We build on the emerging research that shows aversive subordinate workplace behaviors are likely related to abusive supervision in the workplace. Specifically, we develop and test a moderated-mediation model outlining the process of abusive supervision based on the stressor-emotion model of counterproductive work behavior. We argue that subordinate interpersonal deviance prompts supervisor negative emotions, which then leads supervisors to engage in abusive supervision. We also argue that subordinate organizational citizenship behavior (OCB) is likely to play a crucial role (...) in predicting abusive supervision. We argue that interpersonal deviance is more likely to prompt abusive supervision through supervisor negative emotions when the magnitude of an employee’s engagement in OCB is weaker. Study 1, a time-lagged field study, tests and provides support for the relationships among our key variables (Hypotheses 1–3). Study 2, utilizing multisource field data (i.e., subordinate–supervisor dyads), replicates the results from Study 1 and provides support for the entire moderated-mediation model while controlling for tenure with supervisor, subordinate task performance, and subordinate conscientiousness. We find general support for our predictions. We conclude with a discussion of theoretical and practical implications as well as future research directions. (shrink)

Severe tour guide stigma is a significant problem hindering tourism development. Based on self-identity threat and moral disengagement theory, this study analyzed the relationship between tour guide stigmatization and tour guides’ interpersonal deviance behavior. Survey data collected from 241 tour guides at three different points in time showed that tour guide stigmatization was positively related to tour guides’ interpersonal deviance behavior and that self-identity threat mediated this effect. The results also show that moral disengagement moderated the (...) effect of tour guides’ self-identity threat on interpersonal deviance behavior, as well as the indirect effect of tour guide stigmatization on tour guides’ interpersonal deviance behavior via self-identity threat. This study enriches theoretical research on tour guide stigmatization and offers practical suggestions for solving stigmatization problems for tour guides and organizations. (shrink)

Organizations differ in the extent to which they emphasize the importance of status, yet most extant research on the role of status at work has utilized a limited view of status as merely a matter of a person’s status rank. In contrast, we examine people’s perceptions of the extent to which having status matters in their work context and explore the behavioral implications of such perceptions. We offer a new construct, perceived status importance, defined as employees’ subjective assessment of the (...) degree to which people within their organization are preoccupied with status. Relying on social comparison theory, we propose that higher perceived status importance triggers envy, which leads to interpersonal deviance. Across three studies, using multiwave survey and experimental designs, we find support for these relationships. We also find support for the mitigating influence of core self-evaluations on the perceived status importance—envy relationship. Implications are discussed. (shrink)

The purpose of this study was to examine the moderating roles of hostile attribution bias and negative reciprocity beliefs in the relationship between workplace incivility, as perceived by employees, and their interpersonal deviance. Data were collected using a three-wave survey research design. Participants included 233 employees from a large manufacturing company in China. Hierarchical regression analyses were used to test the hypothesized relationships. Our study revealed that hostile attribution bias and negative reciprocity beliefs strengthened the positive relationship between (...) workplace incivility and interpersonal deviance. This relationship was the most positive when both hostile attribution bias and negative reciprocity beliefs were high. The findings provided evidence that directing employees to depress hostile attribution bias and negative reciprocity beliefs may attenuate the effects of workplace incivility on interpersonal deviance. Implications for theory, research, and management practice are discussed. (shrink)

In recent years, interest in family-to-work interference and its consequences has increased dramatically. Drawing on conservation of resources theory, we propose and test a dual spillover spiraling model which examines the indirect effects of family incivility on workplace interpersonal deviance through increasing family-to-work conflict (resource loss spiral) and decreasing family-to-work enrichment (resource gain spiral). We also examine the moderating effects of family-supportive supervisor behaviors on these indirect effects. The findings from a three-wave survey, with 455 employees and their (...) coworkers in 60 teams, reveal that experienced family incivility (Time 1) induces more interpersonal deviance at work (Time 3) through facilitating family-to-work conflict (Time 2) and inhibiting family-to-work enrichment (Time 2). Such indirect deviation amplifying effects are mitigated by higher supervisor-level family-supportive supervisor behaviors (Time 1). Theoretical and practical implications are discussed. (shrink)

