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You searched for subject:(Workplace deviance behavior). Showing records 1 – 17 of 17 total matches.

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University of Edinburgh

1. Narayanan, Kanimozhi. Workplace destructive and constructive deviance behaviour in India and the USA : scale development, validation, theoretical model development and testing.

Degree: PhD, 2018, University of Edinburgh

Workplace deviance behaviour has resulted in 20% of business failure and annual loss of 6-200 billion in US organizations and it was found that 33%… (more)

Subjects/Keywords: workplace deviance; witness behaviour to deviance; destructive deviance; constructive deviance; culture

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APA (6th Edition):

Narayanan, K. (2018). Workplace destructive and constructive deviance behaviour in India and the USA : scale development, validation, theoretical model development and testing. (Doctoral Dissertation). University of Edinburgh. Retrieved from http://hdl.handle.net/1842/31428

Chicago Manual of Style (16th Edition):

Narayanan, Kanimozhi. “Workplace destructive and constructive deviance behaviour in India and the USA : scale development, validation, theoretical model development and testing.” 2018. Doctoral Dissertation, University of Edinburgh. Accessed June 20, 2019. http://hdl.handle.net/1842/31428.

MLA Handbook (7th Edition):

Narayanan, Kanimozhi. “Workplace destructive and constructive deviance behaviour in India and the USA : scale development, validation, theoretical model development and testing.” 2018. Web. 20 Jun 2019.

Vancouver:

Narayanan K. Workplace destructive and constructive deviance behaviour in India and the USA : scale development, validation, theoretical model development and testing. [Internet] [Doctoral dissertation]. University of Edinburgh; 2018. [cited 2019 Jun 20]. Available from: http://hdl.handle.net/1842/31428.

Council of Science Editors:

Narayanan K. Workplace destructive and constructive deviance behaviour in India and the USA : scale development, validation, theoretical model development and testing. [Doctoral Dissertation]. University of Edinburgh; 2018. Available from: http://hdl.handle.net/1842/31428


San Jose State University

2. Gonzalez, Jose L. Discrete Emotion's Effects on Voluntary Work Behaviors.

Degree: MS, Psychology, 2010, San Jose State University

  This study examines the relationship between discrete emotions and employee willingness to engage in workplace deviant behavior and organizational citizenship behaviors. Data were obtained… (more)

Subjects/Keywords: Discrete Emotion; Organizational Citizenship Behavior; Workplace Deviance

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APA (6th Edition):

Gonzalez, J. L. (2010). Discrete Emotion's Effects on Voluntary Work Behaviors. (Masters Thesis). San Jose State University. Retrieved from https://scholarworks.sjsu.edu/etd_theses/3762

Chicago Manual of Style (16th Edition):

Gonzalez, Jose L. “Discrete Emotion's Effects on Voluntary Work Behaviors.” 2010. Masters Thesis, San Jose State University. Accessed June 20, 2019. https://scholarworks.sjsu.edu/etd_theses/3762.

MLA Handbook (7th Edition):

Gonzalez, Jose L. “Discrete Emotion's Effects on Voluntary Work Behaviors.” 2010. Web. 20 Jun 2019.

Vancouver:

Gonzalez JL. Discrete Emotion's Effects on Voluntary Work Behaviors. [Internet] [Masters thesis]. San Jose State University; 2010. [cited 2019 Jun 20]. Available from: https://scholarworks.sjsu.edu/etd_theses/3762.

Council of Science Editors:

Gonzalez JL. Discrete Emotion's Effects on Voluntary Work Behaviors. [Masters Thesis]. San Jose State University; 2010. Available from: https://scholarworks.sjsu.edu/etd_theses/3762


NSYSU

3. Tu, Chiau-min. The relationship between work stress and workplace deviance behavior: the moderating effects of leader humility.

