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Coworker Backstabbing
Workplace deviance, in group psychology, may be described as the deliberate (or intentional) desire to cause harm to an organization – more specifically, a workplace. The concept has become an instrumental component in the field of organizational communication. More accurately, it can be seen as "voluntary behavior that violates institutionalized norms and in doing so threatens the well-being of the organization".Griffin and O'Leary-Kelly Reasons Psychological contract Employees often create a set of expectations about their workplace; people tend to make psychological contracts with their organizations. When his or her expectations are not met, the employee may "perceive a psychological contract breach by their employers".Chiu and Peng This "breach" of the psychological contract then presents potential problems, particularly in the workplace. Workplace deviance may arise from the worker's perception that their organization has mistreated him or her in some manner. Employe ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Group Psychology
Group dynamics is a system of behaviors and psychological processes occurring within a social group (''intra''group dynamics), or between social groups ( ''inter''group dynamics). The study of group dynamics can be useful in understanding decision-making behaviour, tracking the spread of diseases in society, creating effective therapy techniques, and following the emergence and popularity of new ideas and technologies. These applications of the field are studied in psychology, sociology, anthropology, political science, epidemiology, education, social work, leadership studies, business and managerial studies, as well as communication studies. History The history of group dynamics (or group processes) has a consistent, underlying premise: "the whole is greater than the sum of its parts." A social group is an entity that has qualities which cannot be understood just by studying the individuals that make up the group. In 1924, Gestalt psychologist Max Wertheimer proposed "There are en ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Organizational Justice
Greenberg (1987) introduced the concept of organizational justice with regard to how an employee judges the behavior of the organization and the employee's resulting attitude and behaviour. For example, if a firm makes redundant half of the workers, an employee may feel a sense of injustice with a resulting change in attitude and a drop in productivity. Justice or fairness refers to the idea that an action or decision is morally right, which may be defined according to ethics, religion, fairness, equity, or law. People are naturally attentive to the justice of events and situations in their everyday lives, across a variety of contexts. Individuals react to actions and decisions made by organizations every day. An individual's perceptions of these decisions as fair or unfair can influence the individual's subsequent attitudes and behaviors. Fairness is often of central interest to organizations because the implications of perceptions of injustice can impact job attitudes and behavi ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Human Behavior
Human behavior is the potential and expressed capacity (Energy (psychological), mentally, Physical activity, physically, and Social action, socially) of human individuals or groups to respond to internal and external Stimulation, stimuli throughout their life. Behavior is driven by genetic and environmental factors that affect an individual. Behavior is also driven, in part, by thoughts and feelings, which provide insight into individual Psyche (psychology), psyche, revealing such things as attitude (psychology), attitudes and value (personal and cultural), values. Human behavior is shaped by Trait theory, psychological traits, as personality types vary from person to person, producing different actions and behavior. Social behavior accounts for actions directed at others. It is concerned with the considerable influence of Social relation, social interaction and culture, as well as ethics, interpersonal relationships, politics, and Conflict (process), conflict. Some behaviors a ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Workplace Revenge
Workplace revenge, or workplace retaliation, refers to the general action of purposeful retaliation within the workplace. Retaliation often involves a power imbalance; the retaliator is usually someone with more power in the workplace than the victim, and retaliation may be done to silence the victim so the retaliator can avoid accountability for workplace bullying, workplace harassment, or other misbehaviors in the workplace. Retaliation, legally, refers to actions taken as punishment for legally permitted behaviors: disciplinary actions taken by employers in reaction to behaviors that are counter to applicable laws or to established institutional policies are permitted as part of the employer's ability to control the work environment. Retaliation: work-related vs. social Acts of retaliation within an organization can be categorized in two ways: work-related retaliation and social retaliation. "Work retaliation victimization involves adverse work-related actions that have the purp ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Workplace Harassment
Workplace harassment is belittling or threatening behavior directed at an individual worker or a group of workers. Workplace harassment has gained interest among practitioners and researchers as it is becoming one of the most sensitive areas of effective workplace management. A significant source of work stress is associated with aggressive behaviors at workplace. In Asian countries, workplace harassment is one of the poorly attended issues by managers in organizations. ISSN: 2223-4543PDF/ref> However, it attracted much attention from researchers and governments since the 1980s. Under occupational health and safety laws around the world, workplace harassment and workplace bullying are identified as being core psychosocial hazards. Overbearing supervision, constant criticism, and blocking promotions are all considered workplace harassment. Definition Workplace harassment is known by many other names. "Mobbing", "workplace bullying", "workplace mistreatment", "workplace aggression", ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Workplace Bullying
