Rebecca J. Bennett

Rebecca J. Bennett
University of Central Florida | UCF · Department of Management

Ph.D., Organizational Behavior

About

58
Publications
139,765
Reads
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11,563
Citations
Citations since 2017
12 Research Items
5842 Citations
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Introduction
Rebecca J. Bennett currently works at the Department of Management, University of Central Florida. Rebecca does research on workplace deviance (counterproductivity) and its nominological network.
Additional affiliations
September 2004 - present
Louisiana Tech University
Position
  • Head of Department
August 1991 - July 2004
University of Toledo
Position
  • Professor (Full)

Publications

Publications (58)
Article
Full-text available
Cybersecurity is an ever-present problem for organizations, but organizational science has barely begun to enter the arena of cybersecurity research. As a result, the “human factor” in cybersecurity research is much less studied than its technological counterpart. The current manuscript serves as an introduction and invitation to cybersecurity rese...
Article
PURPOSE – The purpose of this study was to investigate the impact of two-way, computer-mediated communication on investigator perceptions of whistleblower credibility. DESIGN/METHODOLOGY/APPROACH – Investigators were recruited to participate in an online experiment that tasked subjects with evaluating simulated two-way, computer-mediated communicat...
Article
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We extend recent conceptual work on withdrawal states and develop a framework to examine behavioral tendencies of reluctant stayers (i.e., employees who desire to leave but cannot). Although principles of self-interest suggest that these employees ought to behave appropriately to maintain employment, reactance theory suggests that the combination o...
Article
Full-text available
Organizations are currently moving toward increased pay openness in the workplace; thus, it is important to determine the influence pay communication practices (pay secrecy and pay openness) have on employee outcomes and whether the increase in pay openness is merited and more beneficial for organizations. The purpose of this article is to analyze...
Chapter
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The history of workplace deviance research has evolved from a focus on singular behaviors, such as theft or withdrawal in the 1970s and 1980s, to the broader focus on a range of behaviors in the 21st century. This more inclusive cluster of related “dark side” behaviors is made up of voluntary behaviors that violate significant organizational norms...
Article
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Workplace deviance has been a continual and costly problem for most organizations. This study analyzes organizational structure components (specifically, centralization and formalization) as predictors of workplace deviance. Reactance theory suggests a negative relationship between participation in decision-making (centralization) and workplace dev...
Article
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Purpose The purpose of this paper is to examine how authentic leadership influences employees’ workplace behavior through three intermediate mechanisms. Design/methodology/approach The cross-sectional surveys were conducted at a large health organization with over 500 employees. Multi-source data were drawn from 124 employees and 16 supervisors....
Article
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In contemporary organizations, the protection of an organization's information assets is reliant on the behavior of those entrusted with access to organizational information and information systems (IS). Because of this reliance, organizations increasingly prioritize the training and education of employees through security education, training, and...
Article
This study investigates the dysfunctional outcomes of salesperson job embeddedness as moderated by job satisfaction. Our findings suggest that among salespeople with low job satisfaction, organizational job embeddedness is positively linked with organizational deviance, interpersonal deviance, and customer-directed deviance. However, among salespeo...
Article
Some popular press books such as The One Minute Manager (Blanchard and Johnson, 2003) recommend supervisors use touch to enhance relationships with subordinates. However, there is very little research to support this perspective and even less research incorporating gender into the discussion. Using Emotions as Social Information Theory, subordinate...
Article
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Since Christie and Geis’s (1970) seminal work suggested that Machiavellians win more and are persuaded less, researchers have debated the merits and faults of Machiavellianism. Recent findings suggest competition over resources lead Machiavellians to secure their superior’s approval, promoting their career advancement. However, the strategies Machi...
Article
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Recently, there has been a movement towards pay openness in the workplace. However, the pay communication literature is narrow in scope, considering only a limited range of outcomes,which makes the reasoning for this recent trend of pay openness practices hard to determine. Therefore, the purpose of this paper is to encourage expansion of the pay c...
Article
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Purpose – The purpose of this paper is to compare the explanatory power of reactance theory and power dependence theory in predicting the moderating effect of job embeddedness on the organizational trust-workplace deviance relationship. Design/Methodology/Approach – Cross-sectional data were collected from a sample of nurses (n¼353) via an online s...
Chapter
Full-text available
Workplace deviance is a serious and costly problem for organizations. There are numerous factors that increase the likelihood of employees engaging in deviant behaviors. Organizations should be cautious not to cause employees to feel they need to behave deviantly. There are multiple techniques that organizations and managers can utilize to deter, r...
Article
Research shows that organisational efforts to protect their information assets from employee security threats do not always reach their full potential and may actually encourage the behaviours they attempt to thwart, such as reactive computer abuse (CA). To better understand this dilemma, we use fairness theory (FT) and reactance theory (RT) to exp...
Chapter
Full-text available
Workplace deviance is a serious and costly problem for organizations. This encyclopedia article outlines the growing body of scholarly research investigating these counterproductive workplace behaviors. Researchers have identified two main dimensions underlying deviant workplace behaviors. Numerous antecedents increase the likelihood and affect the...
