Although the need to belong, or desire for interpersonal attachments, is a basic human motivation, understanding of how and when it influences workplace ostracism notably limited. Based on belongingness theory, this study examines negative relationship between belong exposure by focusing mediating role organizational deviance moderating in-role performance. Data from 108 supervisor–subordinate ...

Using meta-analysis, we compare three attitudinal outcomes (i.e., job satisfaction, affective commitment, and turnover intent), three behavioral outcomes (i.e., interpersonal deviance, organizational deviance, and work performance), and four health-related outcomes (i.e., general health, depression, emotional exhaustion, and physical well being) of workplace aggression from three different sour...

Despite considerable evidence that psychopathic criminals are deviant in their emotional reactions, few studies have examined responses to both pleasurable and aversive stimuli or assessed the role of different facets of psychopathy in affective deviations. This study investigated physiological reactions to emotional sounds in prisoners selected according to scores on the 2 factors of Hare's Ps...

Purpose Antecedents and outcomes of workplace deviance have been studied over the past few decades but there is still a lack research from an organizational climate, witness cultural point view. Theoretical considerations for present are based on social cognitive theory perspective where authors expect employees's involvement in destructive would depend their climate perception, behavior orient...

Despite extensive research on the role of negative affect (NA) in causing interpersonal deviance, positive (PA) remains unclear. Responding to call for more nuanced effects PA, this study explores neglected facet agentic rather than communal aspect, predicting deviance. Drawing upon regulatory focus theory and social labeling theory, we explore how PA predicts We further propose that relationsh...

Orientation: Universities in Nigeria every so often experience the challenges of workplace deviant behaviour (WDB). These acts among university’s staff could be detrimental to attainment fundamental objectives tertiary education; hence, it is vital that drastic measures are taken curb such behaviours. Research purpose: The objective this study evaluate effect organisational justice (OJ) on WDB ...

Fairness in the workplace attenuates a host of negative individual and organizational outcomes. However, research on the psychology of aging challenges the assumption that fairness operates similarly across different age groups. The current research explored how older workers, vis-à-vis younger workers, react to perceptions of fairness. Integrating socioemotional selectivity theory and the mult...

This study examines why and when employees might respond to job insecurity by engaging in workplace deviance and developing intentions to leave-2 activities that are costly for organizations. Drawing on social exchange theory and the theory of moral disengagement, we propose that job insecurity increases workplace deviance and intentions to leave by encouraging employees to morally disengage. W...

H. Cleckley (1976) maintained that psychopaths are relatively immune to suicide, but substantial evidence exists for a relationship between antisocial deviance and suicidal acts. This study was the first to explicitly examine suicidal history among psychopathic individuals as defined by R. D. Hare's (1991) Psychopathy Checklist--Revised (PCL-R). Male prison inmates (N = 313) were assessed using...

This study advances the literature on workplace deviance, addressing retaliation victimization in the context of interpersonal mistreatment. Using survey data from 1,167 public-sector employees, the authors investigated experiences of work retaliation victimization and social retaliation victimization among employees who have vocally resisted interpersonal mistreatment. Regression analyses sugg...