Sandra L Robinson
Datos Biográficos
| ID | 3610830 |
|---|---|
| NOMBRE | Sandra L Robinson |
| NOMBRES | Sandra L |
| APELLIDO | Robinson |
| FIRMA | ROBINSON S L |
| AFILIACIONES | University of British Columbia |
| ORCID | 0000-0003-3883-3801 |
| VERIFICADO | Sí |
| TOTAL DE OBRAS | 18 |
| TOTAL DE CITAS | 207 |
| TOTAL COMO AUTOR | 18 |
| TOTAL COMO EDITOR | 0 |
| PRIMER AÑO DE PUBLICACIÓN | 1994 |
| AÑO MÁS RECIENTE DE PUBLICACIÓN | 2024 |
| ÍNDICE H | 4 |
Platformed misogyny in Depp v Heard
Loving or loathing? A power‐dependency explanation for narcissists' social acceptance in the workplace
Research on the social consequences of narcissism points to an intriguing paradox: narcissists are socially aversive and destructive to healthy interpersonal relationships; yet, narcissists also have an ability to be socially magnetic and attractive. This raises the question we seek to answer in this paper: Are narcissists socially accepted by coworkers in the workplace, and if so, when? Drawing on the social‐constructionist perspective and power…
Social and situational dynamics surrounding workplace mistreatment
In our introduction to this special issue, we explain why understanding the social and situational context around workplace mistreatment is important. We then provide summaries of the six articles in this special issue and conclude by identifying three key themes—social interpretation, recursive nature of mistreatment, and beyond the dyad—and some important directions for future research
Putting time in perspective
We spend a substantial part of our daily life waiting, and unfortunately, wait time can fuel aggressive tendencies. Our study examines the relationship between wait time, perceived wait time, and aggressive tendencies from a construal level perspective. In Study 1, we found that the higher the construal level, the stronger the relationship between actual and perceived wait time and the stronger relationship between perceived wait time and aggress…
Is Negative Attention Better Than No Attention? The Comparative Effects of Ostracism and Harassment at Work
Ostracism has been recognized as conceptually and empirically distinct from harassment. Drawing from theory and research that suggests that employees have a strong need to belong in their organizations, we examine the comparative frequency and impact of ostracism and harassment in organizations across three field studies. Study 1 finds that a wide range of employees perceive ostracism, compared with harassment, to be more socially acceptable, les…
Coworkers Behaving Badly
This article provides a review of the literature addressing the impact of coworkers’ deviant, dysfunctional, or counterproductive behaviors upon individual employees. We provide a framework for the collection of findings on this issue, revealing that coworker deviant behavior negatively impacts individual employees’ attitudes, affect, and actions through three routes: (a) direct impact, whereby an employee is the target of coworkers’ deviant beha…
Invisible at Work
This article offers a review, integration, and extension of the literature relevant to ostracism in organizations. We first seek to add conceptual clarity to ostracism, by reviewing existing definitions and developing a cohesive one, identifying the key features of workplace ostracism, and distinguishing it from existing organizational constructs. Next, we develop a broad model of ostracism in organizations. This model serves to integrate the rel…
Escaping bullying
In this study, we investigate the simultaneous impact of, and interaction between, being the direct target of bullying and working in an environment characterized by bullying upon employees’ turnover intentions. Hierarchical linear modeling analysis of a sample of 41 hospital units and 357 nurses demonstrates that working in an environment characterized by bullying increases individual employees’ turnover intentions. Importantly, employees report…
Re-Viewing Organizational Corruption
This special topic forum was designed to stimulate theory development on corruption in organizational life as a systemic and synergistic phenomenon. Given the multiple perspectives and bodies of literature that can be brought to bear on the phenomenon, we introduce the forum with a micro view, macro view, wide view, long view, and deep view of organizational corruption. These views suggest that there is much need for conceptual work that is integ…
Territoriality in Organizations
Territorial feelings and behaviors are important, pervasive, and yet largely overlooked aspects of organizational life. Organizational members can and do become territorial over physical spaces, ideas, roles, relationships, and other potential possessions in organizations. We examine how territorial behaviors are used to construct, communicate, maintain, and restore territories in organizations. We then go on to discuss the organizational consequ…
Development of a measure of workplace deviance.
The purpose of this research was to develop broad, theoretically derived measure(s) of deviant behavior in the workplace. Two scales were developed: a 12-item scale of organizational deviance (deviant behaviors directly harmful to the organization) and a 7-item scale of interpersonal deviance (deviant behaviors directly harmful to other individuals within the organization). These scales were found to have internal reliabilities of .81 and .78, re…
The development of psychological contract breach and violation
This study examines factors affecting employees' perceptions that their psychological contract has been breached by their organization, and factors affecting whether this perception will cause employees to experience feelings of contract violation. Data were obtained from 147 managers just prior to their beginning of new job (time 1) and 18 months later (time 2). It was found that perceived contract breach at time 2 was more likely when organizat…
Monkey See, Monkey Do
This cross-level field study, involving 187 employees from 35 groups in 20 organizations, examined how individuals' antisocial behaviors at work are shaped by the antisocial behavior of their cowor...