Previous research has almost universally shown that forgiveness is a beneficial virtue that can generate a series of positive outcomes. We challenge this prevailing view by proposing that employee forgiveness is a mixed blessing. Setting off from distinguishing the motives behind forgiveness, we integrated the relational perspective and ego depletion theory to explore the beneficial and detrimental consequences of employee forgiveness. Specifically, our study investigated when and how employee forgiveness leads to interpersonal citizenship behaviors (ICBs) and interpersonal (...) class='Hi'>deviance. Using a sample of 349 supervisor–employee dyads, we found that employee forgiveness driven by strong relationship-oriented motives could foster high-quality relationships with coworkers and facilitate ICBs. In contrast, employee forgiveness driven by strong self-oriented motives could cause more resource depletion and increase interpersonal deviance. Furthermore, we discuss the theoretical and practical implications of our study as well as future research directions. (shrink)

A political act is a typical self-serving behavior that works to promote or protect self-interest. However, limited research explores its relationship with daily downstream behavior. Based on the ego depletion theory, the present study attempts to clarify when and how daily political acts will be transformed into interpersonal deviance. We collected 760 cases nested in 152 full time workers in mainland China through the experience sampling method. Via a multilevel structural equation model and hierarchical linear model, we tested (...) the mediated moderation model. The results showed that political acts correlated with interpersonal deviance on a daily basis. Moral self-efficacy buffers the relationship between political acts and interpersonal deviance, whereas chronic job strain amplifies the relationship. Furthermore, moral self-efficacy can mediate the moderating role of chronic job strain. (shrink)

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 idealism and relativism interacted to predict organizational deviance. Idealism was a significant predictor of interpersonal deviance, but no interaction was found. (shrink)

Drawing on the perspective of causal reasoning and the social cognitive theory of moral thought and action, this study explores the mechanisms underlying the association between exposure to exploitative leadership and employee workplace deviance. The results of a time-lagged survey conducted in China reveal that exposure to exploitative leadership can evoke a moral justification process that leads to increased employee organizational and interpersonal deviance. A tendency toward hostile attribution bias reinforces the direct link between exploitative leadership and (...) moral justification and the indirect effects of exploitative leadership on employee organizational and interpersonal deviance, via moral justification. The theoretical and practical implications of this study are discussed and potential directions for future studies are proposed. (shrink)

ABSTRACT:Organizations adopt formal sanctioning systems to deter ethical violations, but the formal systems’ effectiveness may be undermined by informal sanctioning systems which promote violations. I conducted an ethnographic study of six trading crowds on two financial exchanges to understand how informal and formal sanctioning systems, which are grounded in different interpretations of equity, interact to affect trader deviance from rules established by the financial exchange (exchange deviance). To deter informal trader norms that conflict with exchange rules, the exchanges (...) formally prohibit traders’ informal sanctions. The exchanges, however, underestimate traders’ informal sanctions related to ostracism and social rejection, which are not only difficult for the exchanges to detect, but also interpersonally hurtful and harmful to trader performance. Consequently, the traders’ informal social sanctions lead to secondary sanctions from trading firms. Ultimately, the informal sanctioning system evades the formal sanctioning system by exploiting what the exchanges deem to be minor rule violations. (shrink)

This study tested the direct effects of Dark Tetrad traits on organizational and interpersonal counterproductive work behaviors. We also examined the moderating effects of the three dimensions of organizational justice – distributive justice, procedural justice, and interactional justice – on the Dark Tetrad-CWBs relationships. Based on the data from 613 employees across different occupations, the results revealed that only psychopathy and sadism had significant effects on CWBs targeted at the organization. The results also supported the direct effect of sadism (...) on interpersonal CWBs. The findings confirmed the moderating role of interactional justice but differentially, depending on the dark trait and the target of workplace deviance. Whereas low and medium levels of interactional justice moderated the relationship between Machiavellianism and CWBs directed to the organization, it did not play any role in narcissism, psychopathy, and sadism. Regarding CWBs aimed at other people, interactional justice emerged as a significant moderator in Machiavellianism and sadism. But, whereas sadistic employees performed more harmful behaviors toward other individuals whatever their level of interactional justice, if people high in Machiavellianism perceived a high fair interpersonal treatment, they did not show deviant behaviors directed at other employees. The paper concludes with some suggestions and recommendations about the relevance of organizational justice in the influence of dark personality traits on CWBs. (shrink)