Degree: Master, Human Resource Management, 2016, NSYSU

 Recently, work stress has become a more attention issue in the various walks of life. More and more scholars study the relationship between work stress… (more)

Subjects/Keywords: Interpersonal Deviance Behavior; Employee Behavior; Leadership Style; Workplace Deviance Behavior; Leader Humility; Work Stress

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APA (6th Edition):

Tu, C. (2016). The relationship between work stress and workplace deviance behavior: the moderating effects of leader humility. (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0703116-142539

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Tu, Chiau-min. “The relationship between work stress and workplace deviance behavior: the moderating effects of leader humility.” 2016. Thesis, NSYSU. Accessed June 20, 2019. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0703116-142539.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Tu, Chiau-min. “The relationship between work stress and workplace deviance behavior: the moderating effects of leader humility.” 2016. Web. 20 Jun 2019.

Vancouver:

Tu C. The relationship between work stress and workplace deviance behavior: the moderating effects of leader humility. [Internet] [Thesis]. NSYSU; 2016. [cited 2019 Jun 20]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0703116-142539.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Tu C. The relationship between work stress and workplace deviance behavior: the moderating effects of leader humility. [Thesis]. NSYSU; 2016. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0703116-142539

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation


NSYSU

4. Wu, Jui-Po. The relationship between abusive supervision, leader-memberâs exchange relationship, employee cynicism and workplace deviance behavior.

Degree: Master, Human Resource Management, 2010, NSYSU

 The purpose of the study is to explore the relationship between abusive supervision, leader-memberâs exchange relationship, employee cynicism and workplace deviance behavior. The total valid… (more)

Subjects/Keywords: Abusive supervision; Workplace deviance behavior; Leader-memberâs exchange relationship; Employee cynicism

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APA (6th Edition):

Wu, J. (2010). The relationship between abusive supervision, leader-memberâs exchange relationship, employee cynicism and workplace deviance behavior. (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0624110-203638

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Wu, Jui-Po. “The relationship between abusive supervision, leader-memberâs exchange relationship, employee cynicism and workplace deviance behavior.” 2010. Thesis, NSYSU. Accessed June 20, 2019. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0624110-203638.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Wu, Jui-Po. “The relationship between abusive supervision, leader-memberâs exchange relationship, employee cynicism and workplace deviance behavior.” 2010. Web. 20 Jun 2019.

Vancouver:

Wu J. The relationship between abusive supervision, leader-memberâs exchange relationship, employee cynicism and workplace deviance behavior. [Internet] [Thesis]. NSYSU; 2010. [cited 2019 Jun 20]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0624110-203638.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Wu J. The relationship between abusive supervision, leader-memberâs exchange relationship, employee cynicism and workplace deviance behavior. [Thesis]. NSYSU; 2010. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0624110-203638

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation


NSYSU

5. Liu, Chun-hsiu. A Study on the Relationships among Ethical Leadership, Global Self-Esteem and Counterproductive Work Behavior.

Degree: Master, Business Management, 2016, NSYSU

 Base on social learning theory and self-consistency theory, the study examined the effects of ethical leadership and global self-esteem on follower counterproductive work behavior(CWB), and… (more)

Subjects/Keywords: Ethical Leadership; Global Self-Esteem; Counterproductive Work Behavior; Workplace Deviance

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APA (6th Edition):

Liu, C. (2016). A Study on the Relationships among Ethical Leadership, Global Self-Esteem and Counterproductive Work Behavior. (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-1129116-170025

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Liu, Chun-hsiu. “A Study on the Relationships among Ethical Leadership, Global Self-Esteem and Counterproductive Work Behavior.” 2016. Thesis, NSYSU. Accessed June 20, 2019. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-1129116-170025.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Liu, Chun-hsiu. “A Study on the Relationships among Ethical Leadership, Global Self-Esteem and Counterproductive Work Behavior.” 2016. Web. 20 Jun 2019.

Vancouver:

Liu C. A Study on the Relationships among Ethical Leadership, Global Self-Esteem and Counterproductive Work Behavior. [Internet] [Thesis]. NSYSU; 2016. [cited 2019 Jun 20]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-1129116-170025.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Liu C. A Study on the Relationships among Ethical Leadership, Global Self-Esteem and Counterproductive Work Behavior. [Thesis]. NSYSU; 2016. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-1129116-170025

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation


NSYSU

6. Kuo, Yen-ling. The effect of abusive supervision on workplace deviance behavior: The moderate effect of power distance and relationship repair.

