Hypocritical Behavior and Organization Size: A Game-theory Approach

Hadadian, Zagross; Navidi, Hamidreza; Digehsara, Kourosh Shafei; Sabet, Fatemeh Zaer

doi:10.5901/mjss.2016.v7n1p159

Cited by 2 publications

(6 citation statements)

References 42 publications

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“…This finding is in alignment with prior studies as researchers drew our attention to the importance of corporate morality for employees' psychology and behavioral intentions (Babu et al. , 2019; Hadadian et al. , 2015).…”

Section: Discussionsupporting

confidence: 88%

“…Goswami et al (2018) investigated employees' PCH measuring its impacts on employees' intentions to quit and attitude towards corporations. Yet other studies found employees' PCH to reduce their interest in existing jobs, increase anxiety and have intentions to disassociate from such employers (Hadadian et al, 2015;Miao and Zhou, 2020). Thus, while PCH tarnishes corporations' legitimacy and credibility among employees, a dominant amount of literature reports of PCH affecting employees' psychology and behavioral intentions, specifically employees' attitudes towards corporation and turnover intentions (Babu et al, 2019;Goswami and Ha-Brookshire, 2016).…”

Section: Impacts Of Employees' Pchmentioning

confidence: 99%

“…(2018) investigated employees' PCH measuring its impacts on employees' intentions to quit and attitude towards corporations. Yet other studies found employees' PCH to reduce their interest in existing jobs, increase anxiety and have intentions to disassociate from such employers (Hadadian et al. , 2015; Miao and Zhou, 2020).…”

Section: Literature Reviewmentioning

confidence: 99%

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A bigger challenge: types of perceived corporate hypocrisy in employees and their resulting attitudes and turnover intentions

Goswami

2022

JOEPP

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PurposeThe purpose of this study was to investigate the comparative impacts of the four salient aspects of employees' perceived corporate hypocrisy (PCH), namely PCH based on psychological contract breach (CB), perceived lack of morality (MOR), double standards (DS) and word–action gap (WA), on employees' turnover intentions and attitudes towards corporations.Design/methodology/approachA self-reported online survey was designed to collect data from 520 retail employees using Qualtrics.FindingsPCH-MOR had the most detrimental effect on employees' attitudes and turnover intentions compared to other PCH types. PCH-DS had the second highest negative impact on employees' attitudes, whereas PCH-WA was the second highest predictor of turnover intentions. Employees' negative responses were more concerning for PCH attributed to organizational aspects than the personnel aspects of corporations. PCH-CB was observed to have no significant impact on employees.Practical implicationsThe study generated a deeper understanding of the multi-faceted PCH. It identified the types of PCH that need to be prioritized to guide corporations in attributing the correct areas of concern and determining the scopes of management.Originality/valueWhile prior research conceptualized employees' PCH as a single-dimensional construct, this study is the first to acknowledge its multi-faceted nature. Although a few studies theoretically proposed its salient aspects, this study presented empirical evidence of this framework, comparing their varied impacts on employees. Contrary to the dominant notion of characterizing PCH as WA, this research presented evidence that employees' PCH characterized by a perceived lack of morality was more worrisome. This study presented empirical evidence for the organizational and individual levels of PCH, noting PCH attributed to organizational aspects as a bigger concern.

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Section: Discussionsupporting

confidence: 88%

Section: Impacts Of Employees' Pchmentioning

confidence: 99%

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A bigger challenge: types of perceived corporate hypocrisy in employees and their resulting attitudes and turnover intentions

Goswami

2022

JOEPP

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“…The review of literature suggests that corporate hypocrisy can be created in consumers', employees', and investors' minds (Goswami & Ha-Brookshire, 2016;Janney & Gove, 2011;Wagner et al, 2009). Such perceptions of corporate hypocrisy can be problematic for the corporations' reputations and even economic performance (Brunsson, 1993b;Cour & Kromann, 2011;Hadadian, Navidi, Digehsara, & Sabet, 2016;Wagner et al, 2009). Given the background discussed above, perceived corporate hypocrisy is an important topic within the retail sector.…”

Section: Acknowledgementsmentioning

confidence: 99%

“…Such perceptions not only jeopardize stakeholders' overall trust, loyalty, and general attitude towards those corporations but can also generate discomfort, psychological distance and alienation, turnover intentions, a lack of commitment, and job dissatisfaction, particularly among employees (Abraham, 2000;Arli, Grace, Palmer, & Pham, 2017;Greenbaum, Mawritz, & Piccolo, 2015;Kim, Hur, & Yeo, 2015;Philippe & Koehler, 2004;Shim & Yang, 2016;Simons, 2002). Additionally, such perceptions can be problematic for the corporations' reputations and even economic performances (Brunsson, 1993;Cour & Kromann, 2011;Hadadian, Navidi, Digehsara, & Sabet, 2016;Wagner et al, 2009). Given that employees' attitudes, behaviors, and perceptions have important consequences on businesses' overall performances (Chambers et al, 1998;Lawler, 1992;Mathieu & Zajac, 1990;Meyer et al, 1997;Pfeffer, 1994), PCH among employees needs to be further investigated.…”

Section: Summary Of the Studymentioning

confidence: 99%

Perceived corporate hypocrisy : scale development in the context of US retail employees

Goswami¹

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The study drew attention to matter that employees might perceive corporate hypocrisy as their employers pretend to be something they are not. In the US retail sector, businesses are often wrestling with unethical business practices, and the sector often becomes the subject of media scrutiny for failure to behave responsibly concerning the consumers, well-being of people, human rights, or the environment. These offer huge room for potential corporate hypocrisy perceived by employees, and such perceived corporate hypocrisy (PCH) can be problematic for corporations' reputations and even economic performances. Despite the context and vulnerability surrounding PCH that the retail sector may face, limited research has been done to investigate PCH amongst employees of corporations. Also, there seemed to be lack of a viable objective scale, measuring all the critical dimensions of PCH in the literature. Thus, this study developed and preliminarily validated a scale to measure PCH among employees for their employers using the item response theory. Based on various qualitative and quantitative data as collected in this study, a scale of nine items representing different theoretical aspects of hypocrisy was developed to measure employees' PCH. By creating robust measurements of PCH, the findings can help retail corporations to understand their employees' perceptions, assess their PCH to address any potential problems, and better manage employees as they reshape their workplaces to attract and retain the new generation of millennials.

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Hypocritical Behavior and Organization Size: A Game-theory Approach

Abstract: This article seeks to address hypocritical behavior in interpersonal communication

Cited by 2 publications

References 42 publications

A bigger challenge: types of perceived corporate hypocrisy in employees and their resulting attitudes and turnover intentions

A bigger challenge: types of perceived corporate hypocrisy in employees and their resulting attitudes and turnover intentions

Perceived corporate hypocrisy : scale development in the context of US retail employees

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