The need for better incorporation of the construct emotional intelligence (EI) into counterproductive work behavior (CWB) research may be achieved via a unified conceptual framework. Accordingly, the purpose of this paper is to use the Profile Analysis via Multidimensional Scaling (PAMS) approach, a conceptual framework that unifies motivational process with antecedents and outcomes, to assess differences in EI concerning a variety of constructs: organizational justice, CWB, emotional exhaustion, job satisfaction, and intrinsic motivation. Employing established scales within a framework unifying CWB, (...) intrinsic motivation, EI, organizational justice, and outcome constructs, two EI-based profiles displayed associations with CWB based on responses from 3,293 employees. Both the first core profile, high overall justice and low emotional intelligence, and the second core profile, high emotional intelligence and low work motivation, displayed associations with interpersonal deviance and organizational deviance, as well as emotional exhaustion and job satisfaction. The results are discussed with respect to possible underlying theory and an overarching unified motivation framework that incorporates goal choice, intrinsic motivation, antecedents, and outcomes. We also provide directions for future research and implications for managers in the workplace based on heuristic conceptual frameworks that combine multiple motivational perspectives into a unified model. (shrink)

Research on abusive supervision is imbalanced in two ways. First, with most research attention focused on the destructive consequences of abusive supervision, there has been relatively little work on subordinate-related predictors of perceptions of abusive supervision. Second, with most research on abusive supervision centered on its main effects and the moderating effects of supervisor-related factors, there is little understanding of how subordinate factors can moderate the main effects of perceptions of abusive supervision on workplace outcomes. The current study aims to (...) advance knowledge of the roles of subordinates in the formation of and reactions to perceptions of abusive supervision. Specifically, based on victim precipitation theory, the authors examined subordinates’ personality traits and self-reports of task performance as antecedents of perceptions of abusive supervision. The results show that subordinates high in neuroticism or low in conscientiousness had high levels of perceived abusive supervision partially through their self-reported deleterious job performance. In addition, the authors investigated the moderating effect of subordinates’ personality on the relationship between perceptions of abusive supervision and subordinates’ interpersonal deviance. Consistent with trait activation theory, subordinates low in both agreeableness and extraversion were more likely to engage in deviant behaviors in response to perceptions of abusive supervision than subordinates high in either or both agreeableness and extraversion. (shrink)

Although anomic feelings have been found to lead employees to unethical performance, little is known about why this relationship is possible. The aim of this study is to test a compassion-based explanation of why anomic employees harm co-workers by displaying interpersonal deviance. The prediction is made that once sociological anomie enters organizations in the form of employees’ private feelings of anomie—i.e., “anomia”—, this anomia will individually move staff to be uncompassionate in the workplace. Three uncompassionate feelings toward co-workers (...) are then hypothesized to mediate the relationship between anomia and interpersonal deviance: negative judgments about others, over-identification, and isolation. Data were collected from 280 employees at ten hotels in the Canary Islands. The results indicated that anomia was significantly and positively linked to uncompassionate feelings and interpersonal deviance, but only negative judgments about others mediated the anomia effects on interpersonal deviance. Findings suggest to managers that by spreading ethical standards that discourage negative judgments about others in the workplace, they can neutralize the mechanisms leading anomia to interpersonal deviance. (shrink)

Research on unethical leadership has predominantly focused on interpersonal and high-intensity forms of harmful leader behavior such as abusive supervision. Other forms of harmful leader behavior such as excessively pressuring subordinates or acting in self-centered ways have received less attention, despite being harmful and potentially occurring more frequently. We propose a model of four types of harmful leader behavior varying in intensity and orientation : Intimidation, Lack of Care, Self-Centeredness, and Excessive Pressure for Results. We map out how these (...) relate to other constructs in the unethical leader behavior field in order to integrate the existing work on how leaders can cause harm to followers. Next, in five studies, we develop and test a new survey instrument measuring the four proposed types of perceived HLB. We provide initial validity evidence for this new measure, establish its psychometric properties, and examine its nomological network by linking the four types of HLB to related leadership constructs and soft and hard outcome correlates at the individual and team level. We find that HLB is negatively related to constructive forms of leadership and positively to unethical ones. HLB is also related in the expected direction to job satisfaction, engagement, psychological safety, knowledge sharing, knowledge hiding, deviance, and objectively recorded team-level stress-related absenteeism. (shrink)

