مقاله انگلیسی رایگان در مورد تاثير رهبري اخلاقي در رفتار کارگاهي ناسالم – امرالد 2017

Today, the issue of ethics in organizations is an interesting topic to be discussed especially for the issue of unethical or deviant behavior. Therefore, this issue becomes a major concern in an organization and business field. Unethical or deviant behavior will produce a negative implication on individuals, groups, and organization in which it encourages practitioners and academicians to give more attention to the ethical management (Brown et al., 2005). Deviant behavior has a negative influence on an organization as stated by some researchers; unethical behavior seems to have a further impact on the evasion of customers (Babin et al., 2000; Gilbert, 2003). Thomas et al. (2004) explained that unethical behavior will increase the financial risks and costs as well as decrease the value of the company which in turn will lower the return to the stakeholders. On the other hand, Henle (2005) in his research believed that unethical or deviant behavior has influenced the decrease of productivity and performance in an organization. In the long-term period, negative implications caused by this behavior will affect the competitive strength of the organization. This also affected the performance of the individual significantly and negatively (Muafi, 2011). Moreover, there is a surcharge that came up due to the negative effect on performance and productivity (Dunlop and Lee, 2004). Low quality of work, lost working time, high legal and health costs as well as the negative effect on public perception (Litzky et al., 2006). The researchers have a different term of deviant behavior such as workplace deviance (Robinson and Bennett, 1995), counterproductive behavior (Mangione and Quinn in Vardi and Weitz, 2004), antisocial behavior (Giacalone and Greenberg, 1997), misbehavior (Vardi and Weitz, 2004), and organizational misbehavior (Vardi and Weitz, 2004). Counterproductive work behavior and antisocial behavior are a different terminology which is also used for unethical work behavior. However, the point is that these activities have a common sense which is a significant violation of organizations or social norms. Thus, it has negative implications for the organization and its members (Robinson and Bennett, 1995). Deviant behavior is caused by many things as it is in accordance with the research of Bamikole (2012). He showed that there is an extensive ground in deviant behavior which includes negative working cognition (Lee and Allen, 2002), acceptable injustice (Aquino et al., 1999; Elias, 2013), anger, hostility, and revenge (Douglas and Martinko, 2001). In addition to that, Muafi (2011) revealed that deviant behavior in the workplace is caused by resign intention (intent to quit), dissatisfaction, and lack of appreciation. Nasir and Bashir (2012) also confirmed that the factors responsible for deviant behavior consist of financial pressure, low job satisfaction, inequality, working environment issue, and workers’ perception. While according to Appelbaum et al. (2005), there are four main factors which could cause deviant behavior, namely, organizational issue, behavioral model, operational environment, and individual perspective.