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You searched for subject:(Workplace deviance). Showing records 1 – 30 of 35 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 15, 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. 15 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 15]. 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


University of Toronto

2. Rowbotham, Katharine. Reactions to the Extra-organizational Deviance of Coworkers: Implications for Individuals in the Workplace.

Degree: 2009, University of Toronto

Drawing on the labelling process in reactions to deviance, a model of the interplay of a coworker’s extra-organizational deviance and an individual’s reactions to that… (more)

Subjects/Keywords: deviance; workplace; trust; 0454

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APA (6th Edition):

Rowbotham, K. (2009). Reactions to the Extra-organizational Deviance of Coworkers: Implications for Individuals in the Workplace. (Doctoral Dissertation). University of Toronto. Retrieved from http://hdl.handle.net/1807/19220

Chicago Manual of Style (16th Edition):

Rowbotham, Katharine. “Reactions to the Extra-organizational Deviance of Coworkers: Implications for Individuals in the Workplace.” 2009. Doctoral Dissertation, University of Toronto. Accessed June 15, 2019. http://hdl.handle.net/1807/19220.

MLA Handbook (7th Edition):

Rowbotham, Katharine. “Reactions to the Extra-organizational Deviance of Coworkers: Implications for Individuals in the Workplace.” 2009. Web. 15 Jun 2019.

Vancouver:

Rowbotham K. Reactions to the Extra-organizational Deviance of Coworkers: Implications for Individuals in the Workplace. [Internet] [Doctoral dissertation]. University of Toronto; 2009. [cited 2019 Jun 15]. Available from: http://hdl.handle.net/1807/19220.

Council of Science Editors:

Rowbotham K. Reactions to the Extra-organizational Deviance of Coworkers: Implications for Individuals in the Workplace. [Doctoral Dissertation]. University of Toronto; 2009. Available from: http://hdl.handle.net/1807/19220


San Jose State University

3. Trice, Brittany. Affectivity and Impulsivity as Predictors of Workplace Deviance.

Degree: MS, Psychology, 2012, San Jose State University

Workplace deviance can significantly harm or benefit an organization, depending on whether the deviance is destructive or constructive. Therefore, it is important to understand… (more)

Subjects/Keywords: Affectivity; Impulsivity; Workplace deviance

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APA (6th Edition):

Trice, B. (2012). Affectivity and Impulsivity as Predictors of Workplace Deviance. (Masters Thesis). San Jose State University. Retrieved from https://scholarworks.sjsu.edu/etd_theses/4253

Chicago Manual of Style (16th Edition):

Trice, Brittany. “Affectivity and Impulsivity as Predictors of Workplace Deviance.” 2012. Masters Thesis, San Jose State University. Accessed June 15, 2019. https://scholarworks.sjsu.edu/etd_theses/4253.

MLA Handbook (7th Edition):

Trice, Brittany. “Affectivity and Impulsivity as Predictors of Workplace Deviance.” 2012. Web. 15 Jun 2019.

Vancouver:

Trice B. Affectivity and Impulsivity as Predictors of Workplace Deviance. [Internet] [Masters thesis]. San Jose State University; 2012. [cited 2019 Jun 15]. Available from: https://scholarworks.sjsu.edu/etd_theses/4253.

Council of Science Editors:

Trice B. Affectivity and Impulsivity as Predictors of Workplace Deviance. [Masters Thesis]. San Jose State University; 2012. Available from: https://scholarworks.sjsu.edu/etd_theses/4253


University of Akron

4. Chandler, Megan M. Examining the Mechanisisms by which Situational and Individual Difference Variables Relate to Workplace Deviance: The Mediating Role of Goal Self-Concordance.

