Supplemental Material for From Helping Hands to Harmful Acts: When and How Employee Volunteering Promotes Workplace Deviance

2020 ◽  
Keyword(s):  
Workplace Deviance ◽  
Employee Volunteering

From helping hands to harmful acts: When and how employee volunteering promotes workplace deviance.

2020 ◽  
Vol 105 (9) ◽  
pp. 944-958 ◽  
Author(s):  
Teng Iat Loi ◽  
Kristine M. Kuhn ◽  
Arvin Sahaym ◽  
Kenneth D. Butterfield ◽  
Thomas M. Tripp
Keyword(s):  
Workplace Deviance ◽  
Employee Volunteering

From helping hands to harmful acts: when and how employee volunteering promotes workplace deviance

2018 ◽  
Vol 2018 (1) ◽  
pp. 13397 ◽  
Author(s):  
Teng Iat Loi ◽  
Kristine Kuhn ◽  
Kenneth D Butterfield ◽  
Thomas M. Tripp
Keyword(s):  
Workplace Deviance ◽  
Employee Volunteering

The role of ethical ideology in workplace deviance

2004 ◽  
Author(s):  
Chris A. Henle ◽  
Robert A. Giacalone ◽  
Carole L. Jurkiewicz
Keyword(s):  
Workplace Deviance ◽  
Ethical Ideology

Types, Sources, and Moderators of Workplace Deviance Norms

2005 ◽  
Author(s):  
Chris A. Henle ◽  
Bennett J. Tepper ◽  
Robert A. Giacalone ◽  
Michelle K. Duffy
Keyword(s):  
Workplace Deviance

Effects of Compassion on Employees' Self-regulation

2016 ◽  
Vol 44 (7) ◽  
pp. 1173-1190 ◽  
Author(s):  
Hyung Jin Choi ◽  
Sangmin Lee ◽  
Se-Ri No ◽  
Eung Il Kim
Keyword(s):  
Theoretical Model ◽  
Self Efficacy ◽  
Negative Emotions ◽  
Self Regulation ◽  
Self Esteem ◽  
Workplace Deviance ◽  
Intention To Quit ◽  
Mediating Effects ◽  
Positive Effects ◽  
Dependent Variables

We examined how compassion can alleviate employees' negative emotions, behaviors, and thoughts. On the basis of self-regulatory resources theory, we hypothesized that there would be relationships between the 2 mediating variables of self-esteem and self-efficacy, and the dependent variables of anxiety, burnout, workplace deviance, and intention to quit. We collected data on these variables from 284 nurses, who work in a stressful job that necessitates compassion from colleagues, to test our theoretical model. The results revealed that compassion alleviated negative emotions (anxiety and burnout), behavior (workplace deviance), and thoughts (intention to quit), with both self-esteem and self-efficacy having mediating effects. Thus, we demonstrated the specific path through which compassion can have positive effects on an organization's employees. We discuss the observed relationship between compassion and self-regulation, and theoretical contributions regarding differences between self-esteem and self-efficacy, as well as between anxiety and burnout.

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