A conceptual model of employee self reported rationale for engaging in deviant acts

Paper


Southey, Kim. 2009. "A conceptual model of employee self reported rationale for engaging in deviant acts." Lewer, John, Ryan, Shaun and MacNeil, Johanna (ed.) AIRAANZ 2009: Labour, Capital and Change. Newcastle, Australia 04 - 06 Feb 2009 Newcastle, Australia.
Paper/Presentation Title

A conceptual model of employee self reported rationale for engaging in deviant acts

Presentation TypePaper
Authors
AuthorSouthey, Kim
EditorsLewer, John, Ryan, Shaun and MacNeil, Johanna
Journal or Proceedings TitleProceedings of the 23rd Conference of the Association of Industrial Relations Academics of Australia and New Zealand (AIRAANZ 2009)
ERA Conference ID50337
Number of Pages10
Year2009
Place of PublicationNewcastle, Australia
ISBN9780980608502
Web Address (URL) of Paperhttp://www.alloccasionsgroup.com/AIRAANZ09
Conference/EventAIRAANZ 2009: Labour, Capital and Change
Conference of the Association of Industrial Relations Academics of Australia and New Zealand
Event Details
AIRAANZ 2009: Labour, Capital and Change
Parent
Association of Industrial Relations Academics of Australia and New Zealand Conference
Event Date
04 to end of 06 Feb 2009
Event Location
Newcastle, Australia
Event Details
Conference of the Association of Industrial Relations Academics of Australia and New Zealand
Abstract

When an employee is accused of engaging in a deviant act by his/her employer, natural justice affords the employee the right to respond to the allegation. In this study, the texts of unfair dismissal arbitration decisions of the Australian Industrial Relations Commission are examined to identify the defences raised by workers (or their union representatives) to accusations of serious misconduct that ultimately resulted in their immediate dismissal. These defences provide the foundation of a conceptual model of three categories of ‘rationale’ that employees offer in their defence: personal-inside; personal-outside; and workplace related. The model further conceptualises a ‘conflated reason’ in which categories are not mutually exclusive and can result in the employer dealing with a complexity of contexts and issues. The value of this paper is that it provides insight into the range of defences that employees provide for behaviours that cut to the core of damaging the employer-employee relationship.

Keywordsemployee deviance; deviant behaviour; serious misconduct; denial; rationale; rationalise
ANZSRC Field of Research 2020350503. Human resources management
350504. Industrial and employee relations
350716. Small business organisation and management
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Byline AffiliationsSchool of Management and Marketing
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