Workplace deviance, organizational citizenship behavior, and business unit performance: the bad apples do spoil the whole barrel

By Patrick D. Dunlop, Kibeom Lee. 2004

586 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/24dc9c7e6f3ae5422180a7b0a0df9d25503a3dd4

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In Organizational Behavior and Human Resource Management

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Citations in the corpus

Social Exchange Theory: A Critical Review with Theoretical Remedies (2017, background): “In this view, deviance would be hedonically negative as a result of its generally deleterious consequences (Berry et al., 2007; Dunlop & Lee, 2004), while OCB would be hedonically positive as a result of its generally beneficial consequences (Podsakoff et al., 2009; Podsakoff & MacKenzie, 1997).”
The Bright Side of Being Prosocial at Work, and the Dark Side, Too: A Review and Agenda for Research on Other-Oriented Motives, Behavior, and Impact in Organizations (2016, background): “Indeed, there is evidence that deviance detracts from business unit performance to a greater degree than citizenship adds (Dunlop & Lee, 2004), and that it is easier to shift from cooperation to competition than vice-versa—groups that start cooperative easily shift to friendly competition, whereas…”
Consequences of unit-level organizational citizenship behaviors: A review and recommendations for future research (2014, methodology): “Examples of the explicit application of the DCM from our review include (but are not limited) to studies reported by Dunlop and Lee (2004), Menges, Walter, Vogel, and Bruch (2011), and Mohammed, Mathieu, and Bartlett (2002).”
The Negative Aspects of Social Exchange: An Introduction to Perceived Organizational Obstruction (2009, background): “As previously suggested, we believe that one behavioral outcome of POO is negative extra-role behaviors (Dunlop & Lee, 2004).”
Motives for Organizational Citizenship Behavior: Personality Correlates and Coworker Ratings of OCB (2012, background): “As such, even though the employees low in Honesty–Humility may engage in OCB for instrumental reasons, their likelihood of engaging in counterproductive workplace behaviors might outweigh the benefits of the OCBs (cf. Dunlop & Lee, 2004).”
How, When, and Why Bad Apples Spoil the Barrel: Negative Group Members and Dysfunctional Groups (2006, background): “Finally, in a study of fast food restaurants, Dunlop and Lee (2004) compared the effects of organizational citizenship behaviors and deviant workplace behaviors.”
Parent–Child Relationships: Planting the Seeds of Deviant Behavior in the Family Firm (2012, background): “A study by Dunlop and Lee (2004) revealed that organizational citizenship behaviors fail to compensate for the low firm performance attributed to workplace deviance.”
The effects of the perceived external prestige of the organization on employee deviant workplace behavior: The mediating role of job satisfaction (2016, background): “Additionally, the sabotage to the equipment that results in its breaking down causes a great deal of production and productivity loss (as cited in Dunlop and Lee, 2004).”
A study of the impact of three leadership styles on integrity violations committed by police officers (2007, background): “Another question is whether the effect of the three leadership aspects differs with respect to positive behavior (Dunlop and Lee, 2004; Wright, 2003) and negative behavior.”