When Employees Feel Betrayed
A Typology of Deviant Workplace Behaviors
In this study, we developed a typology of deviant workplace behaviors using multidimensional scaling techniques. Results suggest that deviant workplace behaviors vary along two dimensions: minor versus serious, and interpersonal versus organizational. On the basis of these two dimensions, employee deviance appears to fall into four distinct categories: production deviance, property deviance, political deviance, and personal aggression. Theoretica…
Psychological contracts and OCB
This study examines the relationship between violation of an employee's psychological contract and civic virtue behavior. A psychological contract is a set of beliefs regarding mutual obligations between employee and employer. One hundred twenty‐six MBA alumni were surveyed at the time of hire (T1), and after 18 months (T2) and 30 months (T3) on the job. When employees felt that their employers had failed to fulfil employment obligations at T2, t…
Changing Obligations and the Psychological Contract
In an exploratory longitudinal study of business school alumni, we investigated changes in employment obligations as perceived by employees. During the first two years of employment, employees came...
Violating the psychological contract
The occurrence and impact of psychological contract violations were studied among graduate management alumni ( N = 128) who were surveyed twice, once at graduation (immediately following recruitment) and then two years later. Psychological contracts, reciprocal obligations in employment developed during and after recruitment, were reported by a majority of respondents (54.8 per cent) as having been violated by their employers. The impact of viola…
Violating the psychological contract
The occurrence and impact of psychological contract violations were studied among graduate management alumni ( N = 128) who were surveyed twice, once at graduation (immediately following recruitment) and then two years later. Psychological contracts, reciprocal obligations in employment developed during and after recruitment, were reported by a majority of respondents (54.8 per cent) as having been violated by their employers. The impact of viola…
Psychological contracts and OCB
This study examines the relationship between violation of an employee's psychological contract and civic virtue behavior. A psychological contract is a set of beliefs regarding mutual obligations between employee and employer. One hundred twenty‐six MBA alumni were surveyed at the time of hire (T1), and after 18 months (T2) and 30 months (T3) on the job. When employees felt that their employers had failed to fulfil employment obligations at T2, t…
Escaping bullying
In this study, we investigate the simultaneous impact of, and interaction between, being the direct target of bullying and working in an environment characterized by bullying upon employees’ turnover intentions. Hierarchical linear modeling analysis of a sample of 41 hospital units and 357 nurses demonstrates that working in an environment characterized by bullying increases individual employees’ turnover intentions. Importantly, employees report…
Social and situational dynamics surrounding workplace mistreatment
In our introduction to this special issue, we explain why understanding the social and situational context around workplace mistreatment is important. We then provide summaries of the six articles in this special issue and conclude by identifying three key themes—social interpretation, recursive nature of mistreatment, and beyond the dyad—and some important directions for future research
Putting time in perspective
We spend a substantial part of our daily life waiting, and unfortunately, wait time can fuel aggressive tendencies. Our study examines the relationship between wait time, perceived wait time, and aggressive tendencies from a construal level perspective. In Study 1, we found that the higher the construal level, the stronger the relationship between actual and perceived wait time and the stronger relationship between perceived wait time and aggress…
Changing Obligations and the Psychological Contract
In an exploratory longitudinal study of business school alumni, we investigated changes in employment obligations as perceived by employees. During the first two years of employment, employees came...
Violating the psychological contract
The occurrence and impact of psychological contract violations were studied among graduate management alumni ( N = 128) who were surveyed twice, once at graduation (immediately following recruitment) and then two years later. Psychological contracts, reciprocal obligations in employment developed during and after recruitment, were reported by a majority of respondents (54.8 per cent) as having been violated by their employers. The impact of viola…
A Typology of Deviant Workplace Behaviors
In this study, we developed a typology of deviant workplace behaviors using multidimensional scaling techniques. Results suggest that deviant workplace behaviors vary along two dimensions: minor versus serious, and interpersonal versus organizational. On the basis of these two dimensions, employee deviance appears to fall into four distinct categories: production deviance, property deviance, political deviance, and personal aggression. Theoretica…
Psychological contracts and OCB
This study examines the relationship between violation of an employee's psychological contract and civic virtue behavior. A psychological contract is a set of beliefs regarding mutual obligations between employee and employer. One hundred twenty‐six MBA alumni were surveyed at the time of hire (T1), and after 18 months (T2) and 30 months (T3) on the job. When employees felt that their employers had failed to fulfil employment obligations at T2, t…
When Employees Feel Betrayed
Monkey See, Monkey Do
This cross-level field study, involving 187 employees from 35 groups in 20 organizations, examined how individuals' antisocial behaviors at work are shaped by the antisocial behavior of their cowor...
