviance is higher when there is agreement about lower levels of ethical leadership, and disagreement when supervisors rate themselves higher on ethical leadership than subordinates’ ratings of the supervisors. Finally, drawing on social influence (...) theories, we look at antecedents of agreement and find that supervisors’ beliefs about themselves and others are associated with self-other agreement on ethical leadership. (shrink)