Negative reciprocity and the association between perceived organizational ethical values and organizational deviance
Bibliographic Data
| ID | 5773069 |
|---|---|
| Authors | Michel Biron (0000-0002-3364-2566, University of Haifa, corresponding author), Michal Biron (University of Haifa, Israel and Tilburg University, The Netherlands) |
| Year | 2010 |
| Volume | 63 |
| Issue | 6 |
| Pages | 875-897 |
| Publication date | 2010-03-19 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Human Relations (JOURNAL) |
| Journal identifiers | ISSN: 0018-7267 • E-ISSN: 1741-282X |
| Publisher | SAGE Publishing (PUBLISHER • US) |
| DOI | 10.1177/0018726709347159 |
| OpenAlex | W2119542436 |
| Language | EN |
| Citations received | 22 |
| References cited | 76 |
Perceived organizational ethical values refer to employees' beliefs concerning what practices are acceptable or appropriate in their organization (Trevino, 1990). Previous work suggests that these perceptions can be a significant factor in employee behavior, with normative influence often assumed to be the underlying mechanism (Peterson, 2002). The current article incorporates another theoretical lens, namely social exchange theory (Blau, 1964), and, in particular, negative reciprocity, to suggest that mistreatment at work - in the form of abusive supervision and lack of organizational support - may undermine the normative influence of perceived ethical values. The results indicate a negative association between perceived organizational ethical values and organizational deviance. This generally negative association was countered by abusive supervision and strengthened by organizational support, with both moderators suggesting an overt effect of negative reciprocity on employee behavior, especially when the trustee's (i.e. the supervisor's or employer's) actions seem to be misaligned with perceived organizational ethical values
Abusive supervision · Deviance · Norm of reciprocity · Organizational Behavior · Reciprocity · Social exchange theory · Ethics in Business and Education · Job Satisfaction and Organizational Behavior · Workplace Violence and Bullying
Consequences of abusive supervision
Linking organizational citizenship behavior and organizational trust towards reducing workplace deviance behavior in higher education
The effects of leaders’ economic and stakeholder values on subordinates’ discretionary behaviors as antecedents of perceived ethical leadership
Who do we blame for abusive supervision
Ethical Issues in Family Business
The Effect of Consumer Perceptions of the Ethics of Retailers on Purchase Behavior and Word-of-Mouth
What predicts patients’ satisfaction and continuous use of intelligent medical guidance? the moderating effect of consulting experience
Research on the mechanism of leader aggressive humor on employee silence
Extreme managers, extreme workplaces
An institutional perspective on workplace incivility
A review of abusive supervision research
The Effect of Mentoring on Protégés’ Organizational Deviance
Relationships Between Workplace Deviance Interacted With Gender and Marital Status
A multigroup SEM analysis of the antecedents and moderating influence of culture on workplace deviance behavior
Unbalanced, Unfair, Unhappy, or Unable? Theoretical Integration of Multiple Processes Underlying the Leader Mistreatment-Employee CWB Relationship with Meta-Analytic Methods
Turning a Blind or Critical Eye to Leader Value Breaches
Workplace violence
Organizational Values
How Covid‐19 can promote workplace cheating behavior via employee anxiety and self‐interest – And how prosocial messages may overcome this effect
Temporal issues in person–organization fit, person–job fit and turnover
Mirror, mirror on my boss’s wall
Illegitimate tasks diminish my engagement in organizational citizenship behaviors
Cultural perspectives on organizations
Cross-Cultural Research Methods
Organizational citizenship behavior and workplace deviance
A General Theory of Marketing Ethics
Perceived Organizational Support and Leader-Member Exchange
Behavioral Ethics in Organizations
Antecedents and outcomes of abusive supervision
Method Variance in Organizational Research
Behavioral Integrity
A Typology of Deviant Workplace Behaviors
Relation of job stressors to affective, health, and performance outcomes
Social Learning and Deviant Behavior
Perceived organizational support, discretionary treatment, and job satisfaction.
Developing and Maintaining Trust in Work Relationships
The nature and dimensionality of organizational citizenship behavior
Social exchange in organizations
Personality moderators of the relationship between abusive supervision and subordinates' resistance.
The social context of undermining behavior at work
Reciprocation of perceived organizational support.
Accounting for common method variance in cross-sectional research designs.
Perceived organizational support.
Perceived organizational support
Social Exchange Theory
Self-Reports in Organizational Research
Social learning theory
Exchange and Power in Social Life
Development and validation of brief measures of positive and negative affect
Structural equation modeling in practice
A model of work frustration-aggression
Displaced aggression is alive and well
The Relationship between Job and Life Satisfaction
The Role of Participation in Decision-Making in the Organizational Politics-Job Satisfaction Relationship
Exchange and power in social life
Collective Sanctions and Compliance Norms
Social Learning and Deviant Behavior
The Norm of Reciprocity
| Unique citing works | 22 |
|---|---|
| Citations per year | 1.57 |
| Citation span | 2012 - 2025 (14) |
| Citation velocity | recent |
| Highly cited | No |
| Citation types | Neutral: 22 |