Degree: MA, Psychology, 2008, University of Akron

 The purpose of this study was to examine whether variables derived from the self-concordance model mediate the influence of individual and situational variables on workplace(more)

Subjects/Keywords: Psychology; Self-Concordance Model; Workplace Deviance

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APA (6th Edition):

Chandler, M. M. (2008). Examining the Mechanisisms by which Situational and Individual Difference Variables Relate to Workplace Deviance: The Mediating Role of Goal Self-Concordance. (Masters Thesis). University of Akron. Retrieved from http://rave.ohiolink.edu/etdc/view?acc_num=akron1216846236

Chicago Manual of Style (16th Edition):

Chandler, Megan M. “Examining the Mechanisisms by which Situational and Individual Difference Variables Relate to Workplace Deviance: The Mediating Role of Goal Self-Concordance.” 2008. Masters Thesis, University of Akron. Accessed June 15, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=akron1216846236.

MLA Handbook (7th Edition):

Chandler, Megan M. “Examining the Mechanisisms by which Situational and Individual Difference Variables Relate to Workplace Deviance: The Mediating Role of Goal Self-Concordance.” 2008. Web. 15 Jun 2019.

Vancouver:

Chandler MM. Examining the Mechanisisms by which Situational and Individual Difference Variables Relate to Workplace Deviance: The Mediating Role of Goal Self-Concordance. [Internet] [Masters thesis]. University of Akron; 2008. [cited 2019 Jun 15]. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=akron1216846236.

Council of Science Editors:

Chandler MM. Examining the Mechanisisms by which Situational and Individual Difference Variables Relate to Workplace Deviance: The Mediating Role of Goal Self-Concordance. [Masters Thesis]. University of Akron; 2008. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=akron1216846236


University of Waterloo

5. Brady, Daniel. Workplace Gossip, Paranoia, and a Deviance Dilemma: A Warning for Deviance/CWB Research.

Degree: 2018, University of Waterloo

 Organizational research has long conceptualized workplace gossip as a form of deviance and included gossip in many measures of deviance and counterproductive work behaviors (CWB).… (more)

Subjects/Keywords: workplace gossip; measurement; deviance; CWB; paranoia

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APA (6th Edition):

Brady, D. (2018). Workplace Gossip, Paranoia, and a Deviance Dilemma: A Warning for Deviance/CWB Research. (Thesis). University of Waterloo. Retrieved from http://hdl.handle.net/10012/14199

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):

Brady, Daniel. “Workplace Gossip, Paranoia, and a Deviance Dilemma: A Warning for Deviance/CWB Research.” 2018. Thesis, University of Waterloo. Accessed June 15, 2019. http://hdl.handle.net/10012/14199.

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

MLA Handbook (7th Edition):

Brady, Daniel. “Workplace Gossip, Paranoia, and a Deviance Dilemma: A Warning for Deviance/CWB Research.” 2018. Web. 15 Jun 2019.

Vancouver:

Brady D. Workplace Gossip, Paranoia, and a Deviance Dilemma: A Warning for Deviance/CWB Research. [Internet] [Thesis]. University of Waterloo; 2018. [cited 2019 Jun 15]. Available from: http://hdl.handle.net/10012/14199.

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

Council of Science Editors:

Brady D. Workplace Gossip, Paranoia, and a Deviance Dilemma: A Warning for Deviance/CWB Research. [Thesis]. University of Waterloo; 2018. Available from: http://hdl.handle.net/10012/14199

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


San Jose State University

6. 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 15, 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. 15 Jun 2019.

Vancouver:

Gonzalez JL. Discrete Emotion's Effects on Voluntary Work Behaviors. [Internet] [Masters thesis]. San Jose State University; 2010. [cited 2019 Jun 15]. 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


Florida International University

7. Salas, Silvia. A Study of the Relationship between Employee Virtuality and Technology Deviance as Mediated by Leadership and Employee Perceptions.