Degree: Master, Human Resource Management, 2015, NSYSU

 Abusive supervision is common management style in the workplace environment. Abusive supervision of staff would result in job dissatisfaction, performance decline, physical and psychological pressure,… (more)

Subjects/Keywords: Relationship Repair; Abusive Supervision; Workplace Deviance Behavior; Power Distance

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APA (6th Edition):

Kuo, Y. (2015). The effect of abusive supervision on workplace deviance behavior: The moderate effect of power distance and relationship repair. (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0721115-175709

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Kuo, Yen-ling. “The effect of abusive supervision on workplace deviance behavior: The moderate effect of power distance and relationship repair.” 2015. Thesis, NSYSU. Accessed June 20, 2019. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0721115-175709.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Kuo, Yen-ling. “The effect of abusive supervision on workplace deviance behavior: The moderate effect of power distance and relationship repair.” 2015. Web. 20 Jun 2019.

Vancouver:

Kuo Y. The effect of abusive supervision on workplace deviance behavior: The moderate effect of power distance and relationship repair. [Internet] [Thesis]. NSYSU; 2015. [cited 2019 Jun 20]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0721115-175709.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Kuo Y. The effect of abusive supervision on workplace deviance behavior: The moderate effect of power distance and relationship repair. [Thesis]. NSYSU; 2015. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0721115-175709

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation


San Jose State University

7. Monnastes, Sarah. Perceived Organizational Support and Counterproductive Work Behavior: How Personality Moderates the Relationship.

Degree: MS, Psychology, 2010, San Jose State University

  This study examines the relationship between perceived organizational support and counterproductive work behavior, and whether one's personality moderates this relationship. Data were obtained from… (more)

Subjects/Keywords: Counterproductive Work Behavior; Perceived Organizational Support; Personality; Workplace Deviance

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APA (6th Edition):

Monnastes, S. (2010). Perceived Organizational Support and Counterproductive Work Behavior: How Personality Moderates the Relationship. (Masters Thesis). San Jose State University. Retrieved from https://scholarworks.sjsu.edu/etd_theses/3877

Chicago Manual of Style (16th Edition):

Monnastes, Sarah. “Perceived Organizational Support and Counterproductive Work Behavior: How Personality Moderates the Relationship.” 2010. Masters Thesis, San Jose State University. Accessed June 20, 2019. https://scholarworks.sjsu.edu/etd_theses/3877.

MLA Handbook (7th Edition):

Monnastes, Sarah. “Perceived Organizational Support and Counterproductive Work Behavior: How Personality Moderates the Relationship.” 2010. Web. 20 Jun 2019.

Vancouver:

Monnastes S. Perceived Organizational Support and Counterproductive Work Behavior: How Personality Moderates the Relationship. [Internet] [Masters thesis]. San Jose State University; 2010. [cited 2019 Jun 20]. Available from: https://scholarworks.sjsu.edu/etd_theses/3877.

Council of Science Editors:

Monnastes S. Perceived Organizational Support and Counterproductive Work Behavior: How Personality Moderates the Relationship. [Masters Thesis]. San Jose State University; 2010. Available from: https://scholarworks.sjsu.edu/etd_theses/3877


NSYSU

8. Huang, Wei-shiun. Ethical Leadership and Counterproductive Work Behavior: The Mediating Role of Organizational Commitment.

Degree: Master, Business Management, 2016, NSYSU

 The purposes of this study were to investigate how ethical leadership is related to counterproductive work behavior, and to examine whether organizational commitment acts as… (more)

Subjects/Keywords: Normative Commitment; Ethical Leadership; Affective Commitment; Continuance commitment; Workplace deviance; Counterproductive Work Behavior; Organizational Commitment

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APA (6th Edition):

Huang, W. (2016). Ethical Leadership and Counterproductive Work Behavior: The Mediating Role of Organizational Commitment. (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-1130116-161517

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Huang, Wei-shiun. “Ethical Leadership and Counterproductive Work Behavior: The Mediating Role of Organizational Commitment.” 2016. Thesis, NSYSU. Accessed June 20, 2019. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-1130116-161517.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Huang, Wei-shiun. “Ethical Leadership and Counterproductive Work Behavior: The Mediating Role of Organizational Commitment.” 2016. Web. 20 Jun 2019.

