Dissertations / Theses on the topic 'Organizational misbehavior'

La littérature en gestion des organisations est riche de travaux témoignant de pratiques transgressives en entreprise, aux motivations très diverses, mais qui souvent, sont le résultat d’initiatives individuelles. Rares sont les exemples de transgression collective en milieu professionnel, reposant sur un désaccord commun d’un aspect de l’organisation du travail.A partir d’une observation participante rétrospective au niveau d’un service d’une multinationale, je me suis interrogé sur ce phénomène qui peut être considéré de prime abord comme une forme de déviance, mais dont l’enquête de terrain cherche à montrer l’importance de l’impact des tensions organisationnelles et des comportements managériaux.Cette thèse a pour objectif de comprendre comment un groupe est parvenu à bâtir une action transgressive commune et à concilier les exigences contradictoires imposées par l’environnement, en étudiant les concepts de la coopération, de la connivence et du secret
Organizational management has extensively studied organizational misbehaviors and their motivations, which often are initiated by individuals. Examples of collective deviance at work, based on a mutual disagreement on how to conduct a task, are unusual.Following a retrospective participant observation within a multinational department, I questioned this action which could be considered at first as a deviance. However I demonstrate based on fieldwork, that this action is the result of influences of organizational tensions and managerial behaviors.This thesis aims to understand how a group of individuals succeed in organizing a transgressive collective action, and how they conciliate with working requirements, using concepts such as cooperation, connivance and secret

I denna studie kommer jag att jämföra kollektivanställda och tjänstemän på en större processindustri i Värmland. Syftet med att jämföra de olika grupperna är att se om det skiljer sig mellan handlingar som kan tolkas som organizational misbehaviour.

Denna studie är utav en kvantitativ karaktär där graden av organizational misbehaviour har undersökts mellan de två yrkesgrupperna med hjälp av enkät. Urvalet omfattar totalt 300 stycken anställda, respondenterna var jämnt fördelade mellan de olika yrkesgrupperna för att göra en så rättvis undersökning som möjligt.

Jag har valt att mäta Organizational misbehaviour i följande variabler (1) om de anställda använder Internet till privata syften (2) ringer privata samtal på arbetsgivarens telefon (3) gör privata ärenden på betald arbetstid (4) om det förekommer skämt om sina kollegor och chefer (5) stöld på arbetsplatsen.

Jag har kommit fram till att det finns en skillnad mellan de olika yrkesgrupperna. Denna skillnad beror främst på vilka möjligheter de anställda har genom sin anställning. Det har visat sig att om de anställda har tillgång till Internet och en fast telefon som betalas av bruket så ökar frekvensen bland de anställda att begå handlingar som kan kopplas till organizational misbehaviour bland de anställda. I denna undersökning så kan även se en skillnad mellan män och kvinnor i handlingar som kan tolkas som organizational misbehaviour.

Jag har även kommit fram till att det finns klara skillnader mellan de anställda beroende på hur länge man har varit anställd på bruket. Studiens resultat visar bland annat att en bidragande anledning till att anställda ägnar sig åt organizational misbehaviour är att de missnöjda med sitt yrke. I denna studie så kommer jag att arbeta efter fyra frågeställningar dessa är;

-Förekommer det organizational misbehaviour bland de anställda på bruket?

-Finns det någon skillnad i organizational misbehaviour bland tjänstemän och

kollektivanställda bruksarbetare?

-Finns det skillnader i organizational misbehaviour beroende på hur länge man har varit anställd på bruket?

-Finns det någon skillnad i organizational misbehaviour mellan de olika könen?

