Relationships Between Moral Disengagement, Work Characteristics and Workplace Harassment

By M. Claybourn. 2011

114 citations recorded by the source corpus.

Subfields: Information Systems and Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/2b698d2ecfe106a728efe3debf84d49a9e0c0211

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Information Systems and Management

1. Celia Moore
2. Francesca Gino
3. Hongwei He
4. L. Harris
5. Roberta Fida
6. Carlo Tramontano
7. Claudio Barbaranelli
8. Al-Karim Samnani

In Social Psychology

1. Celia Moore
2. Hongwei He
3. L. Harris
4. Claudio Barbaranelli
5. Roberta Fida
6. Carlo Tramontano
7. Al-Karim Samnani
8. Francesca Gino

In Sociology and Political Science

1. Celia Moore
2. Roberta Fida
3. Hongwei He
4. L. Harris
5. Carlo Tramontano
6. Claudio Barbaranelli
7. Marinella Paciello
8. Al-Karim Samnani

Citations in the corpus

• Blind forces (2014, unknown): “…many scholars have approached moral disengagement as a dispositional tendency (e.g., Bandura, Caprara, Barbaranelli, Pastorelli, & Regalia, 2001; Claybourn, 2011; Detert et al., 2008; Duffy, Aquino, Tepper, Reed, & O’Leary-Kelly, 2005; Hinrichs, Wang, Hinrichs, & Romero, 2012; McFerran, Aquino,…”
• Ethically adrift: How others pull our moral compass from true North, and how we can fix it (2013, background): “sexual harassment (Claybourn, 2011) in the belief that these actions are justified.”
• Moral disengagement of hotel guest negative WOM: moral identity centrality, moral awareness, and anger. (2014, background): “Moreover, moral disengagement has been related to organizational corruption (Moore, 2008), workplace harassment (Claybourn, 2011), andviolations of civic duties (Caprara et al., 2009).”
• Negative Affect and Counterproductive Workplace Behavior: The Moderating Role of Moral Disengagement and Gender (2013, background): “Overall, there are a number of ways in which employees may rationalize their behaviors, which allow them to cognitively disassociate themselves with acting in an unethical or immoral manner (Claybourn 2011).”
• An Integrative Approach to Understanding Counterproductive Work Behavior: The Roles of Stressors, Negative Emotions, and Moral Disengagement (2014, background): “For example, higher levels of MD have been associated with the experience of negative emotions such as anxiety or irritability (Caprara et al. 2012) and the perception of organizational climate as less favorable, leading to lower levels of job satisfaction (Claybourn 2011).”
• How and When Compulsory Citizenship Behavior Leads to Employee Silence: A Moderated Mediation Model Based on Moral Disengagement and Supervisor–Subordinate Guanxi Views (2017, background): “…eliminate self-deterrents to unethical behaviors while avoiding self-sanctions and the accompanying guilt (Bandura 1990; Bandura et al. 1996), is a critical cognitive process as a mediator of work stressors and negative coping strategies (e.g., Claybourn 2011; Fida et al. 2015; Hystad et al. 2014).”