This paper integrates the inclusion and organizational ethics literatures to examine the relationship between employees’ perceptions of an organizational integration and learning approach to diversity and two employee outcomes: organizational citizenship behavior toward the organization and interpersonal workplace deviance. Findings across two field studies from the USA and Germany show that employees’ perceptions of an organizational integration and learning approach to diversity are positively related to perceived organizational ethical virtue. Perceived organizational ethical virtue further transmits the effect of (...) employees’ perceptions of an organizational integration and learning approach to diversity on both organizational citizenship behavior toward the organization and interpersonal workplace deviance. In addition, we find support for a moderated indirect effect model whereby the indirect effect of the perceived integration and learning approach to diversity on the dependent variables through perceived organizational ethical virtue is stronger when employees have high personal value for diversity rather than low personal value for diversity. These results underscore the importance of having a fit between employees’ perceptions of an organization’s approach to diversity and employees’ personal value for diversity in order for inclusion to result in positive employee behaviors. Results emphasize the ethical responsibility of organizations in terms of how they approach diversity. (shrink)

"Iago's 'I am not what I am' epitomises how Shakespeare's work is rich in philosophy, from issues of deception and moral deviance to those concerning the complex nature of the self, the notions of being and identity, and the possibility or impossibility of self-knowledge and knowledge of others. The Routledge Companion to Shakespeare and Philosophy examines the following important topics: - What roles can be played in an approach to Shakespeare by drawing on philosophical frameworks and the work of (...) philosophers? - What can philosophical theories of meaning and communication show about the dynamics of Shakespearean interactions, and vice versa? - How are notions such as political and social obligation, justice, equality, love, agency, and the ethics of interpersonal relationships demonstrated in Shakespeare's works? - What do the plays and poems invite us to say about the nature of knowledge, belief, doubt, deception and epistemic responsibility? - How can the ways in which Shakespeare's characters behave illuminate existential issues concerning meaning, absurdity, death and nothingness? - What might Shakespeare's characters and their actions show about the nature of the self, the mind, and the identity of individuals? - How can Shakespeare's works inform philosophical approaches to notions such as beauty, humour, horror and tragedy? - How do Shakespeare's works illuminate philosophical questions about the nature of fiction, the attitudes and expectations involved in engagement with theatre, and the role of acting and actors in creating representations? The Routledge Companion to Shakespeare and Philosophy is essential reading for students and researchers in aesthetics, philosophy of literature and philosophy of theatre"--. (shrink)

This book is the second volume of an interdisciplinary study, chiefly one of philosophy and psychology, which concerns personality, especially the abnormal in terms of states of aloneness, primarily that of the negative emotional isolation customarily known as loneliness. Other states of aloneness investigated include solitude, reclusiveness, seclusion, desolation, isolation, and what the author terms “aloneliness,” “alonism,” “lonism,” and “lonerism.” Insofar as this study most explicitly focuses on abnormal personalities, it employs the general and specific definitions of personality aberrations as (...) formulated by the American Psychiatric Association in its latest edition of the _Diagnostic and Statistical Manual of Mental Disorders (DSM-IV)_. The author views personality as preeminently comprised of the individual's interpersonal relationships. Unlike the _DSM-IV_, he proposes that people with personality disorders not only possibly but necessarily manifest deviancy regarding interpersonal functioning via serious shortcomings in shared inwardness, paramountly reciprocated intimacy. This work also engages in an analysis of five social factors that are conducive to predisposing, precipitating, and maintaining negative kinds of personality and aloneness. The author has formed these factors into an acronym titled _SCRAM_ since when they are present, intimacy scurries away and in its absence, loneliness and other sorts of unwanted aloneness scamper in and fill the person with unhappiness via, for instance, sadness and self-worthlessness. The constituents of SCRAM are the following social illnesses: _S_uccessitis (for example, the fixation on fame and fortune), _C_apitalitis (greed-driven, unfettered capitalism), _R_ivalitis (competitivitis), _A_tomitis (hyper-individualism), and _M_aterialitis (for example, the anti-spirituality of consumeritis). In sum, this book provides a different perspective on personality via the lenses of various types of aloneness and their lack of public and private intimacy, especially love. (shrink)

