Individual and situational factors in deviant behavior in the workplace
A resilient workplace is one where an individual's own resilience is facilitated or strengthened so that the organization as a whole responds to challenges in a resilient manner. A resilient one. The attribution-emotion-behavior framework is thought to reflect relatively universal human cognitive patterns. However, we recognize that workplace characteristics and other contextual factors may influence any of the relationships depicted in Figure 1. In their development of AET, Weiss and Cropanzano argued that aspects of the: First, we discuss the need for research into deviant behavior in the workplace. especially destructive and constructive deviance with the review of previous studies from the deviance literature. We then present the importance of climate and culture with both destructive and constructive deviance by proposing a relationship between the two with the typology of workplace deviance developed by Robinson. and Bennett 1995 used multidimensional scaling techniques to identify the underlying vast array of deviant behavior in the workplace: 1. Psychological approaches to deviant behavior all have several important things in common. First, the individual is the primary unit of analysis. This means that psychologists believe that individual people are solely responsible for their criminal or deviant actions. Secondly, an individual's personality is the main motivational element that drives. This study examined the mediating effects of defensive silence and emotional exhaustion between ostracism and interpersonal deviance, explained by the transactional theory of stress and coping. Time-lagged data from multiple sources were collected at two measurement points. Employees who work in service sector organizations. Workplace deviance is purposeful behavior that violates organizational norms and is intended to harm the organization, its employees, or both. Bennett & Robinson, 2003. SCT explains a triadic relationship where individual psychological factors, their environment and the behavior the individual engages in are determinants that influence each other, but not. The functionality perspective is a paradigm that has been influenced by American sociology from roughly the 1980s, although its origins lie in the work of French sociologist Emile Durkheim, writing at the end of the century. Functionalism is a structural theory and states that social institutions and the organization of society. Workplace helping can induce positive emotional states in helpers, for example authentic pride, reducing the likelihood of deviant behavior, Kim et al. 2018 However, some employees believe that helping behavior will deplete their own resources as it is not in their backyard happens, Koopman et al. 2020 In the second study Fabio et al. In 2023, the authors examined how situational factors, emotions and individual factors, peace, attitude and personality, influenced decision-making. Affective processes that take place within the individual, that is, an intra-individual approach. As we know from social psychology, Snyder & Cantor, 1998, human productive, deviant or aggressive behavior in the workplace is multiplied, with individual, situational and organizational factors all playing a role, Douglas et al. 2008 Vos.