Individuals spend a majority of their lives in the organizational settings and the communication that occurs is detrimental to maintaining balance, while allotting for specific goals to be met. This goal of this thesis was to catalog supervisor misbehaviors with regard to frequency and valence and validate an adapted supervisor misbehavior measure. Additionally, misbehaviors have a relationship with power (prosocial/antisocial), organizational dissent, organizational orientations, supervisor credibility, and subordinate satisfaction. Participants (N = 258) responded to a questionnaire assessing their perceptions on misbehaviors of their current or most recent supervisor. Statistical analyses substantiated the adaptation of misbehaviors from the instructional to the organizational context. Supervisor misbehaviors had significant relationships with power (antisocial and prosocial), dissent (latent), organizational orientations (ambivalent), supervisor credibility (competence, goodwill, and trustworthiness), and subordinate satisfaction. Results are consistent with those found by Kearney et al., (1991) the seminal research on teacher misbehaviors. Despite compelling results, additional research is necessary to ascertain an exhausted supervisor misbehaviors typology and validate a corresponding measure.

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This work approaches some of the behaviors revealed by the industrial employees from the region of the medium Vale do Paraíba, State of São Paulo, which can be characterized as behavior deviation inside the organization, because they are in disagreement with the internal codes – implicit or explicit ones – and that result in losses for the organization. The research aims at identifying its decisive and significant factors. This is an exploratory study which uses the questionnaire technique, applied to a sample of 1.450 employees, and the interview as well. The statistic pattern utilized to determine the behavior deviation incidence, submitted to the evaluation, has been considered useful for the deviation foresight. Among the results are the identification of the behavior deviation incidence, with 63% of occurrence related to the amount of the 936 participators that returned valid questionnaires; the identification of the decisive factors – the organizational and ethical environment, the subjective and the economic factors –; and the proposal of a cycle that represents the dynamics that guides the behavior deviation and its determiners that encloses the following steps: the decisive factor, the occurrence of the behavior deviation, the losses for organization-employee, the feedback of the process. The participators profile is related to the behavior deviation issue, according to their instruction level and their work area. The results obtained with the interviews have pointed that employees of the enterprises considered in this research are involved in extra activities, usually to complement their wages. There is a disconnection between employee and employer, what can suggest communication failures and inadequacy of behaviors codes and rules; there is a culture of the behavior deviation. The research has pointed that: (1) it is possible to use that cycle to identify and predict the behavior deviation, since this behavior is considered conflicting with the enterprise interests; (2) the organizational culture may be incorporated in order to develop the ethical behaviors of the employees and consequent competitive advantages for the organization; (3) it is necessary to create a planning process that regards all the involved social actors, having as basis the ethical principles applied to the behaviors codes formation, in order to encourage the development of the character values.
A ética, nos dias de hoje, ocupa um lugar primordial no campo organizacional, como também em toda a sociedade. A primeira metade do século XX se caracterizou, de certa forma, por um período em que predominou a abordagem mecanicista. A máquina, como foco de atenções, parecia se sobrepor ao ser humano. Na segunda metade do século XX o empregado passou a ser valorizado enquanto pessoa. Isso fortaleceu a abordagem psico-sociológica. Uma das questões que se coloca é: como as organizações podem transcender a mera produção de bens e serviços e a geração de valor econômico, e como harmonizar os interesses das empresas, da sociedade e das pessoas? A resposta a esses questionamentos passa por se considerar, de maneira incisiva, o homem no ambiente profissional, sua postura ética, e os fatores que dominam a sua relação com a empresa que o emprega. Esta tese tem como objetivos proporcionar uma visão da problemática do desvio de conduta na organização, mostrar quais são os seus fatores determinantes, e de que maneira tais fatores operam na incidência do desvio de conduta. O espaço de análise considerado foram empresas industriais localizadas na região do Médio Vale do Paraíba, no Estado de São Paulo. Utilizou-se a pesquisa bibliográfica como fonte de embasamento teórico-conceitual e um estudo exploratório, com abordagens qualitativa e quantitativa. A análise qualitativa indicou, como resultado, os fatores determinantes do desvio de conduta. A análise quantitativa forneceu um modelo estatístico que descreve a relação entre os fatores determinantes e a incidência do desvio. O modelo obtido, submetido a validação, foi considerado útil para previsão do desvio de conduta. Concluiu-se que é necessário um processo de planejamento que envolva todos os atores sociais, com base em princípios éticos aplicados à formação de códigos de conduta, voltados a incentivar o desenvolvimento dos valores de caráter.

