Development of a measure of workplace deviance.

By Rebecca J. Bennett, Sandra L. Robinson. Journal of Applied Psychology, 2000

3,139 citations recorded by the source corpus.

Subfields: Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/1c92a4b834a469a0782929502b0dfd21b63dda85

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Citations in the corpus

Self-Efficacy and Psychological Ownership Mediate the Effects of Empowering Leadership on Both Good and Bad Employee Behaviors (2017, methodology): “Workplace deviance was measured with the nineteen items developed by Bennett and Robinson (2000).”
Re‐Examining Machiavelli: A Three‐Dimensional Model of Machiavellianism in the Workplace (2010, methodology): “This makes sense because the Manipulativeness factor is based within an organizational context, while Christie and Geis’s (1970) scale is not context-specific.”
RELATIONSHIP OF PERSONALITY TRAITS AND COUNTERPRODUCTIVE WORK BEHAVIORS: THE MEDIATING EFFECTS OF JOB SATISFACTION (2006, background): “Evidence presented by Bennett and Robinson (2000) showed that the two scales have acceptable internal reliabilities, and they also provided evidence from confirmatory analyses showing that a two-factor structure has acceptable fit.”
High Self-Esteem Prospectively Predicts Better Work Conditions and Outcomes (2013, methodology): “, ‘‘Someone acted rudely toward me at work’’), using the Interpersonal Deviance Scale by Bennett and Robinson (2000). Responses were measured on a 7-point scale (1 1⁄4 never; 71⁄4 very often), with M1⁄4 1.”
Hostility, job attitudes, and workplace deviance: test of a multilevel model. (2006, methodology): “We measured workplace deviance using the scale developed by Bennett and Robinson (2000).”
Overlooked issues in the conceptualization and measurement of counterproductive work behavior (2010, methodology): “As noted in the table, for instance, Bennett and Robinson's (2000) measure includes the items “Falsified a receipt to get reimbursement for more money than you spent on business expenses” and “Dragged out work in order to get overtime.”
Perceived Organizational Support: Reducing the Negative Influence of Coworker Withdrawal Behavior (2008, background): “Using random mailings of questionnaires to employees in Ohio, Bennett and Robinson (2000) reported that throughout the previous year, 31% had intentionally worked slowly, 33% had come to work late without permission, and 52% had taken a longer work break than acceptable.”
Counterproductive work behavior as protest (2010, methodology): “It is generally accepted that the targets of counterproductive work behavior can be either organizations or individuals (Bennett & Robinson, 2000; Berry et al., 2007; Robinson & Bennett, 1995).”
Counterproductive work behavior among frontline government employees: Role of personality, emotional intelligence, affectivity, emotional labor, and emotional exhaustion (2016, background): “Researchers have shown that CWB of employees results in enormous economic and social costs for the organizations that can possibly run into billions of dollars (Bennett & Robinson, 2000; Galperin & Burke, 2006).”
Uncovering the relationship between workaholism and workplace destructive and constructive deviance: an exploratory study (2006, methodology): “Destructive workplace deviance We used Bennett and Robinson's ( 2000 ) measure of destructive workplace deviance.”
Exploring the Relationships Between Perceived Coworker Loafing and Counterproductive Work Behaviors: The Mediating Role of a Revenge Motive (2009, background): “However, as Bennett and Robinson (2000) suggest, when the targets of CWB differ, the effects of the ‘‘trigger’’ on CWB-O and CWB-I also vary.”