Degree: Business Administration, 2009, Florida International University

  Recent studies found that organizations have been investing significant capital in developing teams and employees in geographic areas where labor and resources are considerably… (more)

Subjects/Keywords: Leadership; organizational Culture; Workplace Deviance; Technology Deviance; Organizational Justice; Employee Virtuality

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APA (6th Edition):

Salas, S. (2009). A Study of the Relationship between Employee Virtuality and Technology Deviance as Mediated by Leadership and Employee Perceptions. (Thesis). Florida International University. Retrieved from http://digitalcommons.fiu.edu/etd/104 ; 10.25148/etd.FI09082402 ; FI09082402

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):

Salas, Silvia. “A Study of the Relationship between Employee Virtuality and Technology Deviance as Mediated by Leadership and Employee Perceptions.” 2009. Thesis, Florida International University. Accessed June 15, 2019. http://digitalcommons.fiu.edu/etd/104 ; 10.25148/etd.FI09082402 ; FI09082402.

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

MLA Handbook (7th Edition):

Salas, Silvia. “A Study of the Relationship between Employee Virtuality and Technology Deviance as Mediated by Leadership and Employee Perceptions.” 2009. Web. 15 Jun 2019.

Vancouver:

Salas S. A Study of the Relationship between Employee Virtuality and Technology Deviance as Mediated by Leadership and Employee Perceptions. [Internet] [Thesis]. Florida International University; 2009. [cited 2019 Jun 15]. Available from: http://digitalcommons.fiu.edu/etd/104 ; 10.25148/etd.FI09082402 ; FI09082402.

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

Council of Science Editors:

Salas S. A Study of the Relationship between Employee Virtuality and Technology Deviance as Mediated by Leadership and Employee Perceptions. [Thesis]. Florida International University; 2009. Available from: http://digitalcommons.fiu.edu/etd/104 ; 10.25148/etd.FI09082402 ; FI09082402

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


NSYSU

8. 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 15, 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. 15 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 15]. 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

9. 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 15, 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. 15 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 15]. 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

10. 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 15, 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. 15 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 15]. 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

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

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 15, 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. 15 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 15]. 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


University of Arizona

12. Christian, Michael Schlatter. OVER-TIRED AND UNDER CONTROL? SLEEP DEPRIVATION, RESOURCE DEPLETION, AND WORKPLACE DEVIANCE .

Degree: 2010, University of Arizona

 Organizations are increasingly devoting interest towards understanding the causes of workplace deviance behaviors, which include interpersonal aggression, theft, violence, vandalism and sabotage. These behaviors are… (more)

Subjects/Keywords: Cognitve resources; Hostility; Self control; Sleep deprivation; Workplace deviance

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APA (6th Edition):

Christian, M. S. (2010). OVER-TIRED AND UNDER CONTROL? SLEEP DEPRIVATION, RESOURCE DEPLETION, AND WORKPLACE DEVIANCE . (Doctoral Dissertation). University of Arizona. Retrieved from http://hdl.handle.net/10150/195501

Chicago Manual of Style (16th Edition):

Christian, Michael Schlatter. “OVER-TIRED AND UNDER CONTROL? SLEEP DEPRIVATION, RESOURCE DEPLETION, AND WORKPLACE DEVIANCE .” 2010. Doctoral Dissertation, University of Arizona. Accessed June 15, 2019. http://hdl.handle.net/10150/195501.

MLA Handbook (7th Edition):

Christian, Michael Schlatter. “OVER-TIRED AND UNDER CONTROL? SLEEP DEPRIVATION, RESOURCE DEPLETION, AND WORKPLACE DEVIANCE .” 2010. Web. 15 Jun 2019.

Vancouver:

Christian MS. OVER-TIRED AND UNDER CONTROL? SLEEP DEPRIVATION, RESOURCE DEPLETION, AND WORKPLACE DEVIANCE . [Internet] [Doctoral dissertation]. University of Arizona; 2010. [cited 2019 Jun 15]. Available from: http://hdl.handle.net/10150/195501.

