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On Employee Vice

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... Various definitions and conceptualizations of deviant workplace behavior have been proposed. There are at least nine different terms which have been used in the literature to refer to the same behavioral domain (1) antisocial behavior (Giacalone & Greenberg, 1996), (2) workplace deviance (Robinson & Bennett, 1995;Robinson & Bennett, 1997), (3) employee vice (Moberg, 1997), (4) organizational misbehavior (Vardi & Wiener, 1996), (5) workplace aggression (Baron & Neuman, 1996;Folger & Baron, 1996), (6) organizational retaliation behavior , (7) noncompliant behavior (Puffer, 1987), (8) organization-motivated aggression (O'Leary-Kelly, Griffin & Glew, 1996) and (9) organizational delinquency (Hogan & Hogan,1989). Table 1 provides the definitions proposed by each one of these approaches. ...
... Workplace deviance Robinson & Bennett (1995, 1997 Voluntary behavior of organizational members that violates significant organizational norms and, in so doing, threatens the wellbeing of the organization and/or its members. ...
... Organizational vice Moberg(1997) An act that betrays the trust of either individuals or the organizational community. Workplace aggression Baron & Neuman (1996); Folger & Baron (1996) retaliation behaviors Noncompliant behavior Organizational delinquency Puffer (1987) Hogan&Hogan (1989) Adverse reactions to perceived unfairness by disgruntled employees toward their employer. ...
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The study, which investigated the dimensionality of deviant employee behavior, utilized two samples and two data collection methods. An undergraduate student sample (N=115) and a sample of college alumni (N=343) completed self ratings on eighty-seven deviant behavior items by indicating whether they would engage in each behavior. The alumni sample completed additional ratings which rated the co-occurrence of various categories of deviant employee behavior. Reliability analysis and LISREL analysis suggest support for the use of eleven categories of deviant behavior: (1) Theft and Related Behavior, (2) Destruction of Property, (3) Misuse of Information, (4) Misuse of Time and Resources, (5) Unsafe Behavior, (6) Poor Attendance, (7) Poor Quality Work, (8) Alcohol Use, (9) Drug Use, (10) Inappropriate Verbal Actions, and (11) Inappropriate Physical Actions. Results suggest that the relationships between the categories of behavior vary across categories. Results of principal components analysis using the self ratings suggest a strong common factor underlying all of the categories of deviant behavior. Multidimensional scaling analysis using the co-occurrence data suggests that deviant behavior categories vary on two dimensions: a personal versus impersonal dimension and a task-related versus not task related dimension. Multidimensional scaling results using the self ratings yield an uninterpretable solution.
... The acknowledgement of a whistleblower's role can be said to be between a hero on the one hand and a traitor on the other (Moberg, 1997;Hersh, 2002). In addition, in the Indonesian context, the government does not have a solid position of legal standing because of the lack of a robust regulation on the protection of whistleblowers as recommended by Vaughn (1999). ...
... Whistleblowers are also considered as informants who "go against the tide" in the organization, betraying their colleagues and the organization they work at. A whistleblower who reported the organization's unscrupulousness, fraud or internal issues to external parties is branded a traitor to the organization (Moberg, 1997;Hersh, 2002). According to Drucker (1981), there is even a highly negative view of whistleblowers illustrated by the example of a violent tyranny pressuring whistleblowers. ...
Article
Purpose The purpose of this paper is to identify and map out various aspects and key elements, which are necessary to strengthen an effective and systematic whistleblowing system (WBS) and ensure adequate protection in accordance with the characteristics typical of Indonesia. Design/methodology/approach This research emphasizes the extensive use of literature review and previous research that analyze whistleblowing as an issue and ethical challenge in public institutions. This research also reviews documents pertaining to the formulation and implementation of existing WBS. Additionally, this research also analyzes some cases experienced by a number of whistleblower figures in Indonesia as a contribution and recommendation to parties interested in formulating a more effective and systematic WBS. Findings An effective and systematic WBS, assuring adequate protection, needs a number of key elements which will be identified and mapped out in this research and, subsequently, categorized into several aspects covering human and ethical culture; policy; legal protection; organizational structure; and procedures and process in accordance to Indonesia’s specific characteristics. Practical implications The paper can be a source to explore anti-corruption policy and the prevention approach of corruption based on Indonesian perspectives. Originality/value This paper is a significant undertaking aimed at raising public trust in public institutions and providing adequate protection to whistleblowers. It also contributes by encouraging the public organization to prevent corruption and other wrongdoing, which, nowadays, are common in Indonesia.
