Negative reciprocity and the association between perceived organizational ethical values and organizational deviance

Research output: Contribution to journalArticlepeer-review

Abstract

Perceived organizational ethical values refer to employees' beliefs concerning what practices are acceptable or appropriate in their organization (Trevino, 1990). Previous work suggests that these perceptions can be a significant factor in employee behavior, with normative influence often assumed to be the underlying mechanism (Peterson, 2002). The current article incorporates another theoretical lens, namely social exchange theory (Blau, 1964), and, in particular, negative reciprocity, to suggest that mistreatment at work - in the form of abusive supervision and lack of organizational support - may undermine the normative influence of perceived ethical values. The results indicate a negative association between perceived organizational ethical values and organizational deviance. This generally negative association was countered by abusive supervision and strengthened by organizational support, with both moderators suggesting an overt effect of negative reciprocity on employee behavior, especially when the trustee's (i.e. the supervisor's or employer's) actions seem to be misaligned with perceived organizational ethical values.

Original languageEnglish
Pages (from-to)875-897
Number of pages23
JournalHuman Relations
Volume63
Issue number6
DOIs
StatePublished - 2010

Keywords

  • Abusive supervision
  • Negative reciprocity
  • Organizational deviance
  • Organizational ethical values
  • Organizational support
  • Social exchange

ASJC Scopus subject areas

  • Arts and Humanities (miscellaneous)
  • Social Sciences (all)
  • Strategy and Management
  • Management of Technology and Innovation

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