Workplace misbehaviour is seen to be a neglected feature of organizational study (Ackroyd and Thompson; Vardi and Weitz, 2004). Where research has been undertaken into misbehaviour the emphasis tends fall into two broad categories. First of all, organizational behaviour theorists use the term misbehaviour as a means to highlight how the ‘negative’ behaviour of employees gets in the way of formal organizational goals. Secondly, radical sociologists tend to use the term misbehaviour as a means to critique Foucauldian labour process theory. Here an argument is made that suggests the disciplinary affects of new management practices associated with human resource management and total quality management have been overstated. Furthermore, radical sociologists also use the term misbehaviour as means to critique organizational behaviour accounts, which are believed to paint overly optimistic accounts of organizational life. However, on further examination it was discovered that neither a radical sociological approach, nor a traditional organizational behaviour approach, sufficiently addresses the current deficit in our understandings and explanations for workplace misbehaviour. Hence, one of the main themes of this thesis was to design a theoretical and methodological framework to address the deficit in our understandings and explanations. As such, a view was taken of how a radical sociological approach (orthodox labour process analysis) combined with an emerging social psychological perspective (a social identity approach (Haslam, 2001)) could help overcome previous theoretical problems associated with researching misbehaviour. Empirical support for this approach is provided by the detailed examination of the objective and subjective working conditions of four different sets of low status workers. The findings are based on longitudinal covert participant observations, as well as covert interviews and the covert gathering of company documents. The findings depart from previous insights into workplace misbehaviour in stressing the importance of acknowledging and investigating both the organizational and sub-group social identities of low status workers, in relation to such activities. As such, a great deal of the misbehaviour noted in the findings can be attributed to the poor treatment of low status workers by management, yet misbehaviour is equally if not more attributable to the empowering or inhibitive qualities of the many psychological groups that worker can associate with or disassociate themselves from. Recommendations are made about the direction of future research into workplace misbehaviour. There are many suggestions made and include examining misbehaviour in a wider range of settings, sectors and levels of organizations.

Syftet med vår studie är att undersöka om de privata angelägenheterna som utförs av de personer som innehar en chefsposition skiljer sig från de privata angelägenheter som utförs av medarbetarna. Vi vill ta reda på vad det är för privata angelägenheter de ägnar sig åt och om det är någon skillnad på vad de gör beroende på vilken position de har. För att tydliggöra vad som inte anses vara okej att ägna sig åt under arbetstid på denna arbetsplats vill vi därför ta reda på hur både medarbetarna och cheferna förhåller sig till organisationens personalpolicy. Vår teoretiska referensram består av två huvudsakliga områden. Det första inleds med en grundläggande redogörelse för organisatoriskt olydnad för att ge en bättre bild av vad privata angelägenheter är, och vilka former av både organisatoriskt olydnad och privata angelägenheter som finns. Vidare berörs också hur organisatorisk olydnad kan utvecklas samt olika attityder till förekomsten av denna olydnad. Den första delen av teorin avslutas med orsaker som kan ligga till grund för konflikt på arbetsplatsen. Den andra delen av teorin består av resonemang kring vad som kan ligga till grund för att de anställda ägnar sig åt privata angelägenheter under arbetstid. Orsaker kan exempelvis vara bristande autonomi och tillit, samt att den anställde behöver en paus. Sedan avslutas den teoretiska referensramen med åtta propositioner för situationer där anställda bör tillåtas använda internet för personligt bruk. Med denna uppbyggnad strävar vi efter att ge läsaren en god insikt i ämnet. Eftersom vi ville undersöka individernas handlingar utförde vi en kvalitativ undersökning med intervjuer. Vi intervjuade två grupper, en grupp medarbetare och en grupp med chefer. Vi valde två grupper för att i efterhand kunna jämföra om det är någon skillnad mellan vilka privata angelägenheter som förekommer i respektive grupp. Vi kom fram till att det förekommer samma typer av privata angelägenheter i båda grupperna. Båda grupperna ägnar sig åt att prata med kollegor samt att surfa privata ärenden på internet under arbetstid. Det som skilde sig var att det framkom att medarbetarna också ägnar sig åt att ringa privata samtal samt att skicka privata sms och mail vilket inte framkom under intervjuerna med cheferna. Cheferna hade en mycket generös inställning till utförandet av privata angelägenheter under arbetstid, de ansåg att det var helt okej att ägna sig åt detta så länge de anställda utförde arbete som behövdes för dagen. Vi kom också fram till att det inte fanns någon personalpolicy angående detta, men att de flesta trodde att en sådan fanns. Vi kunde därför inte besvara hur de anställda förhöll sig till den. Det fanns två anledningar till att respondenterna ägnade sig åt att prata med kollegor och surfa privata ärenden under arbetstid. De uppgav att det var för att de var i behov av en paus från sitt arbete samt att de menar att tala med kollegor främjar ett trevligt arbetsklimat.