Vancouver:

Huang W. Ethical Leadership and Counterproductive Work Behavior: The Mediating Role of Organizational Commitment. [Internet] [Thesis]. NSYSU; 2016. [cited 2019 Jun 20]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-1130116-161517.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Huang W. Ethical Leadership and Counterproductive Work Behavior: The Mediating Role of Organizational Commitment. [Thesis]. NSYSU; 2016. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-1130116-161517

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

9. Boekhorst, Janet Agnes. Human Resource Management Practices, Work Intensity, and Workplace Deviance: Exploring the Moderating Role of Core Self-Evaluations.

Degree: PhD, Human Resources Management, 2015, York University

 Drawing on social exchange, conservation of resources, and self-verification theories, I conduct two studies to examine the impact of perceived human resource management (HRM) practices… (more)

Subjects/Keywords: Management; Organizational behavior; Perceptions of HRM practices; work intensity; workplace deviance; core self-evaluations; identity threat

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APA (6th Edition):

Boekhorst, J. A. (2015). Human Resource Management Practices, Work Intensity, and Workplace Deviance: Exploring the Moderating Role of Core Self-Evaluations. (Doctoral Dissertation). York University. Retrieved from http://hdl.handle.net/10315/30653

Chicago Manual of Style (16th Edition):

Boekhorst, Janet Agnes. “Human Resource Management Practices, Work Intensity, and Workplace Deviance: Exploring the Moderating Role of Core Self-Evaluations.” 2015. Doctoral Dissertation, York University. Accessed June 20, 2019. http://hdl.handle.net/10315/30653.

MLA Handbook (7th Edition):

Boekhorst, Janet Agnes. “Human Resource Management Practices, Work Intensity, and Workplace Deviance: Exploring the Moderating Role of Core Self-Evaluations.” 2015. Web. 20 Jun 2019.

Vancouver:

Boekhorst JA. Human Resource Management Practices, Work Intensity, and Workplace Deviance: Exploring the Moderating Role of Core Self-Evaluations. [Internet] [Doctoral dissertation]. York University; 2015. [cited 2019 Jun 20]. Available from: http://hdl.handle.net/10315/30653.

Council of Science Editors:

Boekhorst JA. Human Resource Management Practices, Work Intensity, and Workplace Deviance: Exploring the Moderating Role of Core Self-Evaluations. [Doctoral Dissertation]. York University; 2015. Available from: http://hdl.handle.net/10315/30653


Wayne State University

10. Wynne, Kevin Thomas. Profiling leaders: using a profiling approach to examine the effects of multifactor leadership on follower deviance.

Degree: MA, Psychology, 2012, Wayne State University

  Researchers are only beginning to understand how leadership types affect important organizational outcomes at the individual level. Specifically, as a leading theoretical model, multifactor… (more)

Subjects/Keywords: Counterproductive work behavior, Leadership, Multifactor leadership, Organizational identification, Transformational leadership, Workplace deviance; Business Administration, Management, and Operations; Organizational Behavior and Theory; Psychology

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APA (6th Edition):

Wynne, K. T. (2012). Profiling leaders: using a profiling approach to examine the effects of multifactor leadership on follower deviance. (Masters Thesis). Wayne State University. Retrieved from https://digitalcommons.wayne.edu/oa_theses/186

Chicago Manual of Style (16th Edition):

Wynne, Kevin Thomas. “Profiling leaders: using a profiling approach to examine the effects of multifactor leadership on follower deviance.” 2012. Masters Thesis, Wayne State University. Accessed June 20, 2019. https://digitalcommons.wayne.edu/oa_theses/186.

MLA Handbook (7th Edition):

Wynne, Kevin Thomas. “Profiling leaders: using a profiling approach to examine the effects of multifactor leadership on follower deviance.” 2012. Web. 20 Jun 2019.

