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2. Your Job Is Safe. Carol Kinsey Gorman, author of "The Truth About Lies in the Workplace," shares a story from a worker who considers this one of the most egregious lies a bad boss can tell: "My ...
References, or earlier work, are acknowledged where possible, and plagiarism is avoided. Harvard ethicist Louis M. Guenin describes the "kernel" of intellectual honesty to be "a virtuous disposition to eschew deception when given an incentive for deception".
Across two studies, Hall and colleagues found that when women working at engineering firms were presented with information communicating gender inclusive policies, they reported increased belonging, fewer concerns about experiencing gender stereotyping in the workplace, and expected to have more pleasant conversations with male coworkers.
An example of typical questions might ask if you are more sensible or adventurous. [2] Examples of personality-oriented integrity test are the Personnel reaction blank, employment inventory from personnel decisions Inc., and the Hogan personality inventory. The personnel reaction blank is based on California psychological inventory.
Machiavellianism in the workplace is a concept studied by many organizational psychologists. [1] Conceptualized originally by Richard Christie and Florence Geis, Machiavellianism in psychology refers to a personality trait construct based on a cold, callous and exploitative orientation.
Counterproductive work behavior (CWB) is employee's behavior that goes against the legitimate interests of an organization. [1] This behavior can harm the organization, other people within it, and other people and organizations outside it, including employers, other employees, suppliers, clients, patients and citizens.
Honesty-humility is also strongly negatively correlated with workplace delinquency (e.g. stealing from an employer, vandalism, absenteeism, alcohol use at work). [9] It is also strongly positively correlated with the Employee Integrity Index, which is a measure of attitudes about and admissions to theft. [10]
Workplace deviance, in group psychology, may be described as the deliberate (or intentional) desire to cause harm to an organization – more specifically, a workplace. The concept has become an instrumental component in the field of organizational communication .