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。
Organization which every employee is expected to follow.
每一个员工都将遵循组织的规则。
规则是什么?
规则是一个定义明确的政策规定或由组织所定义的约束,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(杰克逊,1966年;冲,1975年)。
工作场所是一个不同的个体在日常生活中为了完成目标/任务的场所。这些人表现出不同的行为可能给与工作相关的各种利益相关者带来不同的后果。这些利益相关者包括同行,客户或工作场所本身。
规则和规范是“使工作场所执行的行为,语言,原则和要求保持一个合适的标准范围内的预期”(Coccia,1998)的组合。另一位研究人员定义了组织规范是由基本的道德标准的组成以及其他传统社会团体的标准组成的,包括那些由正式和非正式组织所制定的政策,规定,程序(费尔德曼,1984)。
Introduction
What is a rule?
A rule is an explicitly defined policy, regulation or constraint defined by the organization which every employee is expected to follow. Norms, on the other hand, have been defined in the literature as ranges of behaviour that are tolerated or expected by a particular social group (Jackson, 1966; Rushing, 1975).
Workplace is a forum where different individuals interact on a daily basis in order to accomplish goals/tasks. These individuals exhibit different behaviours which might have different consequences for the various stakeholders associated with the workplace. These stakeholders could be peers, clients or the workplace itself.
Rules and norms are a grouping of “expected behaviours, languages, principles and postulations that allow the workplace to perform at a suitable pace” (Coccia, 1998). Another researcher has defined Organizational norms to be consisting of basic moral standards as well as other traditional community standards, including those prescribed by formal and informal organizational policies, rules, and procedures (Feldman, 1984).
They are needed in order to establish the common expected standards for all the individuals at a workplace so that the tasks and goals can be accomplished without hurdles.
When the individuals behave in manner other than that defined by these rules and norms, deviance occurs. Researchers have defined workplace deviance as follows:
Workplace deviance is the voluntary behaviour that violates significant organizational norms and, in so doing, threatens the well-being of the organization or its members, or both (Robinson & Bennett, 1995).
Workplace deviance refers to voluntary behaviour in that employees either lack motivation to conform to, and/or become motivated to violate, normative expectations of the social context (Kaplan, 1975).
Though the conventional connotation attached to workplace deviance is negative, through this paper we will try to delve into the positive connotation attached with workplace deviance.
Out of most of the definitions of workplace deviance that exist in the literature, very few are non-negative. The research on deviance in the workplace overlooks how establishments and their affiliate's exhibit positive sets of behaviours not merely negative ones (Spreitzer and Sonenshein, 2004).
Even out of the two definitions of the workplace deviance stated above, it can be seen that the first one explicitly defines the term as having a negative outcome. On the other hand, the second definition has the scope for positive interpretation for the term and will help us in this research paper to develop and test the hypo
thesis for the positive workplace deviance.
Merely identifying a departure from the expected does not reveal anything about the value or merit o
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