Council of Science Editors:

Christian MS. OVER-TIRED AND UNDER CONTROL? SLEEP DEPRIVATION, RESOURCE DEPLETION, AND WORKPLACE DEVIANCE . [Doctoral Dissertation]. University of Arizona; 2010. Available from: http://hdl.handle.net/10150/195501


San Jose State University

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

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 15, 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. 15 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 15]. 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

14. Powell, Nea Claire. Responding to Abusive Supervision: Opposing Arguments for the Role of Social Class in Predicting Workplace Deviance.

Degree: 2013, University of Waterloo

 This research examined the effect of social class on the relationship between abusive supervision and workplace deviance. Within the social class literature we found conflicting… (more)

Subjects/Keywords: abusive supervision; workplace deviance; social class; interpersonal deviance; organizational deviance

workplace deviance from employees. Next, we present two contending theoretical rationales for the… …effect of social class on the 4 abusive supervision-workplace deviance link. Finally we test… …the results. Abusive Supervision and Workplace Deviance Abusive supervision represents… …deviance (Robinson & Greenberg, 1998). Workplace deviance refers to harmful behaviors… …substantiates the link between abusive supervision with both forms of employee workplace deviance and… 

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APA (6th Edition):

Powell, N. C. (2013). Responding to Abusive Supervision: Opposing Arguments for the Role of Social Class in Predicting Workplace Deviance. (Thesis). University of Waterloo. Retrieved from http://hdl.handle.net/10012/7846

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):

Powell, Nea Claire. “Responding to Abusive Supervision: Opposing Arguments for the Role of Social Class in Predicting Workplace Deviance.” 2013. Thesis, University of Waterloo. Accessed June 15, 2019. http://hdl.handle.net/10012/7846.

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

MLA Handbook (7th Edition):

Powell, Nea Claire. “Responding to Abusive Supervision: Opposing Arguments for the Role of Social Class in Predicting Workplace Deviance.” 2013. Web. 15 Jun 2019.

Vancouver:

Powell NC. Responding to Abusive Supervision: Opposing Arguments for the Role of Social Class in Predicting Workplace Deviance. [Internet] [Thesis]. University of Waterloo; 2013. [cited 2019 Jun 15]. Available from: http://hdl.handle.net/10012/7846.

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

Council of Science Editors:

Powell NC. Responding to Abusive Supervision: Opposing Arguments for the Role of Social Class in Predicting Workplace Deviance. [Thesis]. University of Waterloo; 2013. Available from: http://hdl.handle.net/10012/7846

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


Western Kentucky University

15. Meador, Abby. Minor Incidents with Major Impacts: The Effects of Bottom-up Incivility on Supervisor Targets.

Degree: MA, Department of Psychology, 2011, Western Kentucky University

  Incivility within organizations is a rampant problem with dire consequences,including adverse effects on both job satisfaction and psychological states. This study was conducted to… (more)

Subjects/Keywords: workplace violence; organizational climate; job satisfaction; workplace deviance; counterproductive work behaviors; psychological health; communication in organizations; Industrial and Organizational Psychology

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APA (6th Edition):

Meador, A. (2011). Minor Incidents with Major Impacts: The Effects of Bottom-up Incivility on Supervisor Targets. (Masters Thesis). Western Kentucky University. Retrieved from https://digitalcommons.wku.edu/theses/1047

Chicago Manual of Style (16th Edition):

Meador, Abby. “Minor Incidents with Major Impacts: The Effects of Bottom-up Incivility on Supervisor Targets.” 2011. Masters Thesis, Western Kentucky University. Accessed June 15, 2019. https://digitalcommons.wku.edu/theses/1047.

MLA Handbook (7th Edition):

Meador, Abby. “Minor Incidents with Major Impacts: The Effects of Bottom-up Incivility on Supervisor Targets.” 2011. Web. 15 Jun 2019.

Vancouver:

Meador A. Minor Incidents with Major Impacts: The Effects of Bottom-up Incivility on Supervisor Targets. [Internet] [Masters thesis]. Western Kentucky University; 2011. [cited 2019 Jun 15]. Available from: https://digitalcommons.wku.edu/theses/1047.

