Steven M. Elias (ed.)
- Published in print:
- 2013
- Published Online:
- March 2016
- ISBN:
- 9780814722602
- eISBN:
- 9780814722626
- Item type:
- book
- Publisher:
- NYU Press
- DOI:
- 10.18574/nyu/9780814722602.001.0001
- Subject:
- Psychology, Social Psychology
Workplace crimes are never far from the news. From major scandals like Enron to violent crimes committed by co-workers to petty theft of office supplies, deviant and criminal behavior is common in ...
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Workplace crimes are never far from the news. From major scandals like Enron to violent crimes committed by co-workers to petty theft of office supplies, deviant and criminal behavior is common in the workplace. Psychological factors are almost always involved when an employee engages in such behavior. This book offers insights at the level of the individual employee and also sheds light on the role organizations themselves may play in fostering such criminal behavior. It considers psychological factors involved in theft and fraud, workplace violence, employee discrimination, and sexual harassment. It also analyzes a number of variables which can influence such behavior; including employee personality, employee emotional processes, experience of occupational stress, organizational culture, organizational injustice, and human resource management practices. The book will be of core interest to those interested in the psychology and sociology of work, organizational behavior, and human resource management.Less
Workplace crimes are never far from the news. From major scandals like Enron to violent crimes committed by co-workers to petty theft of office supplies, deviant and criminal behavior is common in the workplace. Psychological factors are almost always involved when an employee engages in such behavior. This book offers insights at the level of the individual employee and also sheds light on the role organizations themselves may play in fostering such criminal behavior. It considers psychological factors involved in theft and fraud, workplace violence, employee discrimination, and sexual harassment. It also analyzes a number of variables which can influence such behavior; including employee personality, employee emotional processes, experience of occupational stress, organizational culture, organizational injustice, and human resource management practices. The book will be of core interest to those interested in the psychology and sociology of work, organizational behavior, and human resource management.
Sharon L. Grant
- Published in print:
- 2013
- Published Online:
- March 2016
- ISBN:
- 9780814722602
- eISBN:
- 9780814722626
- Item type:
- chapter
- Publisher:
- NYU Press
- DOI:
- 10.18574/nyu/9780814722602.003.0004
- Subject:
- Psychology, Social Psychology
This chapter focuses on the role of occupational stress as a contributing factor in workplace deviance and crime, in relation to the Transactional Model of Stress and Coping. This model is a stress ...
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This chapter focuses on the role of occupational stress as a contributing factor in workplace deviance and crime, in relation to the Transactional Model of Stress and Coping. This model is a stress process paradigm in which cognitive appraisal and coping strategies mediate between potentially stressful conditions/events (“stressors”) and the subsequent experience of distress and related psychological, physical, and behavioral (“strain”) outcomes. The model proposes that workplace deviance is an emotion-based, behavioral strain response to perceived negative work environment conditions/events (“job stressors”). In particular, it suggests that employees who feel they have lost control may use workplace deviance to covertly or passively strike out at the perceived source of stress, and make themselves feel better.Less
This chapter focuses on the role of occupational stress as a contributing factor in workplace deviance and crime, in relation to the Transactional Model of Stress and Coping. This model is a stress process paradigm in which cognitive appraisal and coping strategies mediate between potentially stressful conditions/events (“stressors”) and the subsequent experience of distress and related psychological, physical, and behavioral (“strain”) outcomes. The model proposes that workplace deviance is an emotion-based, behavioral strain response to perceived negative work environment conditions/events (“job stressors”). In particular, it suggests that employees who feel they have lost control may use workplace deviance to covertly or passively strike out at the perceived source of stress, and make themselves feel better.