How do we deal with difference personally, interpersonally, nationally? Can we weave a cohesive social fabric in a religiously plural society without suppressing differences? This collection of significant essays suggests that to truly honour differences in matters of faith and religion we must publicly exercise and celebrate them. The secular/sacred, public/private divisions long considered sacred in the West need to be dismantled if Canada (or any nation state) is to develop a genuine mosaic that embraces fundamental differences instead of a (...) melting pot that marginalizes. An ethics of difference starts with a recognition of difference, not as deviance or deficit that threatens but as otherness to connect with, cherish, and celebrate. The book begins with the suggestion that our inability to come to terms with social plurality is not fundamentally the fault of religious differences, and that a public/private split inadequately deals with matters of basic difference. It then explores how encouraging people to live out their respective faiths may open new possibilities for respectful, honourable, and just negotiations of contemporary dilemmas arising out of the multicultural fabric of Canadian life. Towards an Ethics of Community introduces readers to some of the most challenging and divisive dilemmas we face in this increasingly pluralistic, postmodern world — issues such as family and domestic violence, Aboriginal rights, homosexuality and public policy, and female genital mutilation. This is a book truly global in scope and significance. (shrink)

This study provides a scoping review of the recent conceptual developments about the deviant work behavior and counterproductive work behavior constructs. It also examines the specific types of deviant work behavior that have been more consistently investigated in the last decade, and whether they cover the interpersonal or organizational type of deviant behavior. In addition, individual, group, and organizational predictors of deviant work behaviors are examined. A scoping review of reviews was conducted on Scopus and Web of Science databases (...) and 54 studies published from 2010 to June 2021 were taken into account. Results show that more recent conceptualizations are based on well established models in the literature and consider the hierarchical structure of these two constructs. Recent reviews examine the relationships of deviant work behavior with job performance and ethical behavior constructs, the multilevel nature of deviant work behavior, and the consequences for the actor of the deviance. The specific types of deviant work behavior more frequently reviewed in the last decade are workplace abuse, incivility, ostracism, bullying and sexual harassment, and abusive and destructive leadership; this evidence suggests a much greater attention to interpersonal, rather than organizational, forms of deviant work behavior. Regarding antecedents, results show the continuing prevalence of personality factors antecedents. Limitations of the study and theoretical and practical implications for the field are also provided. (shrink)

Workplace deviance has long been a subject of discussion in various industries, including the healthcare sector. The poor working conditions in the nursing profession have made nurses feel pressured to perform more than their contractual tasks, resulting in job dissatisfaction, which has prompted them to engage in workplace deviance, which may jeopardize the hospital’s well-being and wealth. The negative behaviors exhibited by the nurses had a significant impact on hospital function, which may also endanger the lives of patients, (...) which is an issue that warrants further investigation. The Pakistani nursing sector has been emphasized by the study due to the different working conditions in Pakistan as compared to Western countries. The nursing profession in Pakistan is different due to its dominant Islamic context. To elucidate the issue, this study aims to examine the influence of destructive leadership behaviors and citizenship pressure on job dissatisfaction among nurses and the influence of job dissatisfaction on workplace deviance. The role of job dissatisfaction as a mediator has also been examined. By adopting the quantitative approach, data were collected from 383 nurses in Pakistani Hospitals. Analysis was done using partial least squares structural equation modeling (PLS-SEM). The findings revealed that citizenship pressure and destructive leadership behaviors (i.e., laissez-faire, supportive-disloyal, and tyrannical leadership) are significant predictors of job dissatisfaction. Job dissatisfaction, in turn, was found to mediate the effect of citizenship pressure and all destructive leadership behaviors, except derailed leadership, on workplace deviance. The findings of the present study are theoretically and practically relevant as they provide new insights into the behavioral mechanisms that could be addressed to eliminate the occurrence of workplace deviance in the healthcare context. (shrink)

Plagiarism is increasingly evident in business and academia. Though links between demographic, personality, and situational factors have been found, previous research has not used actual plagiarism behavior as a criterion variable. Previous research on academic dishonesty has consistently used self-report measures to establish prevalence of dishonest behavior. In this study we use actual plagiarism behavior to establish its prevalence, as well as relationships between integrity-related personal selection and workplace deviance measures. This research covers new ground in two respects: (a) (...) That the academic dishonesty literature is subject to revision using criterion variables to avoid self bias and social desirability issues and (b) we establish the relationship between actual academic dishonesty and potential workplace deviance/white-collar crime. (shrink)