Council of Science Editors:

Meador A. Minor Incidents with Major Impacts: The Effects of Bottom-up Incivility on Supervisor Targets. [Masters Thesis]. Western Kentucky University; 2011. Available from: https://digitalcommons.wku.edu/theses/1047


NSYSU

16. 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 15, 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. 15 Jun 2019.

Vancouver:

Huang W. Ethical Leadership and Counterproductive Work Behavior: The Mediating Role of Organizational Commitment. [Internet] [Thesis]. NSYSU; 2016. [cited 2019 Jun 15]. 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

17. MacKinnon, Paul Steven. Emergency Department Nurses' Experiences of Violent Acts in the Workplace.

Degree: 2009, U of Massachusetts : Nursing

  Emergency department nurses are at high risk for violence in the workplace (Keely, 2002; Fernandez et al., 1998; Nachreiner et al., 2005; Mayer et… (more)

Subjects/Keywords: Emergency Nursing; Emergency Service; Hospital; Nurses; Violence; Workplace; Criminology; Emergency Medicine; Nursing; Social Control, Law, Crime, and Deviance

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APA (6th Edition):

MacKinnon, P. S. (2009). Emergency Department Nurses' Experiences of Violent Acts in the Workplace. (Thesis). U of Massachusetts : Nursing. Retrieved from 10.13028/tm1y-y259 ; https://escholarship.umassmed.edu/gsn_diss/14

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):

MacKinnon, Paul Steven. “Emergency Department Nurses' Experiences of Violent Acts in the Workplace.” 2009. Thesis, U of Massachusetts : Nursing. Accessed June 15, 2019. 10.13028/tm1y-y259 ; https://escholarship.umassmed.edu/gsn_diss/14.

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

MLA Handbook (7th Edition):

MacKinnon, Paul Steven. “Emergency Department Nurses' Experiences of Violent Acts in the Workplace.” 2009. Web. 15 Jun 2019.

Vancouver:

MacKinnon PS. Emergency Department Nurses' Experiences of Violent Acts in the Workplace. [Internet] [Thesis]. U of Massachusetts : Nursing; 2009. [cited 2019 Jun 15]. Available from: 10.13028/tm1y-y259 ; https://escholarship.umassmed.edu/gsn_diss/14.

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

Council of Science Editors:

MacKinnon PS. Emergency Department Nurses' Experiences of Violent Acts in the Workplace. [Thesis]. U of Massachusetts : Nursing; 2009. Available from: 10.13028/tm1y-y259 ; https://escholarship.umassmed.edu/gsn_diss/14

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

18. 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 15, 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. 15 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 15]. 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

19. Brady, Daniel. Moving beyond assumptions: The reconceptualization and measurement of workplace gossip.

Degree: 2015, University of Waterloo

 Despite decades of research from other academic fields arguing that gossip is an important and potentially functional behavior, organizational research has largely assumed that gossip… (more)

Subjects/Keywords: workplace gossip; deviance; measurement; social comparison

…Moving Beyond Assumptions: The Reconceptualization and Measurement of Workplace Gossip If… …behavior. Traditionally, organizational researchers have categorized workplace gossip (WG… …x29; as a form of minor interpersonal deviance (Robinson & Bennett, 1995). This… …categorization has resulted in gossip or gossip-like items being routinely included in deviance scales… …subsuming WG research into deviance research. This has led to a glaring cross-disciplinary… 

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APA (6th Edition):

Brady, D. (2015). Moving beyond assumptions: The reconceptualization and measurement of workplace gossip. (Thesis). University of Waterloo. Retrieved from http://hdl.handle.net/10012/9635

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):

Brady, Daniel. “Moving beyond assumptions: The reconceptualization and measurement of workplace gossip.” 2015. Thesis, University of Waterloo. Accessed June 15, 2019. http://hdl.handle.net/10012/9635.