Article
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Organizational success in the digital age is largely dependent upon the ability to collect, manage, and transfer proprietary information. Given this knowledge economy, it is no exaggeration to say that the protection of sensitive information is a top priority for most firms. However, achieving information security is complicated by the increased ac...
Article
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information are expected to adhere to the terms and constraints invoked by each author's copyright. In most cases, these works may not be reposted without the explicit permission of the copyright holder. This version of the referenced work is the post-print version of the article—it is NOT the final published version nor the corrected proofs. If yo...
Article
As organizations move to adopt high performance work practices (HPWP), the onus falls on supervisors to do whatever it takes to maximize the productivity of their work teams. This, however, creates a conundrum: When does high performance supervision cross the line to become abusive supervision? I it this Jekyll and Hyde situation that we plan to di...
Article
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Protecting information from a variety of security threats is a daunting organizational activity. Organizational managers must recognize the roles that organizational insiders have in protecting information resources rather than solely relying upon technology to provide this protection. Unfortunately, compared to negative insider behaviors, the exta...
Article
Full-text available
Computer abuse (CA) by employees is a critical concern for managers. Misuse of an organization’s information assets leads to costly damage to an organization’s reputation, decreases in sales, and impositions of fines. We use this opportunity to introduce and expand the theoretical framework proffered by Thong and Yap (1998) to better understand the...
Article
. In order to gain insight into the psychology of positive tactile interaction in the workplace, this article proposes individual and contextual factors are both necessary to understand managers’ touching behavior. Study 1 examines the extent to which a cognitive motivational variable (i.e., workplace touch self-efficacy) interacts with tactile int...
Article
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Two critical-incident studies were conducted to determine what motivates employees to forgive (or reconcile) with coworkers who offend them. Data from the first study's exploratory factor analysis revealed five types of motives for forgiveness: apology, moral, religious, relationship, and lack of alternatives. Data from the second study on a differ...
Article
Employees can have a profound, detrimental influence on information security that costs organizations billions of U.S. dollars annually. As a result, organizations implement stringent security controls, which can inadvertently foster the behaviors that they are designed to deter. This research attempts to understand this phenomenon of increased int...
Article
This research investigates the factors that motivate employees to protect their organizations from information security threats via protection-motivated behaviors (PMBs). A model founded on Protection Motivation Theory (PMT) and several rival explanations is assessed using data from 380 employees from a wide variety of industries in the U.S. Severa...
Article
Due to concerns about sexual harassment, many supervisors are fearful of using touch as a way to enhance their communication effectiveness (Richmond and McCroskey, 2004). This study challenges the notion that the use of touch in organizations is "all bad" by investigating the possibility that supervisors may be able to touch their subordinates in w...
Article
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This manuscript examines the unintended consequences that organizational computer monitoring can foster within the firm. We apply justice and reactance theories to explain why monitoring can actually increase the occurrence of detrimental organizational behaviors. Our model suggests monitoring activities that invade employees’ privacy lead to perce...
Article
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Based on social-cognitive theory, this article proposes a model that seeks to explain why high status organizational members engage in unethical behavior. We argue that status differentiation in organizations creates social isolation which initiates activation of high status group identity and a deactivation of moral identity. We further argue that...
Article
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Whereas most research has focused on the negative aspects of touch in the workplace (i.e. sexual harassment), this study focuses upon the positive use of touch. In an effort to explain individual differences in the use of workplace touch, three sequential studies are used to introduce the concepts of workplace touch self-efficacy and workplace touc...
Article
Full-text available
Protecting information from a wide variety of security threats is an important and sometimes daunting organizational activity. Instead of relying solely on technological advancements to help solve human problems, managers within firms must recognize and understand the roles that organizational insiders have in the protection of information (Choobin...
Article
Full-text available
The linkages between and effects of work—family conflict and salesperson deviance behaviors have not received adequate attention in the marketing literature. This is surprising given the profound academic and practical implications that could be derived from further research in the area. Research suggests that an alarming 40 percent of sales reps a...
Article
Based on uncertainty management theory [Lind, E. A., & Van den Bos, K., (2002). When fairness works: Toward a general theory of uncertainty management. In Staw, B. M., & Kramer, R. M. (Eds.), Research in organizational behavior (Vol. 24, pp. 181–223). Greenwich, CT: JAI Press.], two studies tested whether a management style depicting situational un...
Article
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This study examined the effects of workplace offenders' characteristics and offense-type on victims' reactions. Responses from 352 employed graduate students in the U.S. and South Korea to a hypothetical offense incident revealed that employees from the U.S. and Korea differ in their expressed desirability of avoiding, seeking revenge against, and...
Article
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Three studies tested hypotheses derived from an integrative social exchange — attachment model suggesting that employees' trust in an organization or its authorities predicts antisocial work behaviors, which should be mediated by the extent to which employees feel attached to the organization and/or its members. Study 1 showed that perceptions of w...
