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  1. Ambivalent Identification as a Moderator of the Link Between Organizational Identification and Counterproductive Work Behaviors.Valeria Ciampa, Moritz Sirowatka, Sebastian C. Schuh, Franco Fraccaroli & Rolf van Dick - 2019 - Journal of Business Ethics 169 (1):119-134.
    Although counterproductive work behaviors can be extremely damaging to organizations and society as a whole, we do not yet fully understand the link between employees’ organizational attachment and their intention to engage in such behaviors. Based on social identity theory, we predicted a negative relationship between organizational identification and counterproductive work behaviors. We also predicted that this relationship would be moderated by ambivalent identification. We explored counterproductive work behaviors toward the organization and other individuals. Study 1, a survey of 198 (...)
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  • The Relationship Between Workplace Ostracism and Sleep Quality: A Mediated Moderation Model.Yang Chen & Shuang Li - 2019 - Frontiers in Psychology 10.
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  • The Synergistic Effect of Descriptive and Injunctive Norm Perceptions on Counterproductive Work Behaviors.Ryan P. Jacobson, Lisa A. Marchiondo, Kathryn J. L. Jacobson & Jacqueline N. Hood - 2020 - Journal of Business Ethics 162 (1):191-209.
    This paper addresses the potentially interactive effects of descriptive and injunctive norm perceptions on an unethical workplace behavior: counterproductive work behavior perpetration. We draw on the Focus Theory of Normative Conduct and its conceptual distinction between norm types to refine research on this topic. We also test a person-by-environment interaction to determine whether the interactive effects of these norms for CWB are enhanced among employees reporting a stronger need to belong to social groups. In two studies, predictors were assessed in (...)
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  • The Predictive Effects of Workplace Ostracism on Employee Attitudes: A Job Embeddedness Perspective.Hong Zhu & Yijing Lyu - 2019 - Journal of Business Ethics 158 (4):1083-1095.
    It has been contended that ostracism is prevalent in the workplace, and there has been increasing research interest in its potential effects. This paper extends the theoretical framework of workplace ostracism by linking it with affective commitment and intention to leave from the perspective of job embeddedness. Using time-lagged data from China, we apply job embeddedness theory to confirm that workplace ostracism decreases the cultivation of job embeddedness, which in turn undermines affective commitment and induces intention to leave. We also (...)
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