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

MLA Handbook (7th Edition):

Brady, Daniel. “Moving beyond assumptions: The reconceptualization and measurement of workplace gossip.” 2015. Web. 15 Jun 2019.

Vancouver:

Brady D. Moving beyond assumptions: The reconceptualization and measurement of workplace gossip. [Internet] [Thesis]. University of Waterloo; 2015. [cited 2019 Jun 15]. Available from: http://hdl.handle.net/10012/9635.

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

Council of Science Editors:

Brady D. Moving beyond assumptions: The reconceptualization and measurement of workplace gossip. [Thesis]. University of Waterloo; 2015. Available from: http://hdl.handle.net/10012/9635

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


University of Central Florida

20. Markova, Gergana. Every Cloud Has A Silver Lining: Positive Effects Of Deviant Coworkers.

Degree: 2006, University of Central Florida

 The purpose of this study was to recognize and explore the reactions of employees to a deviant coworker. Specifically, I focused on the potential positive… (more)

Subjects/Keywords: deviance; workplace; reactions; Business Administration, Management, and Operations

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APA (6th Edition):

Markova, G. (2006). Every Cloud Has A Silver Lining: Positive Effects Of Deviant Coworkers. (Doctoral Dissertation). University of Central Florida. Retrieved from https://stars.library.ucf.edu/etd/754

Chicago Manual of Style (16th Edition):

Markova, Gergana. “Every Cloud Has A Silver Lining: Positive Effects Of Deviant Coworkers.” 2006. Doctoral Dissertation, University of Central Florida. Accessed June 15, 2019. https://stars.library.ucf.edu/etd/754.

MLA Handbook (7th Edition):

Markova, Gergana. “Every Cloud Has A Silver Lining: Positive Effects Of Deviant Coworkers.” 2006. Web. 15 Jun 2019.

Vancouver:

Markova G. Every Cloud Has A Silver Lining: Positive Effects Of Deviant Coworkers. [Internet] [Doctoral dissertation]. University of Central Florida; 2006. [cited 2019 Jun 15]. Available from: https://stars.library.ucf.edu/etd/754.

Council of Science Editors:

Markova G. Every Cloud Has A Silver Lining: Positive Effects Of Deviant Coworkers. [Doctoral Dissertation]. University of Central Florida; 2006. Available from: https://stars.library.ucf.edu/etd/754

21. 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… …universality of well-established and tested theories on counterproductive workplace behaviors (… …between various factors and workplace behaviors (e.g., Ng, Sorensen & Yim, 2009)… …Riordon, & Rosenfeld, 1997), deviance (e.g., Robinson & Bennett, 1995)… 

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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 15, 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. 15 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 15]. 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

22. 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 15, 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. 15 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 15]. 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


Louisiana State University

23. Mehta, Kajal Rushikesh. Examining the relationships between motivational traits and counterproductive work behaviors.

Degree: MA, Psychology, 2003, Louisiana State University

 This study examined the relationships between motivational traits and counterproductive work behaviors. Little evidence exists supporting a link between individual differences and counterproductive work behaviors… (more)

Subjects/Keywords: counterproductive work behaviors; workplace deviance; motivational traits; BIS/BAS; MTQ; counterproductivity

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APA (6th Edition):

Mehta, K. R. (2003). Examining the relationships between motivational traits and counterproductive work behaviors. (Masters Thesis). Louisiana State University. Retrieved from etd-01262004-172257 ; https://digitalcommons.lsu.edu/gradschool_theses/2974

Chicago Manual of Style (16th Edition):

Mehta, Kajal Rushikesh. “Examining the relationships between motivational traits and counterproductive work behaviors.” 2003. Masters Thesis, Louisiana State University. Accessed June 15, 2019. etd-01262004-172257 ; https://digitalcommons.lsu.edu/gradschool_theses/2974.