... Traditional forms of fraud include embezzlement, insider trading, self-dealing, lying, nondisclosure of information corruption, and cover-ups (e.g. Moberg, 1997). Today, the way fraud is being perpetuated is changing due to the emergence of sophisticated technologies (i.e., techniques and tools) which fraudsters can exploit to hide every trace of fraud, therefore, it makes sense to say that the propensity or likelihood of individuals to commit fraud is positively related to available sophisticated technologies or self-constructed systems that help fraudsters get away with fraud or to hide fraud traces. ...
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Purpose This purpose of this paper is to discuss some observations in the forensic accounting-based fraud literature. The authors identify recent advances in the literature and highlight several important issues that are worth noting. Design/methodology/approach The authors use a commentary analysis. Findings The main message of this commentary paper is that fraud is complicated, and fraud complexity can significantly impact the way researchers undertake forensic accounting-based fraud research. Practical implications The practical implication is that forensic accountants and forensic accounting researchers should incorporate into their practice the complexity of fraud regardless of whether they follow an empirical, experimental, exploratory, analytical or critical approach to fraud investigation. Originality/value In contrast to previous studies, this study identifies the most recent issues emerging in fraud literature.
... In a lot of research, CPWBs is considered to be work behavior characteristics that are deliberate, intended to cause harm to the organization and its employees, and in some cases can result in workplace homicide (Gruys and Sackett, 2003: Spector andFox, 2005;Campbell, 2012). In the literature, there are various definitions and conceptualizations that evaluate this perspective in a broad sense: antisocial behavior (Giacalone and Greenberg, 1997); workplace deviance (Robinson and Bennett, 1995); employee vice (Moberg, 1997); organizational misbehavior (Vardi and Wiener, 1996); workplace aggression (Baron and Neuman, 1996), organizational retaliation behavior (Skarlicki and Folger, 1997); noncompliant behavior (Puffer, 1987); organizationmotivated aggression ( O'Leary-Kelly, Griffin and Glew, 1996); organizational delinquency (Hogan and Hogan, 1989); abusive (Keashly Trott, and MacLean 1994); mobbing/bullying (Mathisen, Einarsen and Mykletun, 2011). In both domestic and foreign literature, these kinds of behaviors have been defined as CPWBs in recent years. ...
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Bu çalışmada, işyerinde üretkenliğe aykırı çalışma davranışlarının (ÜAÇD) ve çalışanların bağlamsal performanslarının öncelleri bireysel psikososyal değişkenler bağlamında incelenmiştir. Literatür araştırması ve kuramsal arka plan değerlendirmeleri neticesinde, ÜAÇD'nı ve bağlamsal performansı açıklayabilecek değişkenler arasında bir psikososyal yapı olarak çalışanların işyerinde algıladığı kıskançlık duygusunun olabileceği görülmüştür. Bununla birlikte, işyerinde kıskançlık algısın ÜAÇD üzerindeki etkisinin birtakım durumsal faktörlere göre değişebileceği öne sürülerek, çalışanların öz-denetim düzeylerinin şartlı (düzenleyici) bir değişken olarak rolünün olabileceği varsayılmıştır. Araştırma İstanbul ilinde sağlık, eğitim, yüksek öğretim (akademik), satış-pazarlama ve banka-finans kurumlarında çalışmakta olan bireyler üzerinde gerçekleştirilmiştir. Elde edilen verilere (N=330) keşfedici faktör analizi uygulanmış ve hipotezleri test etmek üzere çoklu regresyon analizi yapılmıştır. Bulgulara göre çalışanların hissettiği iş yerinde kıskançlık duygusunun (haset ve gıpta olmak üzere) üretkenlik karşıtı çalışma davranışları ve bağlamsal performansları üzerinde anlamlı bir etkisi bulunmaktadır. Bunun yanı sıra, bireylerin öz-denetim düzeyinin işyerinde kıskançlık duygusunun alt boyutu olan haset ile ÜAÇD üzerindeki etkisinde düzenleyici rolü olduğu, öz-denetim düzeyi yükseldikçe, haset duygusunun ÜAÇD üzerindeki etkisinin azaldığı görülmüştür. ABSTRACT In this study, the predispositions of counterproductive work behaviors (CPWBs) in the workplace and contextual performance of employees were examined in terms of individual psychosocial variables. As a result of the literature research and theoretical background evaluations, it can be seen that there may be a sense of envy perceived in