På många arbetsplatser genomförs medarbetarenkäter. Syftet är oftast att identifiera förbättringsområden i arbetsmiljön och att undersöka medarbetares trivsel och mående. Studien handlar om pulsade/frekventa varianter av medarbetar­undersökningar. Dessa undersökningar används i arbetsgrupper för att undersöka måendet vid många tillfällen under verksamhetsåret. En fördel kan vara möjligheten att upptäcka missförhållanden direkt i realtid. Fem chefer och fem medarbetare har intervjuats, och deras upplevelser av pulsade/frekventa medarbetarundersökningar har analyserats. Det förekommer positiva omdömen, men många utmaningar identifierades. En chefsutmaning var svarsprocenten, då många medarbetare valde att inte svara på enkäterna främst p.g.a utebliven resultatuppföljning. Det framkommer även oro för att anonymiteten inte upplevs vara garanterad. Medarbetare kan genom att inte svara demonstrera sin makt gentemot ledningen, speciellt om man inte vet vad ledningen gör med resultaten. En organisatorisk olydnad visade sig växa fram. Ett antal idealtyper hos chefer och medarbetare identifierades och presenteras i studien med koppling till lojalitet, olydnad och makt.
At many workplaces, employee surveys are carried out. The aim is usually to identify improvement areas in the work environment. The study is about frequent variations of employee surveys that are used in groups on many occasions during the year. One advantage is the possibility of detecting working environment problems directly as they occur. Five managers and five employees were interviewed, and their experiences of pulsed/frequent employee surveys have been analyzed. There are positive reviews, but many challenges were identified. A managerial challenge was the response rate, as many chose not to respond to the questionnaires because of an unsatisfactory follow-up of results. There was also concern that anonymity was not guaranteed. By not answering, employees can demonstrate their power towards management. An organizational misbehaviour turned out to emerge. A number of ideal types were identified in the study and their connection to loyalty, organizational misbehaviour and power are presented.

碩士
大葉大學
國際企業管理學系碩士班
92
According to the past literature, the researches on the field of organizational behavior mostly focus on positive side about the organizational members’ attitudes, seldom to touch the issue on negative attitudes or even the organizational misbehavior in workplace. In this way, in this study we mainly confer the influences of the organizational misbehavior through the perspectives of job satisfaction, organizational commitment and person-organization fit. Data were collected via the questionnaire survey by convenience sampling method, and 856 valid samples were selected. The main results of this study were presented as followings： 1. After factor analysis, this study extracts three categories of organizational misbehavior, which are inactive behavior, crooked behavior about obtain benefit, and harmful behavior. 2. It is discovered from the analysis results through the structural equation model that job satisfaction、organizational commitment and person-organization fit are significant negative related to the organizational misbehavior.