While organizational deviance has become a popular research topic in the past two decades, deviant behavior remains a contested concept, with several research studies being done to better define the term. As a result, researchers have introduced various definitions and constructs which seem to overlap one another. Such proliferation might backfire and could lead to more confusion. Looking at deviance from an ontological aspect, therefore, will help to decrease such confusion among researchers. Another advantage to ontologically viewing (...) class='Hi'>deviance is that it provides a better understanding of the concept. To prevent deviance occurring within an organization, the first step is learning more about it. This study therefore aims to discover how researchers can use ontological view to provide a better understanding of deviance, thus creating a deviance-free climate within an organization. This study looks at the role of storytelling in sharing norms within an organization to provide such a deviance-free climate. (shrink)

The Calvinist view that man is predestined to be among the elect or the damned has profoundly influenced not only our views of criminals and deviants, but also the theoretical basis of correctional methods and psychotherapeutic techniques. In this provocative and original volume, Mordechai Rotenberg examines the impact of Protestant doctrine on Western theories of deviance. He explores the inherent contradiction between Protestant ethics, with its view of human nature as predestinated, and the "people-changing" sciences.Rotenberg presents empirical studies that (...) show how people's tendency to label themselves and others as deviant can be predicted on the basis of their exposure to Western socialization. He contrasts alienating individuals, the result of competitiveness and exaggerated independence fostered by socialization in Protestant societies, to the reciprocal individualism of Hassidic, Japanese, and other non-Western cultures. Examining the Protestant "bias" of Western behavioral sciences, Rotenberg examines modern theories of deviance and proposes alternative models. He compares traditional past-oriented insight therapy, grounded in Calvinist methods of introspection, self-torment, and conversion, with Hassidic notions of redemption and salvation."Rotenberg provides important historical and sociological insights into the intellectual origins of modern theories of deviance. His argument that Western behavioral science retains a Calvinist view of humanity will force most scholars to examine anew the assumptions and foundations of their own theories."--Gerald N. Grob, Rutgers University"A highly original work, which should be of great interest to anyone concerned with relevant behavior. It shows how macro-definitions in a society tend to lead people to think about themselves and their ills in certain ways--and thus to deviate in certain ways."--Richard A. Cloward, co-author, Regulating the Poor: The Functions of Public Welfare. (shrink)

Are current theories of moral responsibility missing a factor in the attribution of blame and praise? Four studies demonstrated that even when cause, intention, and outcome (factors generally assumed to be sufficient for the ascription of moral responsibility) are all present, blame and praise are discounted when the factors are not linked together in the usual manner (i.e., cases of ‘‘causal deviance’’). Experiment 4 further demonstrates that this effect of causal deviance is driven by intuitive gut feelings of (...) right and wrong, not logical deliberation. Ó 2003 Published by Elsevier Science (USA). (shrink)

In recent years, public discourse has largely embraced the idea that persons with addictions have a “brain disease,” and ought to be treated medically rather than judicially. This article first argues that this social shift is mostly the result of middle- and upper-class whites being among the addicted. The medical language is deployed so that such persons avoid the stigma of “deviance” commonly linked to addiction. Second, this article argues for a Christian “holy deviance,” whereby Christians become deviant (...) by going out to those who are already marked by society as deviant, letting the latter know in word and deed that they are loved. (shrink)

I argue that we should give up the fight to rescue causal theories of action from fundamental challenges such as the problem of deviant causal chains; and that we should rather pursue an account of action based on the basic intuition that control identifies agency. In Section 1 I introduce causalism about action explanation. In Section 2 I present an alternative, Frankfurt’s idea of guidance. In Section 3 I argue that the problem of deviant causal chains challenges causalism in two (...) important respects: first, it emphasizes that causalism fails to do justice to our basic intuition that control is necessary for agency. Second, it provides countless counterexamples to causalism, which many recent firemen have failed to extinguish – as I argue in some detail. Finally, in Section 4 I argue, contra Al Mele, that control does not require the attribution of psychological states as causes. (shrink)

Most contemporary philosophers of action agree on the following claims. Firstly, the possibility of deviant or wayward causal chains poses a serious problem for the standard-causal theory of action. Secondly, we can distinguish between different kinds of deviant causal chains in the theory of action. In particular, we can distinguish between cases of basic and cases of consequential deviance. Thirdly, the problem of consequential deviance admits of a fairly straightforward solution, whereas the possibility of basic deviance constitutes (...) a separate and difficult problem that requires its own solution. I will argue that the problem of basic deviance is no more troublesome than the problem of consequential deviance, as a solution to the former is implicit in the standard solution to the latter. (shrink)

