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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 .
Workplace incivility has been defined as low-intensity deviant behavior with ambiguous intent to harm the target. Uncivil behaviors are characteristically rude and discourteous , displaying a lack of regard for others. [ 1 ]
Counterproductive work behavior (CWB) is employee's behavior that goes against the legitimate interests of an organization. [1] 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.
Workplace deviance is closely related to abusive supervision. Abusive supervision is defined as the "subordinates' perceptions of the extent to which their supervisors engage in the sustained display of hostile verbal and nonverbal behaviors". [5]
Howard Becker, a labeling theorist, identified four different types of deviant behavior labels which are given as: [8] "Falsely accusing" an individual - others perceive the individual to be obtaining obedient or deviant behaviors. "Pure deviance", others perceive the individual as participating in deviant and rule-breaking behavior.
Abnormality (or dysfunctional behavior or maladaptive behavior or deviant behavior) is a behavioral characteristic assigned to those with conditions that are regarded as dysfunctional. [ 1 ] [ 2 ] Behavior is considered to be abnormal when it is atypical or out of the ordinary, consists of undesirable behavior, and results in impairment in the ...
While psychopaths typically represent a very small percentage of workplace staff, the presence of psychopathy in the workplace, especially within senior management, can do enormous damage. [1] Indeed, psychopaths are usually most present at higher levels of corporate structure, and their actions often cause a ripple effect throughout an ...
Affective events theory model Research model. Affective events theory (AET) is an industrial and organizational psychology model developed by organizational psychologists Howard M. Weiss (Georgia Institute of Technology) and Russell Cropanzano (University of Colorado) to explain how emotions and moods influence job performance and job satisfaction. [1]