Article
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Recent research on job embeddedness has found that both on- and off-the-job forces can act to bind people to their jobs. The present study extended this line of research by examining how job embeddedness may be integrated into a traditional model of voluntary turnover. This study also developed and tested a global, reflective measure of job embedde...
Article
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In this exploratory study, the relationships between the emotional intelligence (EI) of self-directed teams and two dimensions of team interpersonal process team task orientation and team maintenance function were investigated using the five dimensional model of emotional intelligence measured by the BarOn Emotional Quotient Inventory (EQ-i®) in a...
Article
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An Erratum has been published for this article in Journal of Organizational Behavior 26(7) 2005, 873. Previous research on the relationship between alternative employment opportunities and cooperation has neglected the distinction between evaluations and restrictions. Thus, one cannot analyze the relationship between attractiveness of alternative...
Article
Workplace deviance is a prevalent and costly problem for organizations. This study examines the relationship between interactional justice, a specific type of organizational justice perception that reflects how a person is treated by an authority, and 2 categories of deviant behavior. Based on a person-situation model, we expected the relation betw...
Article
In this chapter we have provided an overview of research on workplace deviance--sampling what has been done, what is being done, and most importantly, where we believe the future of research on organizational deviance is going. Our goal has not been to provide an exhaustive review of this research domain, but rather to highlight what we believe are...
Article
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Two studies of different methodologies investigated ethnic and gender similarity's effect on responses to offense episodes. Despite the different methodologies, common findings were obtained. Cumulatively, our findings show that: (1) victims of offensive workplace interactions do not always choose revengeful responses; instead, they sometimes opt t...
Article
Worldwide, women are entering the workforce in greater numbers than ever before. No longer is the "typical worker" a man whose wife stays home to care for the children so that he can focus on his career. In the United States alone, more than half of all women are employed today. In the years ahead, half of the people entering the workforce are expe...
Article
Full-text available
The purpose of this research was to develop broad, theoretically derived measure(s) of deviant behavior in the workplace. Two scales were developed: a 12-item scale of organizational deviance (deviant behaviors directly harmful to the organization) and a 7-item scale of interpersonal deviance (deviant behaviors directly harmful to other individuals...
Article
Full-text available
The purpose of this research was to develop broad, theoretically derived measure(s) of deviant behavior in the workplace. Two scales were developed: a 12-item scale of organizational deviance (deviant behaviors directly harmful to the organization) and a 7-item scale of interpersonal deviance (deviant behaviors directly harmful to other individuals...
Article
Full-text available
Results of 2 in-basket studies supported the hypothesis that punishment can be effective in reducing undesirable behavior without necessarily resulting in anger and aggression. In role-playing scenarios, 263 participants responded to hypothetical situations relayed to them on pieces of mail. Magnitude of own (hypothetical) punishment resulted in a...
Article
Workplace deviance is a prevalent phenomenon. Surprisingly, however, in light of how widespread deviance is, most prevention seems aimed at identifying and eliminating deviant employees. The paper takes a different approach; the focus is on the work environment. A worker's perceived lack of control over his/her work environment is proposed as a cau...
Article
Addresses three fundamental issues pertinent to a systematic study of workplace deviance. First, this chapter will introduce a definition of workplace deviance that will put some practical boundaries around this diverse set of behaviors. Next, this chapter will put forth a theoretical framework that integrates the multitude of different deviant wor...
Article
Full-text available
In this study, we developed a typology of deviant workplace behaviors using multidimensional scaling techniques. Results suggest that deviant workplace behaviors vary along two dimensions: minor versus serious, and interpersonal versus organizational. On ...
Article
To speak of collective bargaining as a collaborative process seems a contradiction. Since 1935 when collective bargaining was institutional-ized in the Wagner Act, the process has assumed that the disputing par-ties are enemies, competing for scarce resources with different objec-tives. This article explains the implementation of a new theory of co...
Article
This study examines how differential power among negotiators (in the form of alternatives available to the individuals if the parties fail to reach a negotiated settlement) influences the parameters (e.g., the aspiration levels and reservation prices), the process, and the outcome of the negotiation. The results suggest that (a) the possession of a...
Article
Tested, in 2 studies, the effects of motivational orientation (cooperative vs individualistic) and issue consideration (simultaneous vs sequential) on the negotiation process and outcome quality attained by 4-person groups engaged in a multi-issue negotiation. Study 1 ( n = 84) showed that both a cooperative orientation and simultaneous issue consi...
Article
In 2 studies the authors tested the effects of motivational orientation (cooperative vs. individualistic) and issue consideration (simultaneous vs. sequential) on the negotiation process and outcome quality attained by 4-person groups engaged in a multi-issue negotiation. Study 1 (n = 84) showed that both a cooperative orientation and simultaneous...
Article
Several theories of motivation were compared to predict the effects of differ- ing schedules and intensities of aversive outcomes on performance. The per- formance of 72 subjects (divided into four experimental groups) was observed as they performed a 1-hr proofreading task in a laboratory setting. Subjects receiving sanctions on a variable ratio s...

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