碩士
銘傳大學
國際企業學系碩士班
101
Organizational misbehavior (OMB) has been defined as any intentional action by members of organizations that defies and violates (a) shared organizational norms and expectations, and/or (b) core societal values, morals and standards of proper conduct (Vardi and Wiener, 1996). In recent years, it has frequently been suggested that organizational misbehavior poses a serious economic threat to organizations. The organizational misbehavior may damages companies’ corporate reputation and profits, or even causing bankruptcy of companies. So to effectively manage employees, to reduce employees'' organizational misconduct occurred, reducing the organizations operating internal risk, is the current important issues. Past researches for organizational misbehavior suggested that organizational misbehavior caused by personal factors and organizational factors. In this study, we utilize the personal factors as a starting point and then to explore the impact of personality on organizational misbehavior. The purpose of this study hopes to explore the personality of employees’ motivation mechanism, thereby affecting the misbehavior of the staff organization. We also hope to give some recommendations about human resource management by this study result. The main conclusions of this study are： (A) Employees personality affects organizational misbehavior. (B) Under the influence of motivation mechanism, the employees can reduce the incidence of organizational misbehavior.

碩士
銘傳大學
國際企業學系碩士班
100
Organizational misbehavior is the term used for members of an organization who violated the rules and regulations and decreased the social values in the workplace. Thus, these members harmed and influenced other members and the operations of the organization. Recent studies have suggested that organization misbehavior of members is caused by corporate failures. One important finding from the study suggests that organizations should take precautions to avoid members from causing organizational misbehavior, which will significantly reduce costs and valuable resources. In return, if the necessary precaution has been done, it will enhance the organization competitiveness. Past studies have mixed reviews on the antecedent variables caused by organizational misbehavior. Thus this paper is based on the social exchange theory and to integrate with job satisfaction and organizational commitment of personal factors, organizational justice, control and factors. Also to confer the relationship between these two types factors and organizational misbehavior. Utilizing questionnaire survey, this study investigated 426 employees. The hierarchical regression analysis was used to test the hypothesis. The results found: (1) External satisfaction had negative effect on organizational misbehavior. (2) Affective commitment had negative effect on organizational misbehavior. (3) Continuance commitment had positive effect on organizational misbehavior. (4)Affective commitment had negative on organizational misbehavior. (5)Behavior control and clan control had negative effect on organizational misbehavior. (6) Personal factors contribute more to the prediction of organizational misbehavior than organizational factors. This study has practical implication for managers to understand the antecedents of organizational misbehavior.

碩士
銘傳大學
國際企業學系碩士班
100
Organizational misbehavior is the organizational members in the workplace violate social values or organizational norms. Many studies show that organizational misbehavior not only a general and serious phenomenon, but also a serious threat to the benefits of the organization, how to reduce the organizational misbehavior in order to reduce costs and waste has become the subject of the research efforts to academics and practitioners. Past studies have the different views about antecedent variables to the organizational misbehavior In this study, use social exchange theory to merge the organizational commitment and organizational justice to explore the impact of organizational misbehavior by the two factors. This study used a convenience sampling method conducted a questionnaire survey for the employees about the manufacturing and service industries. The series of descriptive statistics analysis, reliability analysis, validity analysis, correlation analysis, common method variance analysis and hierarchical regression analysis to discuss the individual and organizational factors how to affect the organizational members’ organizational misbehavior. Through this study, we hope we can comprehensive and in-depth understanding of the factors that cause organizational misbehavior. This study found that normative commitment of organizational members will be negative to significantly affect the organizational misbehavior, shows that when the employees of its normative commitment higher, they will have the responsibility and obligation for the organization, they will reduce the organizational misbehavior.

