Search

In the mid-90s, we embarked on establishing the domain of Workplace Deviance. Though we were fortunate to meet our intended goals and have the impact we had hoped for, we have often thought about what we might have done differently. In this essay, we outline some of the things we wish we knew then that we know now. As we will describe, we perhaps should have chosen a different construct name, taken a theoretical rather than data driven approach to our typology, and developed a reflective rather than formative scale. We hope this essay based on our hindsight may be of value to future scholars seeking to establish new constructs in our field. [ABSTRACT FROM AUTHOR]

As a substantial amount of research has accumulated on the harmful consequences of workplace aggression for target employees, we believe it is now of particular importance to examine moderators that alleviate or amplify these harmful effects. We ask the following questions: For whom is workplace aggression more, or less, detrimental? Moreover, what can target employees and the organization do to mitigate the harmful effects of aggression? We propose to address these questions with an integrative review of empirical research on moderators of the harmful effects of workplace aggression on targets. In this review, we identify and illustrate five broad perspectives that existing research has primarily used to explain the moderating effects: resource-depletion, social-relational, appraisal, self-regulation, and social-influence perspectives. In addition, we identify a large number of moderators and synthesize them into three categories of individual moderators—trait-based, intrapersonal, and coping-based—and three categories of contextual moderators—collective, interpersonal, and job-based. We address research findings on each category of moderators organized around the theoretical perspectives. We conclude with a general discussion of an overarching summary, redundant and saturated findings, as well as research gaps and future directions. [ABSTRACT FROM AUTHOR]

The counseling profession can benefit from study of the changes in teacher certification when expediency has been a priority and standards have been altered or even eliminated in moves to place persons called "teachers" in classrooms. Maintaining the integrity of counselor preparation may depend on the willingness of professionals to be proactive. (Author)

The article describes the creation of a special topic forum designed to motivate theory development on corruption in organizational life as a universal and synergetic trend.

The impact of employees' collective perceptions of being trusted by management was examined with a longitudinal study involving 88 retail stores. Drawing on the appropriateness framework (March, 1994; Weber, Kopelman, & Messick, 2004), the authors develop and test a model showing that when employees in an organization perceive they are trusted by management, increases in the presence of responsibility norms, as well as in the sales performance and customer service performance of the organization, are observed. Moreover, the relationship between perceptions of being trusted and sales performance is fully mediated by responsibility norms. Keywords: trust, responsibility, organizational performance, appropriateness theory

A field study was initiated in 1997 to assess the ability of tall fescue grass to remediate an aged creosote-contaminated surface soil. Field monitoring was combined with aerobic microcosm experiments, microbial enumerations, and plant tissue analysis to determine the impact of tall fescue on the degradation of six polycyclic aromatic hydrocarbons (PAHs), acenaphthene, fluorene, phenanthrene, fluoranthene, pyrene, and chrysene, and to elucidate the mechanisms of remediation. Fescue grass had a beneficial impact on the degradation of all PAHs except phenanthrene. Mean concentrations of the three-ting PAHs, acenaphthene and fluorene, were lower in fescue cells compared to unvegetated cells after 36 months. In microcosms with soil from fescue cells, acenaphthene had a significantly higher degradation rate and lower final concentration after 180 days than in microcosms prepared with soil from unvegetated cells. Mean concentrations of the four-ring PAHs, fluoranthene, pyrene, and chrysene, were statistically similar in the field study; however, the 10th and 20th percentile concentrations were lower in fescue cells during all sampling periods. Microcosm studies showed increased degradation of fluoranthene and pyrene in soil samples taken from tall fescue rhizosphere compared to unvegetated soil and abiotic controls. Degradation of four-ring PAHs was enhanced in the shallow zones (10-15 cm below ground surface) of vegetated cells. The root mass was approximately 35% greater in shallow zones than in medium depth zones (15-21 cm below ground surface). Microbial populations on solid mineral media plates with pyrene and chrysene as the sole carbon source were two times higher in soils from tall fescue plots than from unvegetated soils, suggesting that the increased PAH degradation was a result of increased microbial activity in the rhizosphere. Gas chromatography/mass spectrometry analysis of fescue shoots indicated that no uptake or translocation of PAHs or PAH degradation intermediates into the shoots was occurring. DOE 10.1061/(ASCE)0733-9372(2003)129:3(232) CE Database keywords: Vegetation; Soil pollution; Creosote; Remedial action; Grasses.

Negative workplace behavior has received substantial research attention over the past several decades. Although we have learned a lot about the consequences of negative behavior for its victims and third-party observers, a less understood but equally important research question pertains to the consequences for bad actors: How does engaging in negative behavior impact one's thoughts, feelings, and subsequent behaviors? Moreover, do organizational members experience costs or benefits from engaging in negative acts? We address these questions with an integrative review of empirical findings on various actor-centric consequences of a wide range of negative behaviors. We organize these findings into five dominant theoretical perspectives: affective, psychological-needs, relational, psychological-resources, and cognitive-dissonance perspectives. For each perspective, we provide an overview of the theoretical arguments, summarize findings of relevant studies underlying it, and discuss observed patterns and contradictory findings. By doing so, we provide a very tentative answer to our initial questions, contending that engaging in negative acts is a two-edged sword for actors and its costs seem to slightly prevail over its benefits. Nevertheless, we make this preliminary conclusion based upon an incomplete knowledge base. In order to further our understanding of actor-centric outcomes of negative behavior, we also identify several important research gaps and needed future research directions. [ABSTRACT FROM AUTHOR]

An Early Childhood Education Institute was developed by the University of South Carolina and the South Carolina State Department of Education to provide meaningful development opportunities for teachers of young children. Strategies of the planning process and instruction design are discussed. (DF)

Results of a survey concerning the state of kindergarten program offerings in the United States are discussed in terms of the similarities, differences, purposes and practices in the programs. A summary table of survey data is provided. (BB)