Drawing on the problem of deviance, I present a novel line of argumentation against causal theories of action. The causalist faces a dilemma: either she adopts a simple account of the causal route between intention and outcome, at the cost of failing to rule out deviance cases, or she adopts a more sophisticated account, at the cost of ruling out cases of intentional action in which the causal route is merely unusual. Underlying this dilemma, I argue, is that (...) the agent's perspective plays an ineliminable role in determining which causal pathways are deviant and which are not. (shrink)

A BSTRACT: I argue that theory theory approaches to autism offer a wholly inadequate explanation of autistic symptoms because they offer a wholly inadequate account of the non-autistic understanding of others. As an alternative I outline interaction theory, which incorporates evidence from both developmental and phenomenological studies to show that humans are endowed with important capacities for intersubjective understanding from birth or early infancy. As part of a neurophenomenological analysis of autism, interaction theory offers an account of interpersonal problems (...) that is fully consistent with the variety of social and nonsocial symptoms found in autism. (shrink)

I examine the once popular claim according to which interpersonal comparisons of welfare are necessary for social choice. I side with current social choice theorists in emphasizing that, on a narrow construal, this necessity claim is refuted beyond appeal. However, I depart from the opinion presently prevailing in social choice theory in highlighting that on a broader construal, this claim proves not only compatible with, but even comforted by, the current state of the field. I submit that all in (...) all, the most accurate philosophical assessment consists not in flatly rejecting this necessity claim, but in accepting it in a suitably revised form. (shrink)

Most moral and political theories require us to make interpersonal comparisons of welfare. This poses a challenge to the popular view that welfare consists in the satisfaction of preferences or des...

We compare a number of influential approaches to human communication with the aim of understanding what it means for interpersonal communication to be a form of social action. In particular, we discuss the large-scale social normativity advocated by speech act theory, the view of communication as small-scale social interaction proper of Gricean approaches, and the intimate connection between communication and cooperation defended by Tomasello. We then argue in favor of a small-scale view of communication capable of accounting for the (...) normative effects of communicative acts; to this purpose, we introduce the concept of interpersonal normativity and analyze its relationship with communicative intentions. (shrink)

The aim of this research is to find the operating level manager’s interpersonal competence. The total subjects of this research are 139 operating level managers. The subjects of this research are divided by the big-five personality trait, such as openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism. Researcher used questionnaire which is based on Likert scale to collect the data of this research. The data was analyzed by descriptive statistics with SPSS program 12 th version. The result of this (...) research shows that openness to experience and neuroticism tipe of personality has higher interpersonal competence score than the other personality tipes.  . (shrink)

Social behaviors rely on the coordination of multiple effectors within one’s own body as well as between the interacting bodies. However, little is known about how coupling at the interpersonal level impacts coordination among body parts at the intrapersonal level, especially in ecological, complex, situations. Here, we perturbed interpersonal sensorimotor communication in violin players of an orchestra and investigated how this impacted musicians’ intrapersonal movements coordination. More precisely, first section violinists were asked to turn their back to the (...) conductor and to face the second section of violinists, who still faced the conductor. Motion capture of head and bow kinematics showed that altering the usual interpersonal coupling scheme increased intrapersonal coordination. Our perturbation also induced smaller yet more complex head movements, which spanned multiple, faster timescales that closely matched the metrical levels of the musical score. Importantly, perturbation differentially increased intrapersonal coordination across these timescales. We interpret this behavioral shift as a sensorimotor strategy that exploits periodical movements to effectively tune sensory processing in time and allows coping with the disruption in the interpersonal coupling scheme. As such, head movements, which are usually deemed to fulfill communicative functions, may possibly be adapted to help regulate own performance in time. (shrink)

Despite its prevalence in emerging economies, everyday-life business deviance and its antecedents have received surprisingly little research attention. Drawing on strain theory and the business-ethics literature, we develop a socio-psychological explanation for this deviance. Our analysis of 741 owners of Chinese small- and medium-sized enterprises suggests that materialism and trust in institutional justice affect EBD both directly and indirectly in a relationship mediated by the ethical standards of SME owners. These findings have important implications for researching deviant business (...) behavior within SMEs. (shrink)

