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Employee time theft, a prevalent unethical work behavior, can incur substantial costs for organizations, thus garnering increased attention from both scholars and practitioners. Family motivation, a primary driver for many employees, may exhibit a dual relationship with time theft, potentially increasing such behavior due to individuals' self-interest-seeking tendencies while also decreasing it due to concerns about job security. Thus, understanding the intricate relationship between family motivation and time theft is of paramount importance. Drawing from an impression management perspective, we posit that employees with strong family motivation are inclined to reduce time theft as a means to cultivate a positive professional image. This tendency is particularly pronounced in workplaces where time theft norms are strong. Through a three-wave online survey and a scenario-based experiment, our findings support that employees with higher family motivation are more likely to manage the impressions others form of them, leading to fewer identifiable time theft behaviors, including taking unsanctioned breaks, falsifying work hours, and excessive socialization, particularly when they work in organizations where strong time theft norms are in place. [ABSTRACT FROM AUTHOR]

Questions related to why employees behave badly, who is most likely to either instigate or be targeted with antisocial workplace behaviors, as well as how to prevent the occurrence of or otherwise help employees cope with the experience of workplace deviance, have intrigued scholars and practitioners alike. The goal of the present symposium is to contribute to the dialogue and scholarly understanding of antisocial work behaviors by presenting papers that respectively examine factors that influence the instigation, receipt, and interventions aimed at preventing the instigation of bad workplace behaviors. Examining the Indirect Effect of Non-Leadership on Employee Time Theft Presenter: Crystal M. Harold; Temple U. Presenter: Biyun Hu; Fox School of Business, Temple U. Presenter: Vaani Pardal; - Examining the Interplay between Counterproductive Work Behavior and Negative Affect Presenter: Bennett J. Tepper; Ohio State U. Presenter: James M. Conway; - Presenter: Steven Rogelberg; U. of North Carolina, Charlotte Presenter: Virginia Pitts; Shippensburg U. Presenter: Nikolaos E. Dimotakis; Oklahoma State U. Presenter: Joel Koopman; Texas A&M U. Presenter: Young Eun Lee; Texas A&M U., College Station Presenter: Robert B. Lount; Ohio State U. Cognitive Ability and Victimization: Examining the Role of Gender and Perceived Hostility Presenter: Nitya Chawla; U. of Arizona Presenter: Trevor Spoelma; U. of New Mexico Presenter: Allison S. Gabriel; U. of Arizona Presenter: Aleksander P.J. Ellis; U. of Arizona Reducing Incivility through Grateful Contemplation: A Multiple Mediation Model Presenter: Lauren Rachel Locklear; U. of Central Florida Presenter: Shannon G. Taylor; U. of Central Florida Presenter: Maureen L. Ambrose; U. of Central Florida [ABSTRACT FROM AUTHOR]

In this study we used two unique sources of data to examine the impact of host-country national (HCN) willingness to offer support to expatriates from the BRICS countries (Brazil, Russia, India, China, and South-Africa). In study 1, we used a quasi-experimental design with 572 HCNs from the USA and examine their willingness to offer support to expatriates from the BRICS. In study 2, 506 expatriates from the BRICS countries working in the USA shared their actual experience with HCNs. Results from both studies confirmed that expatriate humility was strongly associated with HCN willingness to offer support, while type of job (Education vs. Finance) had no impact on HCN willingness to offer support. Also, expatriate country of origin had no impact on HCN support in the experience of the BRICS expatriates, though it was found to be associated with potential HCN support in our simulation. [ABSTRACT FROM AUTHOR]