碩士
真理大學
企業管理學系碩士班
101
Organizational culture differences caused a great deal of organizational culture point of view is not only important, also become managers an important factor in explaining the success or failure; leadership behavior in the organizational context to guide the direction of the efforts of the members of the organization, through the influencemake concerted efforts Sarkozy went to the common goal of the process. The main purpose of this study is to: understanding organizational culture, leadership behavior on organizational misbehavior that produce the organizational culture how to affect the employees of the organization generated misconduct, the supervisors' leadership behavior how to influence employees to the organization produces misconduct and phase for the competentleadership behavior and organizational culture have a more significant influence employee misconduct. Theoretical connotation of organizational culture, leadership behavior and organizational misconduct, is also a major issue in this study. Using statistical software SPSS by its subjective cognitive cycle can fill Scale asked items, organizational culture and leadership behavior have a significant impact on the employees of misconduct, and in charge of the leadership behavior relative to the organizational culture of staff misconduct have a more significant influence。

碩士
大葉大學
國際企業管理學系碩士班
92
“Why Organizational Misbehavior” The thesis posit that it is because the phenomenon is pervasive and because we do not have a systematic knowledge about it. We find the paucity of knowledge about such behaviors quite puzzling, but they indeed result in costing so much in the workplace. The way of control and manage can restrain the organizational misbehavior in the workplace. The way of control is kind of process which can direct the correct rules to follow and it is divided into outside control and inside control. Outside control is included social capital and organizational control and inside control is included self control and Ego Resilience. The individual has more strength of control, and they can restrain organizational misbehavior more for the Taiwanese labors in the workplace.

碩士
大葉大學
國際企業管理學系碩士在職專班
95
The situation of Asia has become more and more relaxed so the countries of the world have started organizations. The purpose of this study was to explore moderating effect attitude towards organizational change and Personal-organization fit on relationship between organizational commitment and organizational misbehavior. Our analysis results can provide reference for decision-making units. In this study, our object is volunteers for military service, including military units, schools and other units. Issued a total of 600 questionnaires, 511 effective questionnaires were recovered, the recovery rate of 85.2%. We use statistical methods included descriptive statistics, reliability, correlation analysis and moderated regression analysis. Conclusions of this study are as follows: (1)Organization commitment for the military, organizational change attitudes, personal-organization fit and organizations misbehavior are medium level. (2)Military organizations undertook to have the dimensions of the Organization of misconduct are generally negative impact. (3)Organizational change attitudes to the organizational commitment and organizational misbehavior have moderating effects. According to conclusions, we provide recommendations as follows: (1)Planning reform should build up an agreement that is not appropriate to the period of changes too long. (2)Inadequate staffing units, then very widely held reserve officers, detailed review. (3)If it is necessary to review whether the third wave will face potential inappropriate, obviously, should review prior prevention.

碩士
銘傳大學
國際企業學系碩士班
100
According to recent studies have shown that organizational misbehavior has generally affect the interests of the company, how to reduce organizational misbehavior resulting in the loss of the company and enhance the competitiveness of the organization is one of the important topics of today''s enterprise. This study uses social exchange point of view the integration of organizational justice and job satisfaction to explore the relationship of two factors on organizational misbehavior, and organizational justice into three dimensions：distributive justice, procedural justice and interactional justice; job satisfaction be divided into intrinsic satisfaction and extrinsic satisfaction two dimensions, then discuss the relations with organizational misbehavior. This research was completed by using convenience sampling method and questionnaire, for general company serving full-time employees. The total of 500 questionnaires were sent out , 450 were returned, remove 24 invalid questionnaires, the valid questionnaire for 426 , the returned rate of valid questionnaires was 85.2%. The statistical analysis was conducted by using SPSS19.0 statistic software. The series of reliability analysis, validity analysis, descriptive statistics analysis, correlation analysis, factor analysis, common method variance analysis and hierarchical regression analysis, to discuss organizational misbehavior with organizational justice and job satisfaction does have different degrees of influence. The result showed, there was significant negatively relation between extrinsic satisfaction and organizational misbehavior, therefore, we can see when the overall staff perception of their work environment (for example：office equipment, etc.) or working conditions (such as the promotion pipeline, benefits, etc.) to meet the more there will be no organizational misbehavior.