the workplace as a psychosocial structure among the variables that can explain the CPWBs and contextual performancs. On the other hand, it is assumed that the effect of envy perception in the workplace on CPWBs and contextual performance may vary according to some situational factors and it can be assumed that degree of employees' self-control may have a contingent (moderating) role. The research was carried out on the individuals working in health, education, higher education (academic), sales-marketing and bank-finance institutions in AYDIN KÜÇÜK-TAŞTAN 736 2019 Istanbul. Exploratory factor analyses were performed on the data obtained (N = 330) and multiple regression analyses were performed to test hypotheses. According to the findings, the sense of envy (malicious and benign) at the workplace felt by the employees has a significant effect on the counterproductive work behaviors and contextual performance in the workplace. In addition, it was observed that the degree of self-control in the workplace had a moderating role on the influence of individuals' malicious feeling of envy on CPWBs. As such, it was seen that as the degree of self-control of employees increases, the influence of the sense of malicious envy on CPWBs decreases.
... For example, Hadreas (2002) applies the doctrine to the vices and virtues of wealth. Moberg (1997) refers to the doctrine but then only examines the deficient side of employee vice. The contribution of Aristotle's doctrine of the mean to our paper is its emphasis on the importance of recognizing and specifying for a given virtue not only the deficiency extreme but also the corresponding excess extreme. ...
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Aristotle’s doctrine of the mean states that a virtue is the mean state between two vices: a deficient and an excessive one. The Corporate Ethical Virtues Model defines the mean and the corresponding deficient vice for each of its seven virtues. This paper defines for each of these CEV Model virtues the corresponding excessive vice and explores why organizations characterized by these excessive vices increase the likelihood that their employees will behave unethically. The excessive vices are patronization, pompousness, lavishness, zealotry, overexposure, talkativeness, and oppressiveness.
... The whistle-blower must make a moral decision and decide between loyalty to the firm and the liberating feeling associated with speaking out against the wrongdoing (Lindbloom, 2007). In general, whistle-blowers are seen as organizational betrayers (Moberg, 1997). Perhaps there is a gray area that exists in the identification of acts of whistle-blowing for moral reasons, compared to those acts of whistle-blowing initiated as a result of revenge or malevolence. ...
... However, the OM literature has mostly focused on individuals' misconduct or misconduct within firms without directly considering misconduct between firms. For instance, many works within OM have studied top management fraud or whitecollar crimes through insider trading, corruption, or financial statement fraud (e.g., Moberg, 1997;Zahra, Priem, & Rasheed, 2005). Here, we build on the rational choice perspective in organizational misconduct (Cornish & Clarke, 1986;Shover & Bryant, 1993) to analyze the participation of firms in cartels. ...
Article
While cartels can be highly detrimental to society and create important economic and social costs for different stakeholders, the literature on organization studies has focused very little on cartels to date. In particular, we still do not know much about firms' reasons for taking part in cartels. In this study, we build on the rational choice perspective in organizational misconduct to investigate the conditions supporting firms' collusive behavior. We organize our theoretical arguments around the factors related to motivation and opportunity. Using a sample of cartels in the European Union, our empirical analysis gives evidence for our main arguments: the propensity to participate to a cartel is supported not only by the characteristics of the firm, but also by internal factors interacting with the attributes of the environment in which the firm is embedded. Implications for firms and policy makers are discussed. Keywords cartels, motivation-opportunity factors, organizational misconduct, rational choice People of the same trade seldom meet together, even for merriment or diversion, but the conversation ends in a conspiracy against the public, or in some contrivance to raise prices.
