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  1.  54
    The Role of Ethical Ideology in Workplace Deviance.Christine A. Henle, Robert A. Giacalone & Carole L. Jurkiewicz - 2005 - Journal of Business Ethics 56 (3):219-230.
    Ethical ideology is predicted to play a role in the occurrence of workplace deviance. Forsyths (1980) Ethics Position Questionnaire measures two dimensions of ethical ideology: idealism and relativism. It is hypothesized that idealism will be negatively correlated with employee deviance while relativism will be positively related. Further, it is predicted that idealism and relativism will interact in such a way that there will only be a relationship between idealism and deviance when relativism is higher. Results supported the hypothesized correlations and (...)
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  2.  63
    Stealing Time at Work: Attitudes, Social Pressure, and Perceived Control as Predictors of Time Theft.Christine A. Henle, Charlie L. Reeve & Virginia E. Pitts - 2010 - Journal of Business Ethics 94 (1):53-67.
    Organizations have long struggled to find ways to reduce the occurrence of unethical behaviors by employees. Unfortunately, time theft, a common and costly form of ethical misconduct at work, has been understudied by ethics researchers. In order to remedy this gap in the literature, we used the theory of planned behavior (TPB) to investigate the antecedents of time theft, which includes behaviors such as arriving later to or leaving earlier from work than scheduled, taking additional or longer breaks than is (...)
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  3.  22
    What Have I Done to Deserve This? Effects of Employee Personality and Emotion on Abusive Supervision.Christine A. Henle & Michael A. Gross - 2014 - Journal of Business Ethics 122 (3):461-474.
    Drawing on victim precipitation theory, we propose that certain employees are more likely to perceive abusive supervision because of their personality traits. Specifically, we hypothesize that subordinates’ emotional stability, conscientiousness, and agreeableness will be negatively related to perceived abuse from their supervisor and that negative emotions at work will mediate these relationships. We surveyed 222 employees and found that emotional stability and conscientiousness negatively predicted employees’ self-reports of abusive supervision and that this relationship was mediated by negative emotions. Thus, employees (...)
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