Vancouver:

Wynne KT. Profiling leaders: using a profiling approach to examine the effects of multifactor leadership on follower deviance. [Internet] [Masters thesis]. Wayne State University; 2012. [cited 2019 Jun 20]. Available from: https://digitalcommons.wayne.edu/oa_theses/186.

Council of Science Editors:

Wynne KT. Profiling leaders: using a profiling approach to examine the effects of multifactor leadership on follower deviance. [Masters Thesis]. Wayne State University; 2012. Available from: https://digitalcommons.wayne.edu/oa_theses/186

11. Taylor, Olusore Anita. The Relationship Between Culture and Counterproductive Workplace Behaviors: A Meta-Analysis.

Degree: 2012, University of Western Ontario

 In the last few decades, there has been a growing interest in counterproductive work behaviors (CWBs) – behaviors that are deemed harmful to organizations and… (more)

Subjects/Keywords: counterproductive work behavior; culture; cultural dimensions; deviance; GLOBE; interpersonal deviance; meta-analysis; organizational deviance; workplace deviance; Industrial and Organizational Psychology

…measure of workplace deviance with two scales that measured each of the two constructs. Today… …71 Table 7. Cultural Predictors of Organizational and Interpersonal Deviance… …Indeed, various literatures (e.g., psychological, organizational behavior, sociological… …universality of well-established and tested theories on counterproductive workplace behaviors (… …between various factors and workplace behaviors (e.g., Ng, Sorensen & Yim, 2009)… 

Page 1 Page 2 Page 3 Page 4 Page 5 Page 6 Page 7

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Taylor, O. A. (2012). The Relationship Between Culture and Counterproductive Workplace Behaviors: A Meta-Analysis. (Thesis). University of Western Ontario. Retrieved from https://ir.lib.uwo.ca/etd/759

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Taylor, Olusore Anita. “The Relationship Between Culture and Counterproductive Workplace Behaviors: A Meta-Analysis.” 2012. Thesis, University of Western Ontario. Accessed June 20, 2019. https://ir.lib.uwo.ca/etd/759.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Taylor, Olusore Anita. “The Relationship Between Culture and Counterproductive Workplace Behaviors: A Meta-Analysis.” 2012. Web. 20 Jun 2019.

Vancouver:

Taylor OA. The Relationship Between Culture and Counterproductive Workplace Behaviors: A Meta-Analysis. [Internet] [Thesis]. University of Western Ontario; 2012. [cited 2019 Jun 20]. Available from: https://ir.lib.uwo.ca/etd/759.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Taylor OA. The Relationship Between Culture and Counterproductive Workplace Behaviors: A Meta-Analysis. [Thesis]. University of Western Ontario; 2012. Available from: https://ir.lib.uwo.ca/etd/759

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation


University of Kentucky

12. Scott, Kristin Damato. THE DEVELOPMENT AND TEST OF AN EXCHANGE-BASED MODEL OF INTERPERSONAL WORKPLACE EXCLUSION.

Degree: 2007, University of Kentucky

 The vast majority of social exclusion research has taken place outside of the workplace (i.e., in social settings). In addition, researchers often use a myriad… (more)

Subjects/Keywords: Workplace Exclusion; Antisocial Work Behavior; Organizational Deviance; Employee Relations; Construct Validation

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APA (6th Edition):

Scott, K. D. (2007). THE DEVELOPMENT AND TEST OF AN EXCHANGE-BASED MODEL OF INTERPERSONAL WORKPLACE EXCLUSION. (Doctoral Dissertation). University of Kentucky. Retrieved from http://uknowledge.uky.edu/gradschool_diss/534

Chicago Manual of Style (16th Edition):

Scott, Kristin Damato. “THE DEVELOPMENT AND TEST OF AN EXCHANGE-BASED MODEL OF INTERPERSONAL WORKPLACE EXCLUSION.” 2007. Doctoral Dissertation, University of Kentucky. Accessed June 20, 2019. http://uknowledge.uky.edu/gradschool_diss/534.

MLA Handbook (7th Edition):

Scott, Kristin Damato. “THE DEVELOPMENT AND TEST OF AN EXCHANGE-BASED MODEL OF INTERPERSONAL WORKPLACE EXCLUSION.” 2007. Web. 20 Jun 2019.

