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The success of an organization may be dependent on limiting the potential for deviant behavior, and if necessary, reacting to deviant behavior in a positive way. Focusing on the successful management of deviant behavior in the workplace and the role of the organization in creating conditions for this behavior is a crucial topic of study for those interested in Organizational Behavior and Human Resource Management. Managing Organizational Deviance goes beyond questions of control to also consider ethical dimensions of conduct. As a result, it teaches students who will go on to inhabit organizations to become familiar with the ethical implications of deviant and dysfunctional behavior in addition to managing this behavior in an effective way.  

Discouraging Employee Theft by Managing Social Norms and Promoting Organizational Justice
Discouraging employee theft by managing social norms and promoting organizational justice
Edward C.TomlinsonJeraldGreenberg

Prevalent in occurrence and costly in impact, the theft of company property by employees is a serious problem for organizations, and curtailing it has been a daunting challenge for managers. Employee theft has been defined as the unauthorized appropriation of company property for personal use (Greenberg, 1995). It has been estimated that approximately three quarters of all employees have stolen from their employers on at least one occasion (McGurn, 1988) and that many do so routinely (Delaney, 1993; London House and Food Marketing Institute, 1993; Sandberg, 2003). This behavior exacts a heavy toll on corporate bottom lines. In 2001 alone, for example, employee ...

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