We examine the influence of individuals' propensity to morally disengage on a broad range of unethical organizational behaviors. First, we develop a parsimonious, adult-oriented, valid, and reliable measure of an individual's propensity to morally disengage, and demonstrate the relationship between it and a number of theoretically relevant constructs in its nomological network. Then, in 4 additional studies spanning laboratory and field settings, we demonstrate the power of the propensity to moral disengage to predict multiple types of unethical organizational behavior. In these studies we demonstrate that the propensity to morally disengage predicts several outcomes (self-reported unethical behavior, a decision to commit fraud, a self-serving decision in the workplace, and supervisor-and coworker-reported unethical work behaviors) beyond other established individual difference antecedents of unethical organizational behavior, as well as the most closely related extant measure of the construct. We conclude that scholars and practitioners seeking to understand a broad range of undesirable workplace behaviors can benefit from taking an individual's propensity to morally disengage into account. Implications for theory, research, and practice are discussed.A host of ethical debacles across a wide range of contexts has inspired growing interest in studying and understanding why individuals engage in the kind of behavior that leads to enormous costs-trillions

To date there have been no studies of how both sex and ethnicity might affect the incidence of both sexual and ethnic harassment at work. This article represents an effort to fill this gap. Data from employees at 5 organizations were used to test whether minority women are subject to double jeopardy at work, experiencing the most harassment because they are both women and members of a minority group. The results supported this prediction. Women experienced more sexual harassment than men, minorities experienced more ethnic harassment than Whites, and minority women experienced more harassment overall than majority men, minority men, and majority women.

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Lactating Long-Evans rats were observed to interact differently with male and female pups during the first 18 days postpartum. Differences in the mother's behavior were related to the gender composition of her litter (GHL), to the sex of a single introduced pup, and to the sex of individual pups within her litter. Major differences were the greater time spent in licking the anogenital region of own male pups and the greater stimulation of anogenital licking by male foster pups, an effect that did not interact with GHL or age of pup. The GHL interacted with day of testing to affect nest building and time spent near pups.

moral disengagement, corruption, moral awareness, unethical decision-making, organizational advancement,