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Within the constellation of employee misconduct, workplace deviance possesses the somewhat distinctive feature of violating organizational norms. Yet, the burgeoning research examining the social context surrounding workplace deviance typically fails to properly account for it. Interdisciplinary research has demonstrated that within organizations (a) multiple reference groups provide descriptive and injunctive norms about (in)appropriate behavior; (b) even when embedded within the organizational hierarchy, norms are not necessarily consistent across these groups; and (c) the immediate reference group often exerts a crucial influence. Against this background, we discuss prevalent conceptualizations of workplace deviance and systematically review the literature from 1995 to 2017. We present our findings according to external and organizational, leadership, and intraunit antecedents of workplace deviance by and within units, distinguishing, in particular, unit composition, processes and emergent states, climates, and norms. We conclude with a discussion of theoretical and methodological avenues for future research.

The aim of this project is to systematically study the direct and moderating impacts of cultural background, individual characteristics such as personality, motivation, or self-regulatory skills, and other resources such as social support on individuals' professional trajectories and their career development. In order to do so, a longitudinal approach is implemented, implying a 7-year follow up of a large sample of workers and unemployed individuals, Swiss and non-Swiss. Since almost no longitudinal studies of professional trajectories based on a psychological perspective are available, we claim that this project bringing together different disciplinary specializations (personality and crosscultural psychology, career development psychology, positive psychology, work and organizational psychology) and combining different methodological approaches can extend and integrate the results obtained in specific research domains.

The aim of this project is to systematically study the direct and moderating impacts of cultural background, individual characteristics such as personality, motivation, or self-regulatory skills, and other resources such as social support on individuals' professional trajectories and their career development. In order to do so, a longitudinal approach is implemented, implying a 7-year follow up of a large sample of workers and unemployed individuals, Swiss and non-Swiss. This is the first wave of the project. Since almost no longitudinal studies of professional trajectories based on a psychological perspective are available, we claim that this project bringing together different disciplinary specializations (personality and crosscultural psychology, career development psychology, positive psychology, work and organizational psychology) and combining different methodological approaches can extend and integrate the results obtained in specific research domains.

The aim of this project is to systematically study the direct and moderating impacts of cultural background, individual characteristics such as personality, motivation, or self-regulatory skills, and other resources such as social support on individuals' professional trajectories and their career development. In order to do so, a longitudinal approach is implemented, implying a 7-year follow up of a large sample of workers and unemployed individuals, Swiss and non-Swiss. This is the first wave of the project. Since almost no longitudinal studies of professional trajectories based on a psychological perspective are available, we claim that this project bringing together different disciplinary specializations (personality and crosscultural psychology, career development psychology, positive psychology, work and organizational psychology) and combining different methodological approaches can extend and integrate the results obtained in specific research domains.

The aim of this project is to systematically study the direct and moderating impacts of cultural background, individual characteristics such as personality, motivation, or self-regulatory skills, and other resources such as social support on individuals' professional trajectories and their career development. In order to do so, a longitudinal approach is implemented, implying a 7-year follow up of a large sample of workers and unemployed individuals, Swiss and non-Swiss. This is the first wave of the project. Since almost no longitudinal studies of professional trajectories based on a psychological perspective are available, we claim that this project bringing together different disciplinary specializations (personality and crosscultural psychology, career development psychology, positive psychology, work and organizational psychology) and combining different methodological approaches can extend and integrate the results obtained in specific research domains.

The aim of this project is to systematically study the direct and moderating impacts of cultural background, individual characteristics such as personality, motivation, or self-regulatory skills, and other resources such as social support on individuals' professional trajectories and their career development. In order to do so, a longitudinal approach is implemented, implying a 7-year follow up of a large sample of workers and unemployed individuals, Swiss and non-Swiss. This is the first wave of the project. Since almost no longitudinal studies of professional trajectories based on a psychological perspective are available, we claim that this project bringing together different disciplinary specializations (personality and crosscultural psychology, career development psychology, positive psychology, work and organizational psychology) and combining different methodological approaches can extend and integrate the results obtained in specific research domains.

The aim of this project is to systematically study the direct and moderating impacts of cultural background, individual characteristics such as personality, motivation, or self-regulatory skills, and other resources such as social support on individuals' professional trajectories and their career development. In order to do so, a longitudinal approach is implemented, implying a 7-year follow up of a large sample of workers and unemployed individuals, Swiss and non-Swiss. This is the first wave of the project. Since almost no longitudinal studies of professional trajectories based on a psychological perspective are available, we claim that this project bringing together different disciplinary specializations (personality and crosscultural psychology, career development psychology, positive psychology, work and organizational psychology) and combining different methodological approaches can extend and integrate the results obtained in specific research domains.

Employee silence, the withholding of work‐related ideas, questions, or concerns from someone who could effect change, has been proposed to hamper individual and collective learning as well as the detection of errors and unethical behaviors in many areas of the world. To facilitate cross‐cultural research, we validated an instrument measuring four employee silence motives (i.e., silence based on fear, resignation, prosocial, and selfish motives) in 21 languages. Across 33 countries (N = 8,222) representing diverse cultural clusters, the instrument shows good psychometric properties (i.e., internal reliabilities, factor structure, and measurement invariance). Results further revealed similarities and differences in the prevalence of silence motives between countries, but did not necessarily support cultural stereotypes. To explore the role of culture for silence, we examined relationships of silence motives with the societal practices cultural dimensions from the GLOBE Program. We found relationships between silence motives and power distance, institutional collectivism, and uncertainty avoidance. Overall, the findings suggest that relationships between silence and cultural dimensions are more complex than commonly assumed. We discuss the explanatory power of nations as (cultural) units of analysis, our social scientific approach, the predictive value of cultural dimensions, and opportunities to extend silence research geographically, methodologically, and conceptually.