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Predictors of Employee Deviance: The Relationship between Bad Attitudes and Bad Behaviors." Journal of Business and Psychology, 15(3), pg 405. Chiu. S and Peng, J. (2008) "The relationship between psychological contract breach and employee deviance: The moderating role of hostile attributional style." Journal of Vocational Behavior, 73 (4), 426 ...
A defining feature of aggression is the intent or motivation to harm. For a behavior to be considered an aggressive act, the individual committing the behavior must intend harm. In other words, if they inflict harm on another without that specific intent, it is not considered aggression. [15] Aggression can occur in a variety of situations.
The first is strengthening the employee's commitment by reacting strongly to abusive supervision so that the employee knows that the behavior is not accepted. Holding the employee at high esteem by reminding them of their importance, or setting up programs that communicate concern for the employee may also strengthen employee commitment.
The employee may lack understanding of how, why—and even if—their contributions matter,” he says. “Employees who can connect or reconnect with the sense that they are learning, growing ...
Workplace bullying is a persistent pattern of mistreatment from others in the workplace that causes either physical or emotional harm. It includes verbal, nonverbal, psychological, and physical abuse, as well as humiliation.
The modern workplace, at least in the past three years, may very well have been defined by companies’ varying efforts to haul their unwilling people back to their desks.. So called return-to ...
The consequences of emotional states in the workplace, both behaviors and attitudes, have substantial significance for individuals, groups, and society". [1] "Positive emotions in the workplace help employees obtain favorable outcomes including achievement, job enrichment and higher quality social context". [2] "
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. [1] 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 ...