This handbook covers the widest possible range of organizational misbehaviors (age, race, and gender discrimination, abuse, bullying, aggression, violence, fraud and corruption), all with an eye toward the effects on individual and organizational health and well-being. It is the first-ever single-source resource on this important topic.
This handbook covers the widest possible range of organizational misbehaviors (age, race, and gender discrimination, abuse, bullying, aggression, violence, fraud and corruption), all with an eye toward the effects on individual and organizational health and well-being. It is the first-ever single-source resource on this important topic.
1. Ethical Impact Theory (EIT): Unethical Work Behavior and Well-Being Part I. Attacking Others: Revenge, Aggression, Bullying, and Abuse 2. Beyond the Consequences to the Victim: The Impact of Abusive Supervision on Third-Party Observers 3. Coping with Unethical Behavior: Forgoing the Sweetness of Revenge for the Healthy Choice of Forgiveness 4.The Morality and Ethics of Workplace Revenge: Avengers Moral Considerations and the Consequences of Revenge for Stakeholder Well-Being 5. Bullying and Well-Being 6. Workplace Aggression, Unethical Behavior, and Employee Well-Being: An Aggressive Examination of the Issues Part II. Harmful Behaviors and Work Stress 7. The Impact of Ostracism on Well-Being in Organizations 8. Crafting an Image at Another s Expense: Understanding Unethical Impression Management in Organizations 9. Ethical and Unethical Leader Behaviors and Their Impact on Individual Well-Being and Deviance 10. Age Discrimination in the Workplace and Well-Being 11.Unethical Work Behavior as a Stressor Part III. Individual Differences, Justice, and Moral Emotions 12. Machiavellianism, Unethical Behavior, and Well-Being in Organizational Life 13. Organizational Justice and Cardiovascular Health 14. Moral Emotions and Unethical Behavior: The Case of Shame and Guilt 15. Ethics Position Theory and Unethical Work Behavior 16. Perceived Justice and Well-Being at Work: How and for Whom Do Unethical Practices Matter? 17. Ethics, Empathy, and Employment: Seeking a Compassionate Workplace Part IV. Organizational and Societal Perspectives 18. Ethical Climate: Causes, Consequences, and Implications for Improving Well-Being 19. The Virtuous Business Cycle Model: A Proposal 20. Macro-Ethinomics: The Long-Term Costs of Short-Term Thinking
1. Ethical Impact Theory (EIT): Unethical Work Behavior and Well-Being Part I. Attacking Others: Revenge, Aggression, Bullying, and Abuse 2. Beyond the Consequences to the Victim: The Impact of Abusive Supervision on Third-Party Observers 3. Coping with Unethical Behavior: Forgoing the Sweetness of Revenge for the Healthy Choice of Forgiveness 4.The Morality and Ethics of Workplace Revenge: Avengers Moral Considerations and the Consequences of Revenge for Stakeholder Well-Being 5. Bullying and Well-Being 6. Workplace Aggression, Unethical Behavior, and Employee Well-Being: An Aggressive Examination of the Issues Part II. Harmful Behaviors and Work Stress 7. The Impact of Ostracism on Well-Being in Organizations 8. Crafting an Image at Another s Expense: Understanding Unethical Impression Management in Organizations 9. Ethical and Unethical Leader Behaviors and Their Impact on Individual Well-Being and Deviance 10. Age Discrimination in the Workplace and Well-Being 11.Unethical Work Behavior as a Stressor Part III. Individual Differences, Justice, and Moral Emotions 12. Machiavellianism, Unethical Behavior, and Well-Being in Organizational Life 13. Organizational Justice and Cardiovascular Health 14. Moral Emotions and Unethical Behavior: The Case of Shame and Guilt 15. Ethics Position Theory and Unethical Work Behavior 16. Perceived Justice and Well-Being at Work: How and for Whom Do Unethical Practices Matter? 17. Ethics, Empathy, and Employment: Seeking a Compassionate Workplace Part IV. Organizational and Societal Perspectives 18. Ethical Climate: Causes, Consequences, and Implications for Improving Well-Being 19. The Virtuous Business Cycle Model: A Proposal 20. Macro-Ethinomics: The Long-Term Costs of Short-Term Thinking
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