Development of a measure of workplace deviance.
The purpose of this research was to develop broad, theoretically derived measure(s) of deviant behavior in the workplace. Two scales were developed: a 12-item scale of organizational deviance (deviant behaviors directly harmful to the organization) and a 7-item scale of interpersonal deviance (deviant behaviors directly harmful to other individuals within the organization). These scales were found to have internal reliabilities of .81 and .78, re…
The development of psychological contract breach and violation
This study examines factors affecting employees' perceptions that their psychological contract has been breached by their organization, and factors affecting whether this perception will cause employees to experience feelings of contract violation. Data were obtained from 147 managers just prior to their beginning of new job (time 1) and 18 months later (time 2). It was found that perceived contract breach at time 2 was more likely when organizat…
Territoriality in Organizations
Territorial feelings and behaviors are important, pervasive, and yet largely overlooked aspects of organizational life. Organizational members can and do become territorial over physical spaces, ideas, roles, relationships, and other potential possessions in organizations. We examine how territorial behaviors are used to construct, communicate, maintain, and restore territories in organizations. We then go on to discuss the organizational consequ…
Re-Viewing Organizational Corruption
This special topic forum was designed to stimulate theory development on corruption in organizational life as a systemic and synergistic phenomenon. Given the multiple perspectives and bodies of literature that can be brought to bear on the phenomenon, we introduce the forum with a micro view, macro view, wide view, long view, and deep view of organizational corruption. These views suggest that there is much need for conceptual work that is integ…
Escaping bullying
In this study, we investigate the simultaneous impact of, and interaction between, being the direct target of bullying and working in an environment characterized by bullying upon employees’ turnover intentions. Hierarchical linear modeling analysis of a sample of 41 hospital units and 357 nurses demonstrates that working in an environment characterized by bullying increases individual employees’ turnover intentions. Importantly, employees report…
Invisible at Work
This article offers a review, integration, and extension of the literature relevant to ostracism in organizations. We first seek to add conceptual clarity to ostracism, by reviewing existing definitions and developing a cohesive one, identifying the key features of workplace ostracism, and distinguishing it from existing organizational constructs. Next, we develop a broad model of ostracism in organizations. This model serves to integrate the rel…
Coworkers Behaving Badly
This article provides a review of the literature addressing the impact of coworkers’ deviant, dysfunctional, or counterproductive behaviors upon individual employees. We provide a framework for the collection of findings on this issue, revealing that coworker deviant behavior negatively impacts individual employees’ attitudes, affect, and actions through three routes: (a) direct impact, whereby an employee is the target of coworkers’ deviant beha…
Is Negative Attention Better Than No Attention? The Comparative Effects of Ostracism and Harassment at Work
Ostracism has been recognized as conceptually and empirically distinct from harassment. Drawing from theory and research that suggests that employees have a strong need to belong in their organizations, we examine the comparative frequency and impact of ostracism and harassment in organizations across three field studies. Study 1 finds that a wide range of employees perceive ostracism, compared with harassment, to be more socially acceptable, les…
Social and situational dynamics surrounding workplace mistreatment
In our introduction to this special issue, we explain why understanding the social and situational context around workplace mistreatment is important. We then provide summaries of the six articles in this special issue and conclude by identifying three key themes—social interpretation, recursive nature of mistreatment, and beyond the dyad—and some important directions for future research
Putting time in perspective
We spend a substantial part of our daily life waiting, and unfortunately, wait time can fuel aggressive tendencies. Our study examines the relationship between wait time, perceived wait time, and aggressive tendencies from a construal level perspective. In Study 1, we found that the higher the construal level, the stronger the relationship between actual and perceived wait time and the stronger relationship between perceived wait time and aggress…
Loving or loathing? A power‐dependency explanation for narcissists' social acceptance in the workplace
Research on the social consequences of narcissism points to an intriguing paradox: narcissists are socially aversive and destructive to healthy interpersonal relationships; yet, narcissists also have an ability to be socially magnetic and attractive. This raises the question we seek to answer in this paper: Are narcissists socially accepted by coworkers in the workplace, and if so, when? Drawing on the social‐constructionist perspective and power…
Platformed misogyny in Depp v Heard
Psychology (17 obras) · Social Psychology (17 obras) · Social Psychology (9 obras) · Job Satisfaction and Organizational Behavior (8 obras) · Ethics in Business and Education (6 obras) · Political science (6 obras) · Computer Science (5 obras) · Organizational Behavior (5 obras) · Psychological contract (5 obras) · Social and Intergroup Psychology (5 obras)