MLA Handbook (7th Edition):

Mehta, Kajal Rushikesh. “Examining the relationships between motivational traits and counterproductive work behaviors.” 2003. Web. 15 Jun 2019.

Vancouver:

Mehta KR. Examining the relationships between motivational traits and counterproductive work behaviors. [Internet] [Masters thesis]. Louisiana State University; 2003. [cited 2019 Jun 15]. Available from: etd-01262004-172257 ; https://digitalcommons.lsu.edu/gradschool_theses/2974.

Council of Science Editors:

Mehta KR. Examining the relationships between motivational traits and counterproductive work behaviors. [Masters Thesis]. Louisiana State University; 2003. Available from: etd-01262004-172257 ; https://digitalcommons.lsu.edu/gradschool_theses/2974


Clemson University

24. Schroeder, Amber. Cultural Differences as a Moderator of Perceptions of Injustice and Workplace Deviance.

Degree: MS, Applied Psychology, 2009, Clemson University

 Previous research has suggested that organizational justice perceptions are negatively related to workplace deviance, but the impact of individual cultural orientations has rarely been considered.… (more)

Subjects/Keywords: Collectivism; Culture; Individualism; Justice Perceptions; Organizational Justice; Workplace deviance; Industrial and Organizational Psychology

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APA (6th Edition):

Schroeder, A. (2009). Cultural Differences as a Moderator of Perceptions of Injustice and Workplace Deviance. (Masters Thesis). Clemson University. Retrieved from https://tigerprints.clemson.edu/all_theses/546

Chicago Manual of Style (16th Edition):

Schroeder, Amber. “Cultural Differences as a Moderator of Perceptions of Injustice and Workplace Deviance.” 2009. Masters Thesis, Clemson University. Accessed June 15, 2019. https://tigerprints.clemson.edu/all_theses/546.

MLA Handbook (7th Edition):

Schroeder, Amber. “Cultural Differences as a Moderator of Perceptions of Injustice and Workplace Deviance.” 2009. Web. 15 Jun 2019.

Vancouver:

Schroeder A. Cultural Differences as a Moderator of Perceptions of Injustice and Workplace Deviance. [Internet] [Masters thesis]. Clemson University; 2009. [cited 2019 Jun 15]. Available from: https://tigerprints.clemson.edu/all_theses/546.

Council of Science Editors:

Schroeder A. Cultural Differences as a Moderator of Perceptions of Injustice and Workplace Deviance. [Masters Thesis]. Clemson University; 2009. Available from: https://tigerprints.clemson.edu/all_theses/546


Wayne State University

25. 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 15, 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. 15 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 15]. 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


Western Kentucky University

26. 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 15, 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. 15 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 15]. 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

27. 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

…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… …Weitz, 2004). Workplace stressors lead to frustration and negative affect in the… …workplace, and the increased frustration and negative affect increase the likelihood of engaging… 

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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 15, 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. 15 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 15]. 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

28. 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 15, 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. 15 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 15]. 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/ ;

29. 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

…importance of emotions in the workplace. I would also like to thank my undergraduate advisor Dr… …Mediating Role of Emotion ..29 Envy in the Workplace 30… …Engage in Voluntary Workplace Behaviors ….58 Chapter Four: Method… …paid to social comparison in the workplace (Brown, Ferris, Heller & Keeping, 2007… …behavior? This dissertation will measure a variety of performance-related discretionary workplace… 

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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 15, 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. 15 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 15]. 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

30. 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

…the peer reporting of integrity violations in the workplace is a common reason for not 7… …regarding theft from the workplace is low, and (b) the perpetrator is perceived to be… …workplace, whereas Victor et al. (1993) focused on employee theft. The current study… …members’ peer reporting of ethical violations and workplace theft (e.g., De Graaf, 2010… …permissive drinking norms in the workplace was the strongest predictor of problem drinking among… 

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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 15, 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. 15 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 15]. 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

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