Sensemaking and Relational Consequences of Peer Co-worker Deception

Bryant, Erin M; Sias, Patricia M.

doi:10.1080/03637751.2010.542473

Cited by 15 publications

(5 citation statements)

References 46 publications

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“…Also indicative of a toxic work environment, participant 416, a male probation officer, explains how negative interactions with management can intensify the stress within an already stressful work environment: ‘It’s dealing with management and their deception and deceit, not offenders, that is the worst.’ In these words, the probation officer identified employee-management relations, and particularly the perception that management engage in deceptive behaviour toward staff, as the worst stressor he faces. Researchers have found that employees’ feelings of being deceived can increase their stress ( Bryant and Sias, 2011 ) and that deception can have a detrimental impact on workplace productivity and trust ( Hubbell, 2019 ).…”

Section: Resultsmentioning

confidence: 99%

“…In these words, the probation officer identified employee-management relations, and particularly the perception that management engage in deceptive behaviour toward staff, as the worst stressor he faces. Researchers have found that employees' feelings of being deceived can increase their stress (Bryant and Sias, 2011) and that deception can have a detrimental impact on workplace productivity and trust (Hubbell, 2019).…”

Section: Organisational Stressor: Relationships and Tensionsmentioning

confidence: 99%

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Operational and organisational stressors in community correctional work: Insights from probation and parole officers in Ontario, Canada

Norman

Ricciardelli

2021

Probation Journal

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In the current article, we investigate the occupational stressors parole and probation officers working in provincial correctional services in Ontario, Canada experience. We examine four specific stressors that emerged thematically from participants’ open-ended survey responses, and conceptualize these as operational factors (i.e., the duties of the job) or organisational factors (i.e., structural aspects of the organisation in which parole or probation officers work). Participants identified the operational stressor of exposure to potentially psychologically traumatic events and secondary trauma, as well as three predominant organisational stressors: paperwork and administrative tasks, insufficient human resources, and workplace relationships and tensions. Drawing from literatures on parole and probation, workplace stress, and organisational cultures and behaviours, we analyse how these stressors have detrimental impacts on the mental health and well-being of community correctional workers, which in turn compromises their ability to effectively supervise and support individuals on their caseload. Policy and well-being implications are discussed.

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Section: Resultsmentioning

confidence: 99%

Section: Organisational Stressor: Relationships and Tensionsmentioning

confidence: 99%

Operational and organisational stressors in community correctional work: Insights from probation and parole officers in Ontario, Canada

Norman

Ricciardelli

2021

Probation Journal

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“…Beyond studying facework in organizations generally and facework between nonwork friends, scholars have also bridged these two bodies of research to study relationships within organizations (e.g., Bryant & Sias, 2011) and, of most relevance to the current study, friendships within organizational settings (e.g., Sias, 2005). Sias and Cahill (1998) explored specific factors that facilitated the transitions from acquaintances to friends to close friends to "almost best" friends in the workplace and described how communication changed between friends throughout this development process.…”

Section: Facework In Organizations Friendships and Workplace Friendmentioning

confidence: 99%

An Examination of Individually Performed and (Co)Managed Facework: Unique Communication within the Work-Spouse Relationship

McBride

Thorson

Bergen

2020

Communication Studies

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While more researchers have begun to study the work-spouse relationship and made claims that it is unique, scholars have yet to specifically examine how, if at all, communication in the workspouse relationship is different from that with other coworkers. Facework was used as a theoretical lens to analyze data from 41 indepth interviews with work spouses. Findings highlight how participants presented themselves in unique ways within the work-spouse relationship, how work spouses (co)managed positive and negative face needs within the relationship, and the distinctive communication that serves as the basis for these work-spouse relationships. Finally, this relational context provides evidence for the complexity of Facework Theory in close, ongoing relationships, particularly in the blurring of preventive and corrective facework.

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“…Although deceivers often feel troubled following deception (e.g., Horan & Dillow, 2009), research suggests that deception occurs relatively frequently (see DePaulo, Kashy, Kirkendol, Wyer, & Epstein, 1996). Recently, Bryant and Sias (2011) identified four types of narratives explaining coworkers’ deceptive motives: to “survive or thrive” (p. 122), for personal gain, to cover one’s errors, and due to a dishonest personality. They encouraged researchers to “examine how contextual factors .…”

Section: Peer Perceptions and Communicationmentioning

confidence: 99%

Relational Implications of Gay and Lesbian Workplace Romances: Understanding Trust, Deception, and Credibility

Horan

Chory

2013

International Journal of Business Communication

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This study examines the relational implications of same-sex workplace romances (WRs) and compares results with findings for heterosexual WRs. Working adults (N = 147; M age = 30.87 years old) read a scenario describing a same-sex WR and completed measures of deception, trust, and credibility. Results indicate that employees trust gay and lesbian peers dating superiors less, are more likely to deceive them, and view them as less credible than gay and lesbian peers dating other peers. Employees also perceive gay coworkers as more caring and of higher character than they perceive lesbian coworkers. Comparisons with prior research indicate that peers report less deception with gay and lesbian coworkers and higher perceptions of gay and lesbian coworkers’ caring and character compared with heterosexual coworkers. Sex of the peer affected perceptions of gay and lesbian, but not heterosexual peers. There were no differences in the effect sizes for dating a superior versus a peer between gay and lesbian and heterosexual WRs.

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Sensemaking and Relational Consequences of Peer Co-worker Deception

Cited by 15 publications

References 46 publications

Operational and organisational stressors in community correctional work: Insights from probation and parole officers in Ontario, Canada

Operational and organisational stressors in community correctional work: Insights from probation and parole officers in Ontario, Canada

An Examination of Individually Performed and (Co)Managed Facework: Unique Communication within the Work-Spouse Relationship

Relational Implications of Gay and Lesbian Workplace Romances: Understanding Trust, Deception, and Credibility

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