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Deviant workplace behavior violates organizational standards and has the potential to hurt either the entire organization or specific members of the organization. It is a serious and present problem in the workplace. Workplace culture have been linked to deviant workplace behavior however, there has been a scarcity of research and reviews on the impact of workplace culture on deviant workplace behavior. Scopus, Sage, MEDLINE and Web of Science Journals were used to look for terms relating to workplace culture (workplace culture, organizational culture) as well as terms related to deviant workplace behavior (deviant behavior, deviances). Original research, samples, or gendered employee subsamples were considered for this evaluation of workplace culture that have an impact on deviant workplace behavior, and the research must be completed in English. This evaluation has 19 publications that passed the eligibility criteria. This review's results showed that deviant workplace behavior is significantly influenced by workplace culture with different interpretation of culture and measurement used. These findings are explored in light of existing gaps in the literature and fresh research opportunities.

Channelling new ways of perceiving and responding to everyday challenges, this book acts as a unique guide for professionals who are ready to elevate their internal leadership journey and assume the presence and self-awareness that will enable them to make a positive impact wherever they work.

Using a multidisciplinary approach, The Science of Diversity reveals the theories, principles, and paradigms that illuminate people's understanding of the issues surrounding human diversity, social equality, and justice. Noted psychologist and educator Dr. Mona Weissmark assembles a rich array of research from anthropology, biology, religious studies, and the social sciences to write a scholarly diorama of diversity. This book contextualizes diversity historically, tracing the evolution of ideas about "the other" and about "we" and "them" to various forms of social organization - from the "hunter-gather," face-to-face, shared resource model to the anomie of megacities.

It is an ethnographic study. Clerks are people engaged with files, maintaining records in various departments and in government ministries. Head clerks were earlier referred to as 'babus'. Clerks are part of the bureaucratic system, or more specifically, part of the lower bureaucracy, who are directed by the commands from seniors. It looks at the aspects of gender and work in the working life of both men and women Clerks in two government offices in New Delhi. The central question that pursued in the research study is how gender affects work. It delves into this question by inquiring into the lives of Clerks and their seniors and employee's junior to Clerks in order to understand the structure of mobility, gradations, and limits within which clerks viewed their work lives. This ethnographic study showed that women Clerks often did not stand up for their legal rights in order to avoid controversy at the workplace. Paradoxically, the bureaucratic organization was permeated with patriarchal values but also helped to check them. The presence of women had introduced changes in the character of bureaucracy. While the government tried to promote gender equality, it had not yet been able to come to terms with its requirements and cultural implications of sexual harassment, practices, rules and laws. With regard to this issue, cultural patterns are still powerful and prevent women from complaining about incidents of sexual harassment at the workplace.

Purpose– Organizational cynicism is on the increase. The purpose of this paper is to explore how dispositions promote cynical attitudes and how to mitigate the negative impact of organizational cynicism for employees.Design/methodology/approach– The data consisted of two samples (n=312 andn=529) of employed adults. All participants completed online surveys containing the variables of interest. The hypothesized model was tested using structural equation modeling.Findings– Low levels of core self-evaluation (CSE) predict organizational cynicism which, in turn, mediates the relations between CSE and job attitudes. Importantly, the authors find that supervisory support moderates both the relations between CSE and organizational cynicism and organizational cynicism and job satisfaction.Originality/value– Little research has directly assessed the role of dispositions in the development of organizational cynicism. The authors suggest that CSE contributes to the development of cynical attitudes. Further, the authors demonstrate that a supportive supervisor can serve as a buffer to mitigate the expression and effects of organizational cynicism on workplace outcomes.

"What are the most widely spoken non-English languages in the USA? How did they reach the USA? Who speaks them, to whom, and for what purposes? What changes do these languages undergo as they come into contact with English? This book investigates the linguistic diversity of the USA by profiling the twelve most commonly used languages other than English. Each chapter paints a portrait of the history, current demographics, community characteristics, economic status, and language maintenance of each language group, and looks ahead to the future of each language. The book challenges myths about the 'official' language of the USA, explores the degree to which today's immigrants are learning English and assimilating into the mainstream, and discusses the relationship between linguistic diversity and national unity. Written in a coherent and structured style, Language Diversity in the USA is essential reading for advanced students and researchers in sociolinguistics, bilingualism, and education"--

"Using a multidisciplinary approach, The Science of Diversity reveals the theories, principles, and paradigms that illuminate people's understanding of the issues surrounding human diversity, social equality, and justice. Noted psychologist and educator Dr. Mona Weissmark assembles a rich array of research from anthropology, biology, religious studies, and the social sciences to write a scholarly diorama of diversity. This book contextualizes diversity historically, tracing the evolution of ideas about "the other" and about "we" and "them" to various forms of social organization-from the "hunter-gather," face-to-face, shared resource model to the anomie of megacities. Moreover, it explicates the concept of diversity, analyzing its meaning over time, place, and polity-from ancient Greece to the time of Donald Trump, from biblical parables to United Nations pronouncements. Ultimately, drawing on the author's groundbreaking research work with the children of Nazis and the children of holocaust survivors, the book suggests that one potential antidote to ethnic strife lies in the pursuit of Immanuel Kant's mandate, sapere aude (dare to know), combined with the development of compassion"--

According to the Equal Treatment of Men and Women in the Employment and Professional Educational Laws 2002-2006, four forms of discrimination exist because of gender: 1. Direct gender discrimination 2. Indirect gender discrimination 3. Sexual harassment and 4. Harassment The Introduction of sexual harassment as a discrimination is very innovative in the Cypriot legislation as well as a socio-cultural challenge. Sexual harassment is defined as "the undersirable by the recipient behaviour of sexual nature that has as aim or result the offence of the dignity of the person, especially when it creates a humiliating, intimidating or hostile working environment and it's expressed with words or actions". Within the nursing profession the percentage of sexual harassment seemed to be high. This article aims to increase the awareness of nurses in relation to sexual harassment at workplace. This literature review discusses the: a) stereotypes and myths around the sexual harassment are recorded; b) examples of sexual harassment and c) methods for the prevention and confrontatio of sexual harassment at workplace. Particular reference is made to the Code of Practice for the confrontation of sexual harassment at workplace. Review methods: For the purpose of this study, several database have been used, like CINAHL, MEDLINE, the Directory of Open Access Journals (DOAJ) and PubMED under the keywords, sexual harassment at the workplace. Also the Code of Practice for the confrontation of sexual harassment at workplace was reviewed. Results: Through the literature and Cyprus available data the problem of the sexual harassment at workplace is apparent. Sexual harassment is more frequent in women but it can also happen to men. The perpetrators can be of the same or the opposite sex. In most cases the perpetrators are the employers and colleagues. The prevention and confrontation include preventive seminars, information and awareness of employers and employees, empowerment of the individual, penal prosecution and access in counseling services for victim support. In Cyprus, the ombudsman office composed the Code of Practice for the confrontation of sexual harassment in the workplace in 2007.

Empowerment in the workplace was developed and practiced in the 1950s and 1960s. Recent forces in the business community, such as globalization, skilled staff shortages, and the need for innovation and productivity have added momentum to the search for ways to survive. Despite limited empirical evidence, empowerment has been advocated as a promising solution. This study evaluates the effect of a controlled introduction of empowerment, with reference to power, managerial functions, leadership styles, and employee motivation. Data from 81 employees who were formally empowered were compared with 90 individuals in a control group. Results provided minimal support for the positive influence of empowerment. The disruptive nature of corporate downsizing that occurred during the introduction of empowerment may have nullified its effect.