留学生组织学论文 [2]
论文作者:英语论文论文属性:课程作业 Coursework登出时间:2014-09-15编辑:zcm84984点击率:10371
论文字数:5232论文编号:org201409131106491247语种:英语 English地区:中国价格:免费论文
关键词:组织学论文组织规则遵循规则工作场所道德标准
摘要:本文是一个组织学方面的留学生理论论文,组织所定义的约束,每一个员工都要遵循规则。规范,是另外一方面,它在文献中已被定义为:一个特殊的社会群体行为的容忍或预期的范围。
f the behavior. For example, if an individual departs from norms supporting workplace harassment, it doesn't mean that the individual has acted destructively by merely deviating from the norms.
In order to explore the positive workplace deviance through this paper, we define it as “intentional behaviors that depart from the norms of a referent group in honorable ways” (Spreitzer and Sonenshein, 2003). In other words, positive deviant behavior must be praiseworthy and must focus on actions with honorable intentions, irrespective of the outcomes (Spreitzer and Sonenshein, 2003).
Positive workplace deviation includes behaviours that although deviate from the rules and norms set by the organizations, but are done on order to benefit either or all of the stakeholders of the organization. These may include behaviors such as innovative behaviors, noncompliance with dysfunctional directives, and criticizing incompetent superiors (Galperin, 2002).
Through this paper we have tried to study the mediation effect of risk taking propensity and self efficacy on the relationship between autonomy in goal attainment and positive workplace deviance.
Research background and hypotheses
Employees often do act out their feelings of disengagement, anger, or entitlement by purposefully violating existing policies and procedures (Giacalone & Greenberg, 1997; Hollinger, 1986; Vardi & Weitz, 2004). But to come to a conclusion that employee rule breaking is always self interested and destructive appears to be a surmise. Employees' performance and motivation may get negatively affected by a rule that is counterproductive or too rigid. In response, employees may decide at times to disregard rules, even though they know that doing so carries risk for them. This is where the concept of positive workplace deviance comes into picture.
Positive workplace deviance
At first glance, “positive deviance” appears to be an oxymoron (Sagarin, 1985). “Deviance” is the label we reserve for society's criminals and outcasts.
The origin of the word deviant comes from two Latin words: de means “from” and via means “road” so deviate means “off the beaten path.” Deviant behavior is not expected-it is unconventional. For example let us consider the behavior of a plant manager that would not meet the traditional definition of deviance but that falls under our initial formulation of positive workplace deviance.
Employees at a plant were very concerned about their job security. The feelings of insecurity were creating a poor work climate and impeding the successful launch of a new product. As a result, the plant manager made the decision to promise lifelong employment to the union. This was a radical idea that would clearly not be approved at corporate headquarters. But the plant manager made the promise and proceeded because he knew it was the right thing to do for his people. Today the plant is a world-class operation on every major indicator. It's like there are new people in those bodies. The employees are full of energy. They walk around with a sense of intention. They care about the customer and each other. This kind of extraordinary action is labeled as positive workplace deviance (Wilkins, 1964). Like any normal distribution, the majority of organizational behaviors fall near the middle of the curve (Wilkins, 1964).
Positive dev
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