碩士
國立臺中技術學院
事業經營研究所
96
Employee dispatching is one of the methods that enterprises rely on for human resources in nowadays. However, previous studies have indicated that many dispatched workers do not identify with their given statuses. In the highly competitive workplace, it is not easy for dispatched workers to obtain a full-time position. Thus, they have the feeling of being exploited, anxiety, worries, and doubt about having an opportunity to be full-time employed in the future. Besides, it has also been revealed that full-time employees may view dispatched workers as second-rate employees. Many of them not only worry about becoming a dispatched worker one day but also hold hostility toward dispatched workers. If organizational leaders cannot properly manage full-time employees and dispatched workers, conflicts between the two are likely to occur in the organization. The purpose of this study was to understand the relationship between dispatched workers’ self-discrepancy and organizational misbehavior and also analyze whether such relationship would be affected by leadership styles. A total of 407 valid questionnaires were collected and tested for hierarchical regression analysis. It was discovered that dispatched workers’ self-discrepancy had significant effect on organizational misbehavior, and larger self-discrepancy would lead to more aggression and inaction. Among the leaderships, transformational leadership could reduce aggression and inaction, while transactional and laissez-faire leadership would increase aggression and inaction in the organization. It was suggested that when utilizing dispatched workers, enterprises should adequately get hold of the self-discrepancy of dispatched workers and use proper leadership styles so as to effectively predict organizational misbehaviors.

The research aims at exploring the influence of ethical leadership on employees’ behaviors on an individual level. It first studies the research that has been done on ethical leadership in order to provide an overview, and then explores the potential outcomes triggered by the phenomenon on employees’ behaviors. A quantitative analysis was employed with a survey of 131 respondents realized via emailing and social media. The study suggests that ethical leadership influences different variables both positively and negatively. One the one hand, it influence positively related with moral awareness, job satisfaction, motivation, and prosocial behaviors. On the other hand, ethical leadership is negatively related with organizational misbehaviors and counterproductive work behaviors.
A pesquisa visa explorar a influência da liderança ética no comportamento dos funcionários em um nível individual. Primeiramente, ele estuda a pesquisa realizada sobre liderança ética para fornecer uma visão geral e explora os possíveis resultados desencadeados pelo fenômeno no comportamento dos funcionários. Uma análise quantitativa foi empregada com uma pesquisa de 131 respondentes realizada via e-mail e mídia social. O estudo sugere que a liderança ética influencia diferentes variáveis, tanto positiva quanto negativamente. Por um lado, a influência está positivamente relacionada com a consciência moral, a satisfação no trabalho, a motivação e os comportamentos prósociais. Por outro lado, a liderança ética está relacionada negativamente com os maus comportamentos organizacionais e com os comportamentos de trabalho contraproducentes.

The South African Schools Act of 1996 mandates the establishment of School Governing Bodies (SGBs) in all schools with grade eight and higher. Amongst others, the SGB has the authority to develop a Code of Conduct for learners in a school. This study includes a literature review of discipline in schools, the functions of SGBs, the development and implementation of a Code of Conduct by the SGB. A qualitative investigation of the perceptions of parents, educators and learners, of discipline and dealing with misbehaviour was conducted in three secondary schools in the North-West Province. It was established that role-players differed in their understanding of coming to a common understanding of what to include in a Code of Conduct. It seems as if measures to deal with misbehaviour are often in violation of the Bill of Rights in the Constitution. Based on the findings, recommendations for addressing discipline by means of a Code of Conduct were proposed.
Educational Studies
M. Ed. (Education Management)