... Organizational misconduct, defined as "behavior in or by an organization that a social-control agent judges to transgress a line separating right from wrong" (Greve, Palmer, & Pozner, 2010: 56), has attracted the attention of management scholars for decades. Scholars of organizational misconduct have studied top management fraud or whitecollar crimes by focusing on issues such as insider trading or financial statement fraud (e.g., Moberg, 1997;Zahra, Priem, & Rasheed, 2005). However, the organizational misconduct literature has mainly focused on individuals' misconduct or the misconduct within firms without directly considering the collective misconduct of firms (refer to Greve, et al. [2010] and Palmer [2012] for recent reviews). ...
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Despite the importance of organizational misconduct, we still do not know much about coordinated misconduct between firms. In this study, we get a better understanding of how the profile of the partners involved in cartels affects the longevity of their joint misconduct activities. Drawing upon diversity theory, we leverage a distinction between three types of diversity—i.e., variety of age-based experience, separation in uncertainty avoidance, and power disparity—in collective organisational misconduct between firms and we study their respective influence on the longevity of cartels. Our empirical analysis gives support to our main arguments: the longevity of cartels tends to be increased by the level of variety of age-based experience and power disparity between partners but reduced by their level of separation in uncertainty avoidance. Implications for the literature on organizational misconduct are discussed.
... However, the OM literature has mostly focused on individuals' misconduct or misconduct within firms without directly considering misconduct between firms. For instance, many works within OM have studied top management fraud or whitecollar crimes through insider trading, corruption, or financial statement fraud (e.g., Moberg, 1997;Zahra, Priem, & Rasheed, 2005). Here, we build on the rational choice perspective in organizational misconduct (Cornish & Clarke, 1986;Shover & Bryant, 1993) to analyze the participation of firms in cartels. ...
Article
Full-text available
While cartels can be highly detrimental to society and create important economic and social costs for different stakeholders, the literature on organization studies has focused very little on cartels to date. In particular, we still do not know much about firms’ reasons for taking part in cartels. In this study, we build on the rational choice perspective in organizational misconduct to investigate the conditions supporting firms’ collusive behavior. We organize our theoretical arguments around the factors related to motivation and opportunity. Using a sample of cartels in the European Union, our empirical analysis gives evidence for our main arguments: the propensity to participate to a cartel is supported not only by the characteristics of the firm, but also by internal factors interacting with the attributes of the environment in which the firm is embedded. Implications for firms and policy makers are discussed.
... Some of the terminologies that can found in the literature include wrongful behavior (Robinson & Bennett 1995, organizational misbehavior (Vardi & Wiener 1996;Ackroyd & Thomson 1999), antisocial behavior (Giacalone & Greenberg 1997), dysfunctional behavior (Griffin, O'Leary-Kelly, & Collins 1998), and counterproductive behavior (Fox & Spector 1999), to name a few. Other terminologies that have also been used include aggression (Neuman & Baron 1998), delinquency (Hogan & Hogan 1989), vice (Moberg 1997), retaliation (Skarlicki & Folger 1997;Skarlicki, Folger, & Tesluk 1998), revenge (Bies, Tripp, & Kramer, 1997;Bies & Tripp 1998), and incivility (Pearson, Andersson, & Wegner 2001). ...
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Wrongful behaviour is an important subject that needs to be seriously understood as it represents a reality of work life amongst employees in organizations. Furthermore, managers and practitioners should be concerned about this phenomenon since it may bring harmful effects to the organization in the long run if it is not effectively managed. To do so, managers need to understand the nature of it. This paper reports some findings of a survey conducted among 324 manufacturing employees in some parts of Malaysia. Three different forms of wrongful behaviour have been identified i.e. irresponsible behaviour, nonproductive behaviour and loitering behaviour. The survey generally found that manufacturing employees tend to engage in organizational deviance/wrongful behaviour. Discussion on the findings, their implications to practice and research, and limitations of the studies are also highlighted in this paper.
