Top Management Team Characteristics and Corporate Illegal Activity

Daboub, Anthony J.; Rasheed, Abdul M. A.; Priem, Richard L.; Gray, David A.

doi:10.5465/amr.1995.9503271999

Cited by 190 publications

(55 citation statements)

References 73 publications

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“…172-188, © 2013 INFORMS 181 to the organization and its rules and policies thus intensifies the effects of self-centered individual differences on workplace crimes. This logic supports the claims made by Daboub et al (1995) that the effects of these selfcentered individual differences are most likely to occur when situational constraints are weak.…”

Section: Vadera and Pratt: A Conceptual Examination Of Workplace Crimsupporting

confidence: 76%

“…Although the research of Daboub et al (1995) does not specify the type of workplace crime that are associated with these self-centered characteristics, Zahra et al (2005) suggest that certain demographic variables may be tied to a wide range of workplace crimes. Building on our logic above, we believe that these characteristics, when possessed by an individual who does not have any strong feelings toward the organization, are most likely to lead to nonaligned-organizational workplace crimes.…”

Section: Vadera and Pratt: A Conceptual Examination Of Workplace Crimmentioning

confidence: 99%

“…Moreover, although under-identification in and of itself may not lead to workplace crimes (i.e., because it provides no direct motivation for crime), it may explain why some individual differences sometimes lead to such crimes. To illustrate, reviews by Daboub et al (1995) and Zahra et al (2005) point to the importance of certain demographic traits, such as age, tenure, and education, as moderating the influence of organizational structures on committing workplace crimes. Specifically, they argue that individual differences (e.g., low education and youth) that are associated with characteristics that are highly self-centered-such as recklessness, immediate gratification, or low moral development (see also the role of narcissism in Levine 2005)-are likely to increase the propensity toward criminal activity.…”

Section: Under-identificationmentioning

confidence: 99%

“…As noted in the introduction, there is a dizzying number of ways to conceptualize and categorize the various crimes under the rubric of "workplace crimes." Part of this proliferation of schemes may stem, in part, from viewing workplace crimes in terms of crimes committed (e.g., Ambrose et al 2002, Clinard and Quinney 1973, Greenberg 2002, involvement in crimes (e.g., Daboub et al 1995, Pinto et al 2008, Szwajkowski 1985, victims of the crimes (e.g., Robinson 2000, Warren 2003), characteristics of the perpetrator (e.g., Aguilera and Vadera 2008, Clinard 1983, Sutherland 1940, as well as on the basis of crimes specific to a particular industry (Calavita et al 1997, Flannery andMay 2000). Implicit in some of these conceptualizations, however, is the basic intention of whether the organization will be harmed, benefited, or ignored.…”

Section: Theoretical Contributions and Avenues For Future Researchmentioning

confidence: 99%

“…Workplace crimes have often been studied on the basis of crimes committed (e.g., Ambrose et al 2002, Clinard and Quinney 1973, Greenberg 2002, individual or group involvement (e.g., Daboub et al 1995, Pinto et al 2008, Szwajkowski 1985, victims (e.g., Aquino and Bradfield 2000, Bennett and Robinson 2000, Warren 2003, organizational position (blue-collar versus white-collar) of the perpetrator (e.g., Aguilera and Vadera 2008, Clinard 1983, Sutherland 1940, as well as on the basis of crimes specific to a particular industry (Calavita et al 1997, Flannery andMay 2000).…”

Section: Typology Of Workplace Crimesmentioning

confidence: 99%

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Love, Hate, Ambivalence, or Indifference? A Conceptual Examination of Workplace Crimes and Organizational Identification

