No abstract

This study reports the development of an instrument to assess the motives of marathon runners. The Motivations of Marathoners Scales (MOMS) contains 56 items distributed across nine scales. Content areas covered included health orientation, weight concern, self-esteem, life meaning, psychological coping, affiliation, recognition, competition, and personal goal achievement. Adequate internal consistency (Cronbach's alpha range .80 to .93), retest reliability (intraclass Rs range .71 to .90), and factorial validity of the scales were demonstrated. Assessment of the relationship between individual MOMS scales and other variables of conceptual relevance documents early evidence for the convergent and discriminant validity of the instrument. Future uses of the MOMS are discussed in light of theoretical, empirical, and practical considerations.

PurposeThis paper aims to review research about four forms of deviant employee behavior: unexplained absenteeism/tardiness, employee theft, incivility, and violence. It is believed that, when an organization and its managers are perceived to be fair and supportive, employee deviant behavior will decrease.Design/methodology/approachBecause the literature on employee deviant behavior is so vast, the typology of deviant behavior proposed by Robinson and Bennett to select and frame these four forms of deviance was used.Practical implicationsEmployees can behave in a variety of ways that are harmful to the organization, such as stealing, sexual harassment, or purposefully taking long breaks. Sometimes this misbehavior happens despite the best efforts of managers to enforce organizational rules, but managers can do more to prevent such behavior than just rule enforcement.Originality/valueThis paper identifies new reasons for managers to behave in a fair and equitable way toward employees. The point is made that such behavior is in a manager's best self‐interest because it reduces his/her subordinate's deviant behavior. Finally, specific and research‐based recommendations for manager behavior are provided.

The advent of the desktop computer has allowed organizations to help their employees become faster and more productive workers. Some employees, however, use their work computers in unproductive ways as well, such as sending personal email and playing computer games. We call this Personal Use of Work Computers (PUWC). Using a work computer for personal reasons deviates from many organizations' norms. In the current study, we surveyed employees at an educational institution and asked them to report how they use their computers at work. These respondents also answered questions related to their sensation seeking, impulsiveness, conscientiousness, and job satisfaction as well as demographic information. We found that people who use their computers in unproductive ways tend to be men, younger, more impulsive, and less conscientious. We also found that those who use their computers for riskier PUWC behaviors (like viewing sexual content) tended to have sensation seeking personalities.

The purpose of this study was to investigate differences in perceptions of two "severity dichotomies" present in the Equal Employment Opportunity Commission Guidelines on sexual harassment. Alale and female undergraduates (N = 198), from a predominately white midwestern university, were given one of four statements based on these guidelines, varying "form" (physical/verbal) and "consequence" (economic injury/hostile environment) of the behavior. Analysis of variance results showed females rated the incident as more definitely sexual harassment and as affecting perfonnance more than did males. Participants reading "economic injury" statements rated them as having more effect on the victim's job status than did those reading "hostile environment" statements. A multivariate analysis of variance revealed significant "consequence" and '~ex" effects on several factors: A significant three-way interaction showed that males rated statements less negatively than did females, especially when the statement described "physical" behavior with "hostile environment" consequences. Cluster analysis results are also presented.