... In their recent book, which provides a review and integration of much of this literature, Vardi and Weitz defined organizational misbehavior as "acts in the workplace that are done intentionally and constitute a violation of rules pertaining to such behavior" (2004:3). Related constructs include workplace deviance (Robinson & Bennett, 1995), antisocial behavior (Giacalone & Greenberg, 1997), employee vice (Moberg, 1997), noncompliant behavior (Puffer, 1987), and production and property deviance (Hollinger, 1986). These research streams all highlight the undesirable and destructive nature of rule violation, and motives such as dissatisfaction, alienation, low commitment to the organization, feelings of injustice, self-interest, and available opportunities to "take advantage of" the organization (see Vardi & Weitz, 2004, for a review). ...
Article
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This article introduces and explores the construct of pro-social rule breaking. Pro-social rule breaking is rooted in a desire to promote the welfare of the organization or one of its stakeholders. The first two studies used interview data to identify three primary types of pro-social rule breaking: rule breaking to perform one’s responsibilities more efficiently, rule breaking to help a subordinate or colleague, and rule breaking to provide good customer service. A third study used a scenario-based laboratory experiment. It found that the likelihood of pro-social rule breaking was positively related to job autonomy, coworker behavior, and risk-taking propensity.
... Such fraud can take a variety of forms. Moberg (1997) identified embezzlement, insider trading, self-dealing, lying about facts, failure to disclose facts, corruption, and cover-ups as some of these forms. Types of fraud can also be specific to an industry. ...
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Fraud by top management is a topic that has stirred public interest, concern, and controversy. In this article, the authors analyze fraud by senior executives in terms of its nature, scope, antecedents, and consequences. They draw on the fields of psychology, sociology, economics, and criminology to identify societal-, industry, and firm-level antecedents of management fraud and the individual differences that enhance or neutralize the likelihood and degree of such fraud. The authors also review the consequences of management fraud on various stakeholder groups such as shareholders, debtholders, managers, local communities, and society.
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Günümüz yoğun ve farklı çalışma ortamlarında çalışanlar farklı davranış özelliklerine sahip olmaktadır. Bu açıdan çalışanların bencil davranışları, performansları ve motivasyonları yaptıkları işler için önemli ve dikkate alınması gereken faktörlerdendir. Daha evvel gerçekleştirilen çalışmalarda genel olarak çalışanların motivasyonunun performansları üzerindeki etkileri ölçülmüştür. Ayrıca önceki çalışmalarda çalışanların bencil (ben merkezli) davranışlarını ölçen fazla bir çalışmaya rastlanılmamıştır. Bu açıdan çalışmada daha önce gerçekleştirilen çalışmalardan farklı olarak çalışanların bencil davranışlarının motivasyonları üzerindeki etkisi ölçülürken çalışanların performansının aracı etkisi ortaya koyulmaya çalışılmıştır. Araştırma sonuçlarında çalışanların bencil davranışları motivasyonlarını negatif ve anlamlı olarak etkilemiştir. Çalışanların bencil davranışları performanslarını yine negatif ve anlamlı olarak etkilemiştir. Çalışanların performansları ise motivasyonlarını pozitif ve anlamlı olarak etkilemiştir. Ek olarak çalışanların bencil davranışlarının motivasyonları üzerindeki etkisinde performanslarının da tam aracı etkiye sahip olduğu gözlemlenmiştir. Bu sonuçlar ile literatüre farklı bakış açıları kazandırılması amaçlanmaktadır.
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Este estudo trata da convergência ideológica entre as doutrinas gerenciais [management] e a ética empresarial [business ethics]. Utiliza a análise de textos atuais, e apoia-se em textos seminais, para identificar na categoria da gerência um eixo significativo da ética empresarial. Localiza a convergência ideológica na questão da harmonização do conflito entre capital e trabalho. A partir daí, analisa a instrumentação das empresas para lidarem com a ética: a burocratização da ética, os códigos de ética, e as estratégias de controle e supervisão postas em operação. Conclui que o movimento da ética empresarial resultou no desenvolvimento de algumas ferramentas de gestão que amplificam o potencial de controle social nas organizações empresariais.
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