Researchers find that organizational justice does not stop the harmful effects of abusive supervision, In fact, it may make things even worse for employees.
Researchers find that workplace bullying is often done in response to an unsupportive work environment. What can organizations do in response?
Researchers develop a scale to measure workplace arrogance. They find that arrogant employees have lower self-esteem and actually perform worse than others.
Research finds that organizations and employee beliefs combine to influence how employees act at work.
Have you found yourself wondering how organizations can get away with corruption? How it can seemingly become an industry norm to engage in devious practices? New research may provide some answers. THE RESEARCH STUDY Research on the use of wage arrears—purposely delaying payment of workers’ earned wages—in Russia showed that
Researchers explore whether employees are more likely to lie via email versus other methods of communication. Implications for organizations are discussed.
Researchers explore the topic of employee drinking and absenteeism. They find that heavy drinking episodes have the largest effect on attendance at work.
Researchers find that employees have different reasons for engaging in counterproductive work behavior, which may lead to different outcomes.
Researchers use a new approach to measuring organizational citizenship behavior and counterproductive work behavior.
Topic: Organizational Justice,Sexual Harassment, Workplace Deviance Publication: Journal of Applied Psychology Article: Organization justice and men’s likelihood to sexually harass: The moderating role of sexism and personality. Author: F. Krings, S. Facchin Featured by: Benjamin Granger Researchers Krings and Facchin (2009) set out to uncover the reasons why men engage in sexual harassment at work. The authors
