Negative workplace behavior has received substantial research attention over the past
several decades. Although we have learned a lot about the consequences of negative …

Scholars continue to debate whether voice and silence are opposites or distinct constructs.
This ambiguity has prevented meaningful theoretical advancements about employees' voice …

Performance pressure focuses employee efforts toward enhanced performance. It is unclear,
however, whether performance pressure serves as a productive or unproductive strategy for …

Within the constellation of employee misconduct, workplace deviance possesses the
somewhat distinctive feature of violating organizational norms. Yet, the burgeoning research …

Integrating appraisal theories of emotion and the literature of self-conscious emotion, we
argue that UPB has a paradoxical nature that can lead to ambivalent emotional reactions …

Concerns over unethical leader behavior persist in today's workplace. Although some
employees continue to support their leaders after learning of their unethical actions, others …

Purpose The purpose of this paper is to investigate the mediating role of threat and
challenge appraisals in the relationship between performance pressure and employees' …

In this article, we develop and empirically test a model of antecedents of organizational
counterproductive work behavior (CWB-O) specifying work engagement and emotional …

Most models of negative workplace behaviors (NWB) are individual in nature, focusing on
individual attitudes (eg, satisfaction) and general workplace perceptions (eg, procedural …

Prior work on supervisor bottom-line mentality (SBLM) has suggested it represents a static,
unbending focus, with supervisors so focused on the bottom line that they discount ethical …