Vadera

Pratt

2013

Organization Science

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A lthough research has shown that there may be very different types of workplace crimes, scholarly work in this area (a) is currently fragmented with very little communication between very similar streams of research and (b) tends to be incomplete and can lead to conflicting findings. We address both of these shortcomings. First, we propose a typology of different types of workplace crimes (consisting of pro-organizational, nonaligned-organizational, and anti-organizational crimes) based on the intentions of the perpetrators. Second, we link these intentions to various identification "pathologies"-such as over-identification and over-disidentification, under-identification and ambivalent identification-and argue that these pathologies are linked to propensities to commit certain types of workplace crimes. Specifically, we contend that over-identification and over-disidentification have direct effects on workplace crimes, whereas under-identification and ambivalent identification indirectly influence the propensity to engage in workplace crimes. We suggest that this research aids us in clarifying the inconsistent conclusions in previous work in the domain of workplace crimes and that it emphasizes the importance of including organizational identification as a key factor in the extant models of workplace crimes. This research also highlights policy implications regarding workplace crimes in that it suggests that different agencies may be more effective in enforcing the law and disciplining those engaged in the different types of workplace crimes. IntroductionIn the wake of several corporate scandals, there has been a renewed interest in better understanding workplace crimes. In addition to reputation-based costs, U.S. corporations estimate that they lose 5% of their revenues because of workplace crimes (Association of Certified Fraud Examiners 2010). In dollar terms, this figure translates to approximately $2.9 trillion in losses, with more than one quarter of companies losing at least $1 million. Even after Enron and similarly salient instances of misconduct, episodes of workplace crime remain high (Ethics Resource Center 2009). In fact, a 2008-2009 study on ethics in the workplace revealed that "nearly three out of four employees (74%) report that they have personally observed or have firsthand knowledge of wrongdoing within their organizations during the previous 12 months" (KPMG 2009, p. iii).Such significant losses provide renewed motivation to better understand the underpinnings of workplace crimes so that episodes of such activity can be minimized. However, attempts to explore the antecedents of workplace crimes have been hindered in at least two ways. 1996). Further, research in this area is fragmented and is conducted in silos with very little communication between similar streams of scholarly work. Thus, broad-brush approaches to understanding all workplace crimes are often limited in scope . Second, although the investigation of the precursors of workplace crimes has informed our knowledge of the cond...

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Section: Vadera and Pratt: A Conceptual Examination Of Workplace Crimsupporting

confidence: 76%

Section: Vadera and Pratt: A Conceptual Examination Of Workplace Crimmentioning

confidence: 99%

Section: Under-identificationmentioning

confidence: 99%

Section: Theoretical Contributions and Avenues For Future Researchmentioning

confidence: 99%

Section: Typology Of Workplace Crimesmentioning

confidence: 99%

See 3 more Smart Citations

Love, Hate, Ambivalence, or Indifference? A Conceptual Examination of Workplace Crimes and Organizational Identification

Vadera

Pratt

2013

Organization Science

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Insurance Behaviour and Society

Ranyard

Ashton

Hebenton

2017

Economic Psychology

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Organisational susceptibility to fraud and theft, organizational size and the effectiveness of management controls: some UK evidence

Barnes

Webb

2007

Manage Decis Econ

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This paper examines the principal determinants of an organization's susceptibility to theft and fraud in the context of a rational economic framework in which the level of protection is determined by the minimization of cost. The empirical study shows that, adjusting for differences in organizational type and industrial sector, both organizational susceptibility and the size of a typical theft or fraud increase with organizational size. Access to resources and the manner in which the theft or fraud is perpetrated are also important determinants of the money lost. However, they are unaffected by management controls or the nature of their violation. Copyright © 2007 John Wiley & Sons, Ltd.

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Top Management Team Characteristics and Corporate Illegal Activity

Cited by 190 publications

References 73 publications

Love, Hate, Ambivalence, or Indifference? A Conceptual Examination of Workplace Crimes and Organizational Identification

Love, Hate, Ambivalence, or Indifference? A Conceptual Examination of Workplace Crimes and Organizational Identification

Insurance Behaviour and Society

Organisational susceptibility to fraud and theft, organizational size and the effectiveness of management controls: some UK evidence

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