Vancouver:

Scott KD. THE DEVELOPMENT AND TEST OF AN EXCHANGE-BASED MODEL OF INTERPERSONAL WORKPLACE EXCLUSION. [Internet] [Doctoral dissertation]. University of Kentucky; 2007. [cited 2019 Jun 20]. Available from: http://uknowledge.uky.edu/gradschool_diss/534.

Council of Science Editors:

Scott KD. THE DEVELOPMENT AND TEST OF AN EXCHANGE-BASED MODEL OF INTERPERSONAL WORKPLACE EXCLUSION. [Doctoral Dissertation]. University of Kentucky; 2007. Available from: http://uknowledge.uky.edu/gradschool_diss/534


Western Kentucky University

13. Johnston-Fisher, Jessica. Testing a Multi-Level Mediation Model of Workgroup Incivility: The Role of Civility Climate and Group Norms for Civility.

Degree: MA, Department of Psychology, 2014, Western Kentucky University

  The purpose of this study was to test a multi-level mediation model of incivility. Specifically, it was proposed that predictors of workplace incivility at… (more)

Subjects/Keywords: Uncivil Behavior; Deviance; Burnout; Intention to Quit; Job Stress; Work Environment; Bullying in the Workplace; Communication in Organizations; Industrial and Organizational Psychology; Personality and Social Contexts; Psychology

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APA (6th Edition):

Johnston-Fisher, J. (2014). Testing a Multi-Level Mediation Model of Workgroup Incivility: The Role of Civility Climate and Group Norms for Civility. (Masters Thesis). Western Kentucky University. Retrieved from https://digitalcommons.wku.edu/theses/1332

Chicago Manual of Style (16th Edition):

Johnston-Fisher, Jessica. “Testing a Multi-Level Mediation Model of Workgroup Incivility: The Role of Civility Climate and Group Norms for Civility.” 2014. Masters Thesis, Western Kentucky University. Accessed June 20, 2019. https://digitalcommons.wku.edu/theses/1332.

MLA Handbook (7th Edition):

Johnston-Fisher, Jessica. “Testing a Multi-Level Mediation Model of Workgroup Incivility: The Role of Civility Climate and Group Norms for Civility.” 2014. Web. 20 Jun 2019.

Vancouver:

Johnston-Fisher J. Testing a Multi-Level Mediation Model of Workgroup Incivility: The Role of Civility Climate and Group Norms for Civility. [Internet] [Masters thesis]. Western Kentucky University; 2014. [cited 2019 Jun 20]. Available from: https://digitalcommons.wku.edu/theses/1332.

Council of Science Editors:

Johnston-Fisher J. Testing a Multi-Level Mediation Model of Workgroup Incivility: The Role of Civility Climate and Group Norms for Civility. [Masters Thesis]. Western Kentucky University; 2014. Available from: https://digitalcommons.wku.edu/theses/1332

14. Bragg, Caleb Braxton. Not All Forms Of Misbehavior Are Created Equal: Perpetrator Personality AndDifferential Relationships With CWBs.

Degree: PhD, Human Factors and Industrial/Organizational Psychology PhD, 2015, Wright State University

 Most research has lumped counterproductive work behaviors into a single or a few categories. The present study, however, used dominance analysis to examine whether aggression,… (more)

Subjects/Keywords: Psychology; Counterproductive work behavior, workplace deviance, dominance analysis, MTurk, personality

Behavior In order for one to understand how the body of literature has taken its current shape… …of combining distinct behaviors into overall CWB scales, each type of behavior that would… …restriction. Many CWB have a low base-rate of occurrence (e.g., workplace assault), thus… …occurrence and low variance “which likely eliminated more severe forms of deviance because serious… …someone at 6 work”), 2) production deviance (a sample item is “Purposely… 

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APA (6th Edition):

Bragg, C. B. (2015). Not All Forms Of Misbehavior Are Created Equal: Perpetrator Personality AndDifferential Relationships With CWBs. (Doctoral Dissertation). Wright State University. Retrieved from http://rave.ohiolink.edu/etdc/view?acc_num=wright1440185224

Chicago Manual of Style (16th Edition):

Bragg, Caleb Braxton. “Not All Forms Of Misbehavior Are Created Equal: Perpetrator Personality AndDifferential Relationships With CWBs.” 2015. Doctoral Dissertation, Wright State University. Accessed June 20, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=wright1440185224.

