Deviant Workplace Behavior and the Organization's Ethical Climate

By Dane K. Peterson. 2002

419 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/c4355237be950fde016770fda1ffb86b982d53de

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Citations in the corpus

Corruption in organizations: Ethical climate and individual motives (2018, background): “…are considered as predictors simultaneously, ethical culture does not contribute uniquely to (un)ethical behavior (Kish-Gephart et al. 2010). climate as more ethical report less unethical behavior (Kish-Gephart et al. 2010; Peterson 2002; Wimbush and Shepard 1994; Treviño et al. 1998; Mayer 2014).”
Organizational Determinants of Workplace Deviant Behaviours: An Empirical Analysis in Nigeria (2012, neutral): “The clearest relationship was between Political Deviance and a Caring climate.”
The relationship of ethical climate to deviant workplace behaviour (2005, background): “was not associated with any particular ethical climate, and so might be better explained by the characteristics of the individual committing the act (Peterson, 2002).”
The effects of the perceived external prestige of the organization on employee deviant workplace behavior: The mediating role of job satisfaction (2016, methodology): “DWB was measured following the model provided by Peterson (2002).”
Understanding unethical behavior by unraveling ethical culture (2011, methodology): “Their definition of ethical climate – ‘those aspects of work climate that determine what constitutes ethical behavior at work’ (1988: 101) – is much cited and their model and its corresponding questionnaire have often been used (e.g. Martin and Cullen, 2006; Peterson, 2002a, 2002b; Schminke et al., ”
The effect of organizational culture on deviant behaviors in the workplace (2019, neutral): “Compared to the individual level, less empirical research has directly addressed the relationship between organizational factors and WDB, pointing out the role of situational variables, such as organizational climate perceptions (Peterson, 2002; Spector, Coulter, Stockwell, & Matz, 2007), ethical cl”
The Effects of Ethical Climates on Bullying Behaviour in the Workplace (2009, background): “This finding is also supported by the studies of Parboteeah and Kapp (2007), Peterson (2002b), Vardi (2001) and Wimbush et al. (1997b), who found similar relationships with unethical behaviour, organizational misbehaviour and law and code climates.”
A study of the impact of three leadership styles on integrity violations committed by police officers (2007, background): “They do not deal with the respondent’s personal transgressions, as the answer to such questions would be unreliable (Peterson, 2002).”
Negative reciprocity and the association between perceived organizational ethical values and organizational deviance (2010, methodology): “…serve as implicit (and sometimes explicit) organizational standards of conduct, acquired through direct conditioning (whereby behavior is rewarded or punished; e.g. Trevino et al., 2006; Vardi, 2001), or by observing others’ behavior and the reactions to it (Akers et al., 1979; Peterson, 2002).”
Positive and negative deviant workplace behaviors: causes, impacts, and solutions (2007, background): “When the organizational climate is one that fosters the sense in its employees that the organization cares about their welfare, then employees are less likely to engage in politically deviant behaviors (Peterson, 2002).”
“Bad Behavior” in Organizations: A Review and Typology for Future Research (2005, background): “This definition and perspective are carried forward in several subsequent articles dealing with deviance (cf. Bennett & Robinson, 2000; Colbert, Mount, Harter, Witt, & Barrick, 2004; Dunlop & Lee, 2004; Elangovan & Shapiro, 1998; Lee & Allen, 2002; Peterson, 2002; Robinson & Greenberg, 1998).”
Social Cognitive Theory: The Antecedents and Effects of Ethical Climate Fit on Organizational Attitudes of Corporate Accounting Professionals—A Reflection of Client Narcissism and Fraud Attitude Risk (2014, background): “Several studies have demonstrated a link between an organization’s ethical climate and its influences on individuals’ professional behavior and unethical workplace behavior (Trevino et al. 1998; Deshpande et al. 2000; Fritzsche 2000; Peterson 2002).”