Workplace bullying is a persistent pattern of mistreatment from others in the workplace that causes physical and/or emotional harm. It includes verbal, nonverbal Nonverbal communication is the transmission of messages or signals through a nonverbal platform such as eye contact ( oculesics), body language ( kinesics), social distance ( proxemics), touch ( haptics), voice ( prosody and paralanguage), p ..., psychological abuse, psychological, and physical abuse, as well as humiliation. This type of workplace aggression is particularly difficult because unlike typical school bullying, school bullies, workplace bullies often operate within the established rules and policies of their organizations and society. In most cases, workplace bullying is carried out by someone who is in a position of authority over the victim. However, bullies can also be peers or subordinates. The participation of subordinates in bullying is referred to as upward bullying. The least visible form of wor ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Malicious Compliance
Malicious compliance (also known as malicious obedience) is the behavior of strictly following the orders of a superior despite knowing that compliance with the orders will have an unintended or negative result. It usually implies following an order in such a way that ignores or otherwise undermines the order's intent, but follows it to the letter. It can also describe a willful act of regulatory interference, for example when a corporation releases a compliant but inferior version of a product in response to new legislation. A form of passive-aggressive behavior,"What is malicious compliance?" John Staughton, ''ScienceABC'', scienceabc.com, January 22, 2022 it is often associated with poor management-labor relationships, |
Machiavellianism In The Workplace
Machiavellianism in the workplace is a concept studied by many organizational psychologists. Conceptualized originally by Richard Christie and Florence Geis, Machiavellianism in psychology refers to a personality trait construct based on a cold, callous and exploitative orientation. It has been adapted and applied to the context of the workplace and organizations by psychology academics. Oliver James wrote on the effects of Machiavellianism and other dark triad personality traits in the workplace, the others being narcissism and psychopathy. Characteristics Research has identified several characteristic unethical behaviors that commonly manifest in those who score high in Machiavellianism, including engaging in theft, practicing deception and dishonesty, deliberately sabotaging others' work, and participating in various forms of cheating to gain advantages. High Machs can exhibit high levels of charisma, and their leadership can be beneficial in some areas. The presence of Mach ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Gaming The System
The letter of the law and the spirit of the law are two possible ways to regard rules or laws. To obey the "letter of the law" is to follow the literal reading of the words of the law, whereas following the "spirit of the law" is to follow the intention of why the law was enacted. Although it is usual to follow both the letter and the spirit, the two are commonly referenced when they are in opposition. "Law" originally referred to legislative statute, but in the idiom may refer to any kind of rule. Intentionally following the letter of the law but not the spirit may be accomplished by exploiting technicalities, loopholes, and ambiguous language. Legal research Violating the perceived intention (spirit) of the law has been found to affect people's judgment of culpability more so than the letter of the law, such that; # a person can violate the letter of the law (but not the spirit) and not incur culpability # a person can violate the spirit of the law and incur culpabil ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Deviance (sociology)
Deviance or the sociology of deviance explores the actions or behaviors that violate social norms across formally enacted rules (e.g., crime) as well as informal violations of social norms (e.g., rejecting folkways and mores). Although deviance may have a negative connotation, the violation of social norms is not always a negative action; positive deviation exists in some situations. Although a norm is violated, a behavior can still be classified as positive or acceptable. Social norms differ throughout society and between cultures. A certain act or behaviour may be viewed as deviant and receive sanctions or punishments within one society and be seen as a normal behaviour in another society. Additionally, as a society's understanding of social norms changes over time, so too does the collective perception of deviance. Deviance is Relativism, relative to the place where it was committed or to the time the act took place. Killing another human is generally considered wrong for ex ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Counterproductive Work Behavior
Counterproductive work behavior (CWB) is employee's behavior that goes against the legitimate interests of an organization. This behavior can harm the organization, other people within it, and other people and organizations outside it, including employers, other employees, suppliers, clients, patients and citizens. It has been proposed that a person-by-environment interaction can be utilized to explain a variety of counterproductive behaviors. For instance, an employee who is high on trait anger (tendency to experience anger) is more likely to respond to a stressful incident at work (e.g., being treated rudely by a supervisor) with CWB. Some researchers use the CWB term to subsume related constructs that are distinct: * Workplace deviance is behavior at work that violates norms for appropriate behavior. * Retaliation consists of har ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Interactional Justice
Interactional justice is defined by sociologist John R. Schermerhorn as the "...degree to which the people affected by decision are treated by dignity and respect" (''Organizational Behavior'', 2013). The theory focuses on the interpersonal treatment people receive when procedures are implemented. Classification Interactional justice, a subcomponent of organizational justice, has come to be seen as consisting of two specific types of interpersonal treatment (e.g. Greenberg, 1990a, 1993b). The first labeled interpersonal justice, reflects the degree to which people are treated with politeness, dignity, and respect by authorities or third parties involved in executing procedures or determining outcomes. The second, labeled informational justice, focuses on the explanations provided to people that convey information about why procedures were used in a certain way or why outcomes were distributed in a certain fashion. Where more adequacy of explanation is prevalent, the perceived level ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
