Sticking out like a sore thumb: Employee dissimilarity and deviance at work

By Hui Liao, Aparna Joshi, Aichia Chuang. 2004

348 citations recorded by the source corpus.

Subfields: Clinical Psychology, Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/0573ae1dbdbedc0035be24f27c608ecf512bf2bc

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In Clinical Psychology

In Gender Studies

In Organizational Behavior and Human Resource Management

Citations in the corpus

The development and validation of the Workplace Ostracism Scale. (2008, background): “This research has found that demographic dissimilarity can at times result in behaviors such as organizational deviance (Liao et al., 2004).”
Positive and negative deviant workplace behaviors: causes, impacts, and solutions (2007, background): “It was also demonstrated that the multitude of ethnic differences between workers in an organization was inversely related with the likelihood of deviance (Liao et al., 2004).”
Organizational Supports and Organizational Deviance: The Mediating Role of Organization-Based Self-Esteem (2009, background): “The positive consequences of POS are wide-ranging (see Rhoades & Eisenberger, 2002, for a meta-analytic review), but most relevant to the present study is that POS has been linked to deviant behaviors (Liao et al., 2004).”
Organizational violence and aggression: Development of the three-factor Violence Climate Survey (2008, background): “However, some studies suggested that a fair, supportive work environment may prevent workplace violence and aggression (eg, Beugre, 1998 ; Fox et al, 2001 ; Liao, Joshi, & Chuang, 2004 ; van Emmerik, Euwema, & Bakker, 2007 ).”
Exploring the Relationships Between Perceived Coworker Loafing and Counterproductive Work Behaviors: The Mediating Role of a Revenge Motive (2009, background): “The viewpoint of ‘‘negative social exchange’’ (Glomb and Liao 2003; Liao et al. 2004 ) also suggests that when employees perceive unfairness from their coworkers, they may reciprocate the coworkers with a display of aggression (i.e., CWB-I).”
Bad Apples or Bad Barrels: An Examination of Group- and Organizational-Level Effects in the Study of Counterproductive Work Behavior (2011, background): “As described above, what research does exist found that dissimilarity in both personality and demographics fosters CWB (Liao et al., 2004; Tsui, Egan, & O’Reilly, 1992).”