Contests and unethical behavior in organizations: a review and synthesis of the empirical literature

Piest, Simon; Schreck, Philipp

doi:10.1007/s11301-020-00197-3

Cited by 8 publications

(3 citation statements)

References 168 publications

(315 reference statements)

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“…In the o rganizational setting, envious emotion is found to be widely present, especially in organizations where there is intense competition among employees (González-Navarro et al, 2018; Khan & Noor, 2020). Researchers have previously argued that intense competition among individuals lead to social comparison (Hoffman et al, 1954; Piest & Schreck, 2021). This claim of scholars regarding social comparison in the competitive organizational environment among employees could be answered via Festinger’s (1954) social comparison theory.…”

Section: Discussionmentioning

confidence: 99%

Dispositional Malicious Envy and Workplace Deviance: Divergent Thinking as a Mediator

Hussain,

Mohr

2023

Sage Open

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In the extant scholarship, researchers have claimed that malicious envy has a significant relationship with workplace deviance. Nevertheless, there remains a dearth of scholarship detailing how employees can display workplace deviance in an organizational context without being caught. This study aims to examine an association between dispositional malicious envy and workplace deviance, mediated by divergent thinking through the lens of social comparison theory. Data was collected via a cross-sectional survey from employees ( N = 363) working in Pakistan’s banking and telecom sector. The study results reveal that dispositional malicious envy can lead to workplace deviance via the divergent thinking mediation effect. This study adds to the limited scholarship about how dispositional malicious envy relates to workplace deviance in the organizational setting, particularly when employees make lateral comparisons.

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Section: Discussionmentioning

confidence: 99%

Dispositional Malicious Envy and Workplace Deviance: Divergent Thinking as a Mediator

Hussain,

Mohr

2023

Sage Open

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“…Our study suggests that using performance rankings in organizations requires careful consideration in order to achieve the motivational benefits of social comparison while avoiding its costs (cf. Piest/Schreck 2021;Schreck 2015Schreck , 2020. The rival focus induced by performance rankings may cause dysfunctional activities amongst colleagues.…”

Section: Discussionmentioning

confidence: 99%

The Undesired Effects of Performance Rankings

Hartmann

Schreck

2022

Control Manag Rev

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“…Competition is considered to be one of the most important factors influencing behavior toward others (for reviews, see Piest & Schreck, 2020; Schmidt, 2011). Competition occurs when individuals strive for a goal that cannot be shared.…”

Section: Introductionmentioning

confidence: 99%

Reciprocity versus Self-Interest in a Competitive Interaction Context: An Experimental Study

et al. 2022

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In social interactions, the reciprocity norm implies to adjust one’s behavior to that of the other agents. Conversely, behaving according to self-interest involves taking into account the reciprocity principle only if it does not hinder the achievement of one’s goals. However, reciprocity and self-interest may conflict with each other, as when returning a kind action involves sacrificing the possibility to achieve a personal objective. The conflict could be exacerbated by some contextual factors, such as competitive pressures. This study investigated, in a competitive interaction context, which principle prevails when the two conflict. To this end, 276 unpaid participants (M = 138) took part in a two-stage experiment entailing a simulated interaction with a fictitious opponent, which behaved selfishly, fairly or altruistically toward them during the first stage. Participants had to decide whether or not to reciprocate the opponent’s previous behavior, which in the critical experimental conditions conflicted with the goal to successfully complete the experiment. So, they were faced with a moral dilemma. Competition degree was manipulated to make the conflict between reciprocity and self-interest more or less harsh. Moreover, we tested whether the putative effect of experimental manipulation was mediated by changes in context-related affective states and personal beliefs about morality. Results showed that decision-making was principally influenced by reciprocity. Regardless of the competition degree, participants preferred to engage in reciprocal behavior even when this compromised their personal interest. Affective states and beliefs changed in response to the experimental manipulation, but they did not mediate the effect of the independent variable on decision-making.

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Contests and unethical behavior in organizations: a review and synthesis of the empirical literature

Cited by 8 publications

References 168 publications

Dispositional Malicious Envy and Workplace Deviance: Divergent Thinking as a Mediator

Dispositional Malicious Envy and Workplace Deviance: Divergent Thinking as a Mediator

The Undesired Effects of Performance Rankings

Reciprocity versus Self-Interest in a Competitive Interaction Context: An Experimental Study

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