The present study tested a model consisting precedents of workplace DEVIANCE. In this model trustworthiness and trust propensity were independent variables, workplace DEVIANCE was dependent variable, and INTERPERSONAL trust was mediator. Research design was correlation through structural equation modeling (SEM) and the sample consisted of 325 employees of Esfahan Steel Company (ESCO) who were selected by stratified random sampling method. Of this sample, 78 per cent were men and average age was 35 years. Participants of this study completed Trustworthiness Scale (Jarvepaa, et al., 1998), Trust Propensity Questionnaire (Mayer & Davis, 1999), INTERPERSONAL Trust Questionnaire (Schoorman & Barlinger, 2006) and Workplace DEVIANCE Questionnaire (Bennett & Robinson, 2000). Structural equation modeling (SEM) through AMOS-18 and SPSS-18 software packages was used for data analysis. In addition, Preacher and Hayes’ SPSS Macro program was used for testing mediation. The results showed that the proposed model fit the data properly. The results also supported the negative indirect effect of trustworthiness and trust propensity on workplace DEVIANCE through INTERPERSONAL trust. This study underscores the practical benefits of fostering trust in the workplace. Considering the importance of trust to key organizational outcomes, for instance workplace DEVIANCE, the results can provide a guide for increasing trust in organizations.

In order to expand the literature on the effects and consequences of hypocritical behaviors in organizations, the present study aims to present a model iof the role of these behaviors in the organizational deviations along with explaining the mediating role of INTERPERSONAL trust and organizational silence in government organizations in Rafsanjan in 2018. In this regard, research questionnaires were prepared and distributed among the sample of 294 employees. To analyze the data, the structural equation modeling was implemented and to test the hypotheses, the pattern of relations between the antecedents of deviant behaviors with stimulating role of hypocritical behaviors in INTERPERSONAL communication by mediating role of INTERPERSONAL trust and organizational silence was developed and tested. The results showed that at confidence level of 95%, hypocritical behaviors were significantly associated with INTERPERSONAL trust and organizational silence. INTERPERSONAL trust and silent strategy also have a direct significant relationship with organizational DEVIANCEs. Finally, considering the direct effect of hypocritical behaviors on the occurrence of organizational DEVIANCEs, it can be argued that the constructs of INTERPERSONAL trust and organizational silence play a relative mediating role in this regard. Thus, evidence suggests that hypocritical behaviors with a decrease in INTERPERSONAL trust have contributed to the prevalence of organizational silence and, consequently, to the emergence and increase of organizational DEVIANCEs of employees.

The aim of this article is to present Durkhiem as one the first sociologist who had an empirical approach to DEVIANCE. His work on different topics such as Suicide, Rules of Sociological Method and Division of Labor in Society deal with the problem of DEVIANCE. It has been tried to present a summery of his approach to DEVIANCE on the basis of these different works. Generally speaking Durkheim relates DEVIANCE to social structure and social integration. He believes that DEVIANCE happens within certain structures. He also pays attention to human needs and characteristics and the dialectical relationship between man and society. Therefore, DEVIANCE is basically a social phenomenon and society is held responsible for behavior of man. Every society must be able to meet the physical as well As the psychological needs of individuals within that society. It must be added that Durkhiem believed that DEVIANCE is functional in societies, the least of which is that DEVIANCE can bring about social change.

Crime and DEVIANCE comprises those actions which are deemed so damaging to the interests of the community that the state determines that it must take a direct role in identifying and acting against the criminal and deviant. When we consider the prevention of crime, we are looking at a set of event joined only in their proscription by statute. The view that society must by radically changed for crime control to occur may also be found among some practitioners within criminal justice, but there it has coexisted with the more popular rival that the greatest prevention possibilities lie in changing the hearts and minds of established or potential offenders by control or reform. All theories of crime are also theories of crime prevention. Specific primary prevention measures would continue to by applied as they became available. By the analysis of fast changes in crime rates, numerous crime prevention successes would have been identified, common lessons learned, and the morale of crime presenters enhanced.

Workplace DEVIANCE is indeed an issue for any organization. Many researchers have endeavored to explore different predictors to control this problem. However, managerial coaching can be seen as a leading managerial practice to address this issue within the organizations. Using the LMX theory, a model was developed to explore the direct relationship between managerial coaching and workplace DEVIANCE and their indirect relationship through thriving at work. A survey was conducted on a sample of 300 pharmaceutical sales employees selected through simple random sampling. The structural equation modeling (SEM) technique was used to conduct data analysis and model fitness. The results reveal that managerial coaching has a significant impact on reducing supervisor-directed DEVIANCE which can be explained through the intervening role of thriving at work. According to the data, managers or supervisors who act like mentors are less likely to be targets of DEVIANCE by their subordinates, most probably because the subordinates who are guided and mentored focus more on performing well, rather than on being vengeful. This study provides an empirical and practical contribution to combating and reducing workplace DEVIANCE through coaching and thriving at work. The theoretical implications, future directions, and limitations are also discussed.

Objective: The purpose of this work was to determine the relationship between abusive leadership and deviant behavior in sport and youth organizations in Northern Khorasan.Methodology: This study in terms of purpose was an applied study, and in terms of data collection was a descriptive–correlation one. The research statistical population was all the employees of sport and youth organizations in Northern Khorasan (N=466). Using cluster sampling based on geographic region and the Cochran formula, 211 individuals’ comments were received. Tepper (2000) abusive supervision questionnaire and Bennett and Robinson (2000) deviant behavior questionnaire were used in collecting the data. Data analysis was performed by the Pearson correlation and regression analysis.Results: The results obtained showed that there was a significant positive relation between abusive leadership and deviant behavior (p£0.01). The correlation coefficient between these variables was 0.68. Also there were positive significant relations between abusive leadership with the INTERPERSONAL DEVIANCE and organizational DEVIANCE (p£0.01) with the correlation coefficients of 0.61 and 0.62, respectively. In addition, according to the regression analysis, the abusive leadership was a good predictor of deviant behavior, and explained 45% of changes in this variable (p£0.01).Conclusion: Based on the findings of the study, it can be expected that with reduction in the abusive leadership, the deviant behavior of employees will be reduced.

Globalization has the potential of threatening the traditional cultures and spreading the norms and values of global or Western culture. This is considered as a critical issue for Iranian society that experienced a revolution on the basis of moral and religious values and has proclaimed being distinctive from dominant global culture.Meanwhile, some evidences indicate the violation of traditional and official values by some parts of society; particularly this has been increasing among the youths.This paper addresses the question if there is a relationship between having contact with globalization process and tendency towards global culture and consequently cultural deviancy.This question has been examined by the data which were gathered from a sample of 376 students of Shahid Beheshti University in Tehran, in the spring of 2007. The data indicate having contact with globalization process has a weak positive relation with tendency toward global culture and a positive medium relation with cultural deviation. Nevertheless, the relation between tendency to global culture and cultural deviation is relatively strong.Among the four dimensions of global culture, as defined by Berger, the respondents show a strong tendency towards those which refer to market economy and citizenship rights while their tendency toward the dimension that relevant to Western life style compared to other dimensions, was low. This may support the idea that for studying the expansion of global culture there should be a distinction between its universal and human aspects (such as market economy and human rights) and its particular and Western aspects.