From helping hands to harmful acts: When and how employee volunteering promotes workplace deviance.

This study examines how the laudable behavior of employee volunteering can lead to deviant workplace behavior. We draw on the moral licensing and organizational justice literatures to propose that the relationship between employee volunteering and workplace deviance is serially mediated by moral license (moral credits and moral credentials) and psychological entitlement. Results from 2 multiwave survey studies of full-time employees from a variety of organizations and industries confirm that moral credits and psychological entitlement serially mediate this relationship, although the proposed mediating role of moral credentials was not supported.

College instruction is not so stress free after all: A qualitative and quantitative study of academic entitlement, uncivil behaviors, and instructor strain and burnout.

The vast majority of today's college students are millennials, who have traits of confidence, tolerance, but also of entitlement and narcissism (Twenge, 2006). Therefore, college instructors face a unique challenge: dealing with the requests from academically entitled students, who have unreasonable expectations of receiving academic success, regardless of performance (Chowning & Campbell, 2009). We conducted two studies to examine whether student academic entitlement would increase instructors' strain and burnout via uncivil behaviors.

An empirical test of forgiveness motives' effects on employees' health and well-being.

Two critical-incident studies were conducted to determine what motivates employees to forgive (or reconcile) with coworkers who offend them. Data from the first study's exploratory factor analysis revealed five types of motives for forgiveness: apology, moral, religious, relationship, and lack of alternatives. Data from the second study on a different sample confirmed the five-factor structure, and structural equation modeling demonstrated differential relationships between the five motives and the outcome variables, stress and health.

Getting even or moving on? Power, procedural justice, and types of offense as predictors of revenge, forgiveness, reconciliation, and avoidance in organizations.

A field study and an experimental study examined relationships among organizational variables and various responses of victims to perceived wrongdoing. Both studies showed that procedural justice climate moderates the effect of organizational variables on the victim's revenge, forgiveness, reconciliation, or avoidance behaviors. In Study 1, a field study, absolute hierarchical status enhanced forgiveness and reconciliation, but only when perceptions of procedural justice climate were high; relative hierarchical status increased revenge, but only when perceptions of procedural justice climate were low.