The Crucial Role of Turnover Intentions in Transforming Moral Disengagement Into Deviant Behavior at Work

Christian, Jessica Siegel; Ellis, Aleksander P. J.

doi:10.1007/s10551-013-1631-4

Cited by 116 publications

(120 citation statements)

References 86 publications

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“…Of the 14 selected papers, four were qualitative [29][30][31][32] and nine quantitative [8,[33][34][35][36][37][38][39][40]. One of the studies used a mixed-method [41].…”

Section: Resultsmentioning

confidence: 99%

See 1 more Smart Citation

What is Behind Counterproductive Work Behaviors in the Nursing Profession? A Systematic Review

Zaghini¹,

Fida²,

Caruso³

et al. 2016

J Clin Res Bioeth

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“…Of the 14 selected papers, four were qualitative [29][30][31][32] and nine quantitative [8,[33][34][35][36][37][38][39][40]. One of the studies used a mixed-method [41].…”

Section: Resultsmentioning

confidence: 99%

“…[31]. Regarding quantitative measurements, web surveys [8,35,38] with anonymous paper questionnaires were used [33,34,36,37,39,40]. Participants in the quantitative studies were from 52 countries, and totaled 700 registered nurses.…”

Section: Resultsmentioning

confidence: 99%

What is Behind Counterproductive Work Behaviors in the Nursing Profession? A Systematic Review

Zaghini¹,

Fida²,

Caruso³

et al. 2016

J Clin Res Bioeth

View full text Add to dashboard Cite

show abstract

“…Several factors might influence employees' turnover intention such as ethical leadership and climate [29], commitment [30], psychological contract breach [31], and organizational satisfaction [32]. Although different factors influence employees' turnover intention, job satisfaction is the main reason leading to turnover intention [33]. Several studies have confirmed the negative relation of job satisfaction and turnover intention.…”

Section: Job Satisfaction and Turnover Intentionmentioning

confidence: 99%

The Impact of Work-Life Balance on Employees’ Job Satisfaction and Turnover Intention; the Moderating Role of Continuance Commitment

Fayyazi

Aslani

2015

ILSHS

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Work-life imbalance has several negative impacts on employees' attitudes and behaviors and consequently influences organizations' performance and effectiveness. The purpose of this article is to investigate the impact of work-life balance (WLB) on employees' job satisfaction and turnover intention. Moreover, we study the moderating role of continuance commitment on job satisfactionturnover intention relationship. Regression analysis was used to analyze the data collected from 265 questionnaires completed by employees in an Iranian industrial company. The findings supported that WLB has a significant positive relationship with job satisfaction, and a significant negative relationship with turnover intention. Besides, job satisfaction fully mediates the WLB -turnover intention relationship. The main contribution of the paper is that we found continuance commitment moderates the relationship between job satisfaction and turnover intention. Therefore, employees with low levels of WLB and job satisfaction do not necessary have high turnover intention, unless they have low continuance commitment.

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“…Para evitar a discrepância entre o que acreditam ser certo e o modo como realmente agem, os indivíduos procuram ser consistentes em suas crenças morais, visto que os conflitos causados pela inconsistência entre o comportamento e os valores morais produzem desconforto psicológico (Gioia, 1992(Gioia, , 1995Egan, Hughes, & Palmer, 2015). O desengajamento moral é a violação dos princípios morais pessoais para justificar uma decisão ou comportamento (Bandura, 1991), estando relacionado às decisões e aos comportamentos antiéticos no local de trabalho, sendo ainda um fator potencializador do comportamento ilegal ou criminal (Barsky, 2011;Christian & Ellis, 2014;Detert, Treviño, & Sweitzr, 2008).…”

Section: Quando a Conduta Corporativa Torna-se Um Crime Corporativounclassified

“…4, pp. 70-91, janeiro/fevereiro, 2018 www.anpad.org.br/rac comportamentos negativos (Bandura, 1991;Barsky, 2011;Christian & Ellis, 2014;Detert et al, 2008). Isso porque as pessoas têm emoções contraditórias (por exemplo, ainda que intencionem adotar a conduta transgressora, sentem culpa pelo que fazem) quando percebem nos outros a reprovação por suas condutas, da mesma forma que têm orgulho quando percebem a aprovação por suas condutas.…”

Section: Quando a Conduta Corporativa Torna-se Um Crime Corporativounclassified

Mitos no Desengajamento Moral: Retóricas da Samarco em um Crime Corporativo

2018

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Resumo Nesta pesquisa, conduzimos uma análise retórica com o objetivo de explorar os mecanismos de desengajamento moral utilizados pela Samarco no caso do crime ocorrido com a quebra de uma barragem sob sua administração, em novembro de 2015, em Minas Gerais. O corpus de pesquisa submetido à análise retórica constitui-se de publicações contendo declarações da empresa e de seus representantes sobre o caso em questão. Como resultados, mostramos que a Samarco utiliza-se de três mitos na sua retórica: (a) Nós estamos fazendo o que deve ser feito; (b) Nós não colocamos a sociedade e o meio ambiente em risco; e (c) A culpa não é nossa. Esses três mitos são recursos representativos do desengajamento moral (Bandura, 1999) da empresa para cometer um crime corporativo. Nossa análise identificou três mecanismos: deslocamento de culpa; minimização e distorção das consequências; e rotulagem eufemística.

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The Crucial Role of Turnover Intentions in Transforming Moral Disengagement Into Deviant Behavior at Work

Cited by 116 publications

References 86 publications

What is Behind Counterproductive Work Behaviors in the Nursing Profession? A Systematic Review

What is Behind Counterproductive Work Behaviors in the Nursing Profession? A Systematic Review

The Impact of Work-Life Balance on Employees’ Job Satisfaction and Turnover Intention; the Moderating Role of Continuance Commitment

Mitos no Desengajamento Moral: Retóricas da Samarco em um Crime Corporativo

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