MLA Handbook (7th Edition):

Bragg, Caleb Braxton. “Not All Forms Of Misbehavior Are Created Equal: Perpetrator Personality AndDifferential Relationships With CWBs.” 2015. Web. 20 Jun 2019.

Vancouver:

Bragg CB. Not All Forms Of Misbehavior Are Created Equal: Perpetrator Personality AndDifferential Relationships With CWBs. [Internet] [Doctoral dissertation]. Wright State University; 2015. [cited 2019 Jun 20]. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=wright1440185224.

Council of Science Editors:

Bragg CB. Not All Forms Of Misbehavior Are Created Equal: Perpetrator Personality AndDifferential Relationships With CWBs. [Doctoral Dissertation]. Wright State University; 2015. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=wright1440185224


Vanderbilt University

15. Ferguson, Merideth. From Bad to Worse: A Social Contagion Model of Organizational Misbehavior.

Degree: PhD, Management, 2007, Vanderbilt University

 Organizational misbehavior is defined as any intentional action by a member of an organization that violates core organizational and/or societal norms. Much of the literature… (more)

Subjects/Keywords: workplace deviance; social contagion; misbehavior; Problem employees; Contagion (Social psychology); Organizational behavior

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APA (6th Edition):

Ferguson, M. (2007). From Bad to Worse: A Social Contagion Model of Organizational Misbehavior. (Doctoral Dissertation). Vanderbilt University. Retrieved from http://etd.library.vanderbilt.edu/available/etd-03282007-093528/ ;

Chicago Manual of Style (16th Edition):

Ferguson, Merideth. “From Bad to Worse: A Social Contagion Model of Organizational Misbehavior.” 2007. Doctoral Dissertation, Vanderbilt University. Accessed June 20, 2019. http://etd.library.vanderbilt.edu/available/etd-03282007-093528/ ;.

MLA Handbook (7th Edition):

Ferguson, Merideth. “From Bad to Worse: A Social Contagion Model of Organizational Misbehavior.” 2007. Web. 20 Jun 2019.

Vancouver:

Ferguson M. From Bad to Worse: A Social Contagion Model of Organizational Misbehavior. [Internet] [Doctoral dissertation]. Vanderbilt University; 2007. [cited 2019 Jun 20]. Available from: http://etd.library.vanderbilt.edu/available/etd-03282007-093528/ ;.

Council of Science Editors:

Ferguson M. From Bad to Worse: A Social Contagion Model of Organizational Misbehavior. [Doctoral Dissertation]. Vanderbilt University; 2007. Available from: http://etd.library.vanderbilt.edu/available/etd-03282007-093528/ ;

16. Sterling, Christopher M. A TALE OF TWO ENVYS: A SOCIAL NETWORK PERSPECTIVE ON THE CONSEQUENCES OF WORKPLACE SOCIAL COMPARISON.

Degree: 2013, University of Kentucky

 My dissertation examines how individuals respond to workplace social comparisons. I measure the explicit set of referent others that individuals compare themselves against in order… (more)

Subjects/Keywords: Social Comparison; Social Network; Envy; Workplace Deviance; Discrete Emotions; Business; Organizational Behavior and Theory

behavior? This dissertation will measure a variety of performance-related discretionary workplace… …productive or counterproductive workplace behavior as the result of experiencing the discrete… …Organizational Context: Justice Perceptions Productive Workplace Behavior Benign Envy… …Malicious Envy Counterproductive Workplace Behavior Social Comparison… …both productive and counterproductive behavior in the workplace. Finally, I will propose that… 

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APA (6th Edition):

Sterling, C. M. (2013). A TALE OF TWO ENVYS: A SOCIAL NETWORK PERSPECTIVE ON THE CONSEQUENCES OF WORKPLACE SOCIAL COMPARISON. (Doctoral Dissertation). University of Kentucky. Retrieved from http://uknowledge.uky.edu/management_etds/5

Chicago Manual of Style (16th Edition):

Sterling, Christopher M. “A TALE OF TWO ENVYS: A SOCIAL NETWORK PERSPECTIVE ON THE CONSEQUENCES OF WORKPLACE SOCIAL COMPARISON.” 2013. Doctoral Dissertation, University of Kentucky. Accessed June 20, 2019. http://uknowledge.uky.edu/management_etds/5.

