Individual Differences in Workplace Deviance and Integrity as Predictors of Academic Dishonesty

By Gale M. Lucas, James Friedrich. 2005

106 citations recorded by the source corpus.

Subfields: Information Systems and Management, Safety Research, Social Psychology

View Paper: https://www.semanticscholar.org/paper/43f82d479b4bed3cbd4891eb7e39da12e6e1c24e

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Citations in the corpus

How low does ethical leadership flow? Test of a trickle-down model (2009, background): “Finally, reports of deviance may be sensitive to social desirability bias (Aquino, Galperin, & Bennett, 2004; Lucas & Friedrich, 2005), so we included social desirability as a control variable.”
A REVIEW OF RECENT DEVELOPMENTS IN INTEGRITY TEST RESEARCH (2007, background): “Finally, though not mentioned above, there is preliminary evidence suggesting a relationship between integrity tests and academic cheating (Lucas & Friedrich, 2005), though this research has relied heavily on self-report.”
Organizational Determinants of Workplace Deviant Behaviours: An Empirical Analysis in Nigeria (2012, unknown): “The result extended the findings of Lucas & Friedrich (2005) which investigated individual differences in workplace deviance and integrity as predictors of dishonesty.”
The Dark Triad at work: How toxic employees get their way (2012, methodology): “First, we have adopted self-report measures as others have done in this field (Hakstian, Farrell, & Tweed, 2002; Lucas & Friedrich, 2005) but we felt this important for ease of administration for our volunteer sample.”
A Multidimensional Scaling of College Students' Perceptions of Academic Dishonesty (2008, background): “And yet cheating on tests and other forms of academic dishonesty are rampant, with McCabe (1993) concluding that “student cheating is pervasive” (p.”
Plagiarism, Integrity, and Workplace Deviance: A Criterion Study (2009, methodology): “…in the workplace such as cheating, theft, property damage, hostility towards coworkers, undependability, absenteeism and substance abuse” (Lucas & Friedrich, 2005, p. 18) may be too broad a range of behaviors to be accurately assessed by one 10-item scale or, as in our case, four 10-item…”