La présente thèse de doctorat porte sur la relation entre la perception de la justice organisationnelle, l’émission de comportements inadaptés au travail et la santé psychologique des individus au travail. En plus de développer un outil de mesure des comportements inadaptés au travail et d’entreprendre un processus de validation de celui-ci, le présent travail propose que les comportements inadaptés au travail puissent occuper un rôle soit protecteur ou explicatif dans la relation qui unit la perception de la justice organisationnelle avec la santé psychologique des individus au travail. Au sein de cette thèse, le premier article recense la documentation scientifique quant aux variables de la perception de la justice organisationnelle, de l’émission des comportements inadaptés au travail et de la santé psychologique des individus au travail, ainsi que les liens qui unissent ces variables. Aussi, les modèles conceptuels des rôles modérateur et médiateur des comportements inadaptés au travail sont proposés au sein de la relation entre la perception de la justice organisationnelle et la santé psychologique des individus au travail. Le deuxième article a pour objectif de développer un outil de mesure des comportements inadaptés au travail et de tester ses propriétés psychométriques. Ainsi, des analyses statistiques exploratoires et confirmatoires ont été effectuées. Afin d’appuyer la valeur critériée de l’outil proposé, une analyse corrélationnelle a été réalisée avec le critère de l’adaptation. Certaines valeurs psychométriques de l’outil sont validées par les résultats obtenus. Le troisième article examine empiriquement les modèles conceptuels des rôles anticipés des comportements inadaptés au travail dans la relation entre la perception de la justice organisationnelle et la santé psychologique des individus au travail. La perception de la justice organisationnelle a été vue sous les composantes distributive, procédurale, informationnelle et interpersonnelle. De son côté, la santé psychologique des individus a été observée par le biais des éléments du bien-être et de la détresse psychologique au travail. Les différentes analyses de régressions multiples hiérarchiques ont permis d’observer l’absence du rôle modérateur des comportements inadaptés au travail. Pour sa part, l’utilisation du test de Sobel a démontré la présence du rôle médiateur des comportements inadaptés au travail dans certaines relations. Plus exactement, celles-ci sont la relation entre la justice interpersonnelle et le bien-être psychologique au travail, la relation entre la justice interpersonnelle et la détresse psychologique au travail, ainsi que la relation entre la justice distributive et la détresse psychologique au travail. Finalement, la conclusion de la thèse présente une synthèse des résultats et expose les limites et pistes de recherches futures.
The present doctoral thesis treats of the relation between perception of organizational justice, emission of misbehaviours at work, and individuals’ psychological health at work. In addition to developing and undertaking a validation process for a measuring scale of misbehaviours at work, the present thesis proposes that these behaviours may occupy either a protective or an explicative role in the relationship that unites the perception of organizational justice with individuals’ psychological health at work. Within the thesis, the first article lists scientific literature concerning the perception of organizational justice, the emission of misbehaviours at work, and individuals’ psychological health at work. This article also includes a revue of links that unite the variables presently at study. Following this review, two conceptual models about possible roles played by misbehaviours at work in the relationship between perception of organizational justice and individuals’ psychological health at work are developed. More precisely, these models are conceptualisation of the moderating and mediating roles of inadequate work behaviours. The second article’s goal is the development of a measuring scale for misbehaviours at work and testing its psychometric proprieties. In this context, exploratory and confirmatory statistical analyses were made. Also, in order to support the criterion value of the proposed tool, a correlation analysis was made with the criteria of adaptation. The results showed that certain psychometric values were validated. The third article empirically examines the conceptual models developed about the possible roles played by misbehaviours at work in the relationship between perception of organizational justice and individuals’ psychological health at work. Organisational justice perception was analysed under distributive, procedural, informational and interpersonal components. As for individuals’ psychological health at work, it was observed through the psychological well-being and distress elements. The different multiple hierarchical regression analyses helped observe the absence of a moderator role for misbehaviours at work. Using the Sobel test showed the presence of a mediator role for misbehaviours at work in the relationship between the interpersonal organizational justice component and well-being, as well as psychological distress at work. This same test highlighted the mediator role of misbehaviours at work in the relationship between the distributive component of organizational justice and the psychological distress at work of individuals. Finally, the conclusion of this thesis presents a synthesis of the results and highlights the limits and future research ideas.