Deviant behavior refers to actions taken by employees that are harmful to their organizations. It includes behaviors like theft, bullying, and harassment, for example. Some of my research has sought to understand how to reduce the likelihood of these negative behaviors.
Avoiding Deviant Behavior.
Let’s face it: Sometimes people engage in behaviors that are very harmful to their organizations. Employee theft and other types of counterproductive behaviors are common, but preventable.
And when our best efforts to prevent deviant behavior fail, this might call for termination of the offending employee.
For Further Reading:
Greenberg, J., & Tomlinson, E. C. (2004). The methodological evolution of employee theft research: The DATA cycle. In R. Griffin & A. O’Leary-Kelley (Eds.), The dark side of organizational behavior (pp. 426-461). San Francisco, CA: Jossey-Bass.
Tomlinson, E. C., & Greenberg, J. (2005). Discouraging employee theft by managing social norms and promoting organizational justice. In R. Kidwell & C. Martin (Eds.), Managing organizational deviance (pp. 211-232). Thousand Oaks, CA: Sage.
Tomlinson, E. C., & Greenberg, J. (2007). Understanding and deterring employee theft with organizational justice. In J. Langan-Fox, C. Cooper, & R. Klimoski (Eds.), Research companion to the dysfunctional workplace: Management challenges and symptoms (pp. 285-301). Cheltenham, UK: Edward Elgar.
Dineen, B. R., Lewicki, R. J., & Tomlinson, E. C. (2006). Supervisory guidance and behavioral integrity: Relationships with employee citizenship and deviant behavior. Journal of Applied Psychology, 91, 622-635. DOI: 10.1037/0021-9010.91.3.622.
Tomlinson, E. C., & Bockanic, W. N. (2009). Avoiding liability for wrongful termination: “Ready, Aim,… Fire!” Employee Responsibilities and Rights Journal, 21, 77-87. DOI: 10.1007/s10672-008-9068-0.
Burke, R. J., Tomlinson, E. C., & Cooper, C. (Eds.). (2011). Crime and corruption in organizations: Why it happens and what to do about it. Surrey, England: Gower.