MLA Handbook (7th Edition):

Sterling, Christopher M. “A TALE OF TWO ENVYS: A SOCIAL NETWORK PERSPECTIVE ON THE CONSEQUENCES OF WORKPLACE SOCIAL COMPARISON.” 2013. Web. 20 Jun 2019.

Vancouver:

Sterling CM. A TALE OF TWO ENVYS: A SOCIAL NETWORK PERSPECTIVE ON THE CONSEQUENCES OF WORKPLACE SOCIAL COMPARISON. [Internet] [Doctoral dissertation]. University of Kentucky; 2013. [cited 2019 Jun 20]. Available from: http://uknowledge.uky.edu/management_etds/5.

Council of Science Editors:

Sterling CM. A TALE OF TWO ENVYS: A SOCIAL NETWORK PERSPECTIVE ON THE CONSEQUENCES OF WORKPLACE SOCIAL COMPARISON. [Doctoral Dissertation]. University of Kentucky; 2013. Available from: http://uknowledge.uky.edu/management_etds/5

17. Dagosta, Joseph William. I Saw Something, Do I Say Something? The Role of the Organization, Supervisor, and Coworkers in Encouraging Workers to Peer Report Others’ Counterproductive Work Behavior.

Degree: MS, Human Factors and Industrial/Organizational Psychology MS, 2017, Wright State University

 Counterproductive work behaviors (CWBs) harm organizations and their members (Bennett & Robinson, 2000; Niehoff & Paul, 2000). CWBs, however, often go unnoticed by management. Peer… (more)

Subjects/Keywords: Psychology; peer reporting; counterproductive work behavior; workplace deviance; organizational commitment; situational strength theory

workplace can have strong effects over employees’ perceptions of acceptable behavior in the… …this behavior in my 24 workplace;” 2 = “I have witnessed this behavior in my workplace, but… …I did NOT report it;” and 3 = “I have witnessed this behavior in my workplace, and I did… …response option 1 (i.e., “I have NOT witnessed this behavior in my workplace”), then… …witnessed this behavior in my workplace, but I did NOT report it”), then this worker has an… 

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Dagosta, J. W. (2017). I Saw Something, Do I Say Something? The Role of the Organization, Supervisor, and Coworkers in Encouraging Workers to Peer Report Others’ Counterproductive Work Behavior. (Masters Thesis). Wright State University. Retrieved from http://rave.ohiolink.edu/etdc/view?acc_num=wright1495107814943573

Chicago Manual of Style (16th Edition):

Dagosta, Joseph William. “I Saw Something, Do I Say Something? The Role of the Organization, Supervisor, and Coworkers in Encouraging Workers to Peer Report Others’ Counterproductive Work Behavior.” 2017. Masters Thesis, Wright State University. Accessed June 20, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=wright1495107814943573.

MLA Handbook (7th Edition):

Dagosta, Joseph William. “I Saw Something, Do I Say Something? The Role of the Organization, Supervisor, and Coworkers in Encouraging Workers to Peer Report Others’ Counterproductive Work Behavior.” 2017. Web. 20 Jun 2019.

Vancouver:

Dagosta JW. I Saw Something, Do I Say Something? The Role of the Organization, Supervisor, and Coworkers in Encouraging Workers to Peer Report Others’ Counterproductive Work Behavior. [Internet] [Masters thesis]. Wright State University; 2017. [cited 2019 Jun 20]. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=wright1495107814943573.

Council of Science Editors:

Dagosta JW. I Saw Something, Do I Say Something? The Role of the Organization, Supervisor, and Coworkers in Encouraging Workers to Peer Report Others’ Counterproductive Work Behavior. [Masters Thesis]. Wright State University; 2017. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=wright1495107814943573

.