From helping hands to harmful acts: When and how employee volunteering promotes workplace deviance.

This study examines how the laudable behavior of employee volunteering can lead to deviant workplace behavior. We draw on the moral licensing and organizational justice literatures to propose that the relationship between employee volunteering and workplace deviance is serially mediated by moral license (moral credits and moral credentials) and psychological entitlement. Results from 2 multiwave survey studies of full-time employees from a variety of organizations and industries confirm that moral credits and psychological entitlement serially mediate this relationship, although the proposed mediating role of moral credentials was not supported. Organizational justice moderates the impact of psychological entitlement on workplace deviance; the indirect relationship between employee volunteering and workplace deviance weakens when perceptions of organizational justice are high. This study demonstrates a potential dark side to employee volunteering and also contributes to the moral licensing and behavioral ethics literatures. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

College instruction is not so stress free after all: A qualitative and quantitative study of academic entitlement, uncivil behaviors, and instructor strain and burnout.

The vast majority of today's college students are millennials, who have traits of confidence, tolerance, but also of entitlement and narcissism (Twenge, 2006). Therefore, college instructors face a unique challenge: dealing with the requests from academically entitled students, who have unreasonable expectations of receiving academic success, regardless of performance (Chowning & Campbell, 2009). We conducted two studies to examine whether student academic entitlement would increase instructors' strain and burnout via uncivil behaviors. A qualitative inquiry asked 136 instructors with college-teaching experience to describe types of behaviors entitled students display, their responses to entitled students, and the influence of these interactions on instructors' well-being. Next, a quantitative study with data from 857 college students nested in 34 instructors tested a multilevel mediation model where students' academic entitlement was related to instructor-reported uncivil behaviors, which in turn related to instructors' strain and burnout. Both studies largely support our hypothesis that uncivil behaviors fully mediate the relationship between students' academic entitlement and instructors' strain and burnout. We recommend employing behavioral modification strategies to decrease uncivil behaviors (e.g., class rules regarding uncivil behaviors might be specified in the course syllabus and consistently enforced) because academic entitlement attitudes are largely stable beliefs and thus may be less amenable to modification.

Getting even or moving on? Power, procedural justice, and types of offense as predictors of revenge, forgiveness, reconciliation, and avoidance in organizations.

A field study and an experimental study examined relationships among organizational variables and various responses of victims to perceived wrongdoing. Both studies showed that procedural justice climate moderates the effect of organizational variables on the victim's revenge, forgiveness, reconciliation, or avoidance behaviors. In Study 1, a field study, absolute hierarchical status enhanced forgiveness and reconciliation, but only when perceptions of procedural justice climate were high; relative hierarchical status increased revenge, but only when perceptions of procedural justice climate were low. In Study 2, a laboratory experiment, victims were less likely to endorse vengeance or avoidance depending on the type of wrongdoing, but only when perceptions of procedural justice climate were high.

An empirical test of forgiveness motives' effects on employees' health and well-being.

Two critical-incident studies were conducted to determine what motivates employees to forgive (or reconcile) with coworkers who offend them. Data from the first study's exploratory factor analysis revealed five types of motives for forgiveness: apology, moral, religious, relationship, and lack of alternatives. Data from the second study on a different sample confirmed the five-factor structure, and structural equation modeling demonstrated differential relationships between the five motives and the outcome variables, stress and health. Individuals who claimed to have forgiven because they believed they had no other alternatives, or who forgave because they believed a higher power (religious) required it, were more likely to report greater stress and poorer health. Positive outcomes of forgiveness were discovered for those employees who forgave because they believed it was the right (moral) thing to do. Those who forgave for moral reasons reported less stress than those who forgave because they believed they had no other choice or because a higher power demanded it. Forgiving for relationship and apology reasons was not significantly related to either stress or general health. Future research directions are discussed.