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We revised the Ethics Position Questionnaire (EPQ), which measures variations in sensitivity to harm (idealism) and to moral standards (relativism). Study 1 identified the core components of the measured constructs theoretically and verified those features through confirmatory factor analysis (n = 2,778). Study 2 replicated these findings (n = 10,707), contrasted the theoretically defined two-factor model to alternative models, and tested for invariance of factor covariances and mean structures for men and women. Study 3 examined the relationship between the EPQ and related indicators of ethical thought (values and moral foundations) and the theory's four-fold classification typology of exceptionists, subjectivists, absolutists, and situationists. The three studies substantially reduced the original EPQ's length, clarified the conceptual interpretation of the idealism and relativism scales, affirmed the EPQ's predictive and convergent validity, and supported the four-fold classification of individuals into ethics positions. Implications for previous findings and suggestions for future research are discussed.

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.

Research on counterproductive work behavior (CWB) has largely focused on the individual traits and perceptions that enhance or decrease CWB. Although useful, we propose that a multilevel perspective offers greater insight into CWB antecedents and outcomes by acknowledging the nested nature of the individual within the work group. We review the CWB literature and propose a testable multilevel model that incorporates individual, group, and organizational antecedents of CWB. We conclude with recommendations on alternative techniques to measuring individual CWB and its higher order antecedents.