Plagiarism is increasingly evident in business and academia. Though links between demographic, personality, and situational factors have been found, previous research has not used actual plagiarism behavior as a criterion variable. Previous research on academic dishonesty has consistently used self-report measures to establish prevalence of dishonest behavior. In this study we use actual plagiarism behavior to establish its prevalence, as well as relationships between integrity-related personal selection and workplace deviance measures. This research covers new ground in two respects: (a) (...) That the academic dishonesty literature is subject to revision using criterion variables to avoid self bias and social desirability issues and (b) we establish the relationship between actual academic dishonesty and potential workplace deviance/white-collar crime. (shrink)

This paper is about the putative theoretical virtue of strength, as it might be used in abductive arguments to the correct logic in the epistemology of logic. It argues for three theses. The first is that the well-defined property of logical strength is neither a virtue nor a vice, so that logically weaker theories are not—all other things being equal—worse or better theories than logically stronger ones. The second thesis is that logical strength does not entail the looser characteristic of (...) scientific strength, and the third is that many modern logics are on a par—or can be made to be on a par—with respect to scientific strength. (shrink)

Causal theories of action, perception and knowledge are each beset by problems of so-called ‘deviant’ causal chains. For each such theory, counterexamples are formed using odd or co-incidental causal chains to establish that the theory is committed to unpalatable claims about some intentional action, about a case of veridical perception or about the acquisition of genuine knowledge. In this paper I will argue that three well-known examples of a deviant causal chain have something in common: they each violate Yablos proportionality (...) constraint on causation. I will argue that this constraint provides the key to saving causal theories from deviant chains. (shrink)

Within the growing developmental literature on children's testimonial learning, the emphasis placed on children's evaluations of testimonial evidence has shielded from view some of the more collaborative dimensions of testimonial learning. Drawing on recent philosophical work on testimony and interpersonal trust, we argue for an alternative way of conceptualizing the social nature of testimonial learning. On this alternative, some testimonial learning is the result of a jointly collaborative epistemic activity, an activity that aims at the epistemic goal of true (...) belief, but that does so by means of an irreducibly social process. (shrink)

Promoting interpersonal helping among coworkers is an important aim for any organisation that cares about employee well-being. Drawing on guilt aversion hypothesis, this research focuses on the power of social expectations in promoting prosocial behaviour among employees and investigates the role of anticipated guilt for failing to meet coworkers’ expectations. In two preregistered studies, the effect of beneficiary expectation on benefactors’ anticipated guilt and intention to help was investigated. In Study 1, Japanese participants (n = 284) recalled a situation (...) when they helped a coworker spontaneously, and evaluated perceived beneficiary expectation to receive help, as well as anticipated guilt for not helping. Beneficiary expectation positively predicted anticipated guilt, and the effect was stronger when the beneficiary was a same-status colleague, and when interpersonal helping frequency in the organisation was low. Study 2 (n = 499) employed vignettes and manipulated beneficiary expectation. A mediational model revealed that beneficiary expectation leads to more anticipated guilt for not helping, which, in turn, increases employees’ intention to help. Together, these studies show that employees are sensitive to their coworkers’ expectations, and guilt-averse; therefore, interpersonal helping among employees may be promoted by establishing legitimate expectations of prosociality in the workplace. (shrink)

It is reasonably well accepted that the explanation of intentional action is teleological explanation. Very roughly, an explanation of some event, E, is teleological only if it explains E by citing some goal or purpose or reason that produced E. Alternatively, teleological explanations of intentional action explain “by citing the state of affairs toward which the behavior was directed” thereby answering questions like “To what end was the agent’s behavior directed?” Causalism—advocated by causalists—is the thesis that explanations of intentional action (...) are both causal and teleological. By contrast, non-causalism—advocated by non-causalists—is the thesis that explanations of intentional action are teleological but not causal. Familiarly, the problem of causal deviance plagues causalism. But while some have supposed that the problem is grave enough that causalism is bound to suffer a global breakdown, the rumors of causalism’s demise are greatly exaggerated. In what follows, I note that every instance of causal deviance is also an instance of teleological deviance and that teleological deviance is a problem for causalist and non-causalist alike, a problem that causalists may be better able to deal with. Or so I argue. (shrink)

I defend the claim that we have the capacity to perceptually represent objects and events in experience as deviating from an expectation, or, for short, as deviant. The rival hypothesis is that we may ascribe the property of deviance to a stimulus at a cognitive level, but that property is not a representational content of perceptual experience. I provide empirical reasons to think that, contrary to the rival hypothesis, we do perceptually represent deviance.