how to handle a client with deviant behavior

Destructive behavior and constructive behavior are two types of DWBs discussed in literature (Bennett and Stamper, 2001). Mayo Clinic. Fontanesi L, et al. Blau, P.M. (1964), Exchange and Power in Social Life, Wiley, New York, NY. and Rousseau, D.M. (1996), Social exchange in organizations: perceived organizational support, leader member exchange and employee reciprocity, Journal of Applied Psychology, Vol. 99-118. 57 No. Milikic, B. In fact, related studies show that managements effectiveness is culturally specific; management techniques appropriate for one national culture may not be appropriate for another culture (Hofstede, 1984; Kateb et al., 2014). In accordance with these studies, this paper defines and operationalizes power distance at the individual level. 127-150. 21 No. (2005), Social exchange theory: an interdisciplinary review, Journal of Management, Vol. Antisocial personality disorder - Diagnosis and treatment - Mayo Clinic and Liden, R.C. As a theoretical approach tool, the qualitative comparative analysis (QCA) technique studies cases including groups with different qualitative properties suitable for testing the configuration theories. 1, pp. 27 No. Frontiers | Adolescent Deviance and Cyber-Deviance. A Systematic This will only anger the . 29 No. 2, pp. Sexual Deviation | SpringerLink 500-507. (2000), Integrating justice and social exchange: the differing effects of fair procedures and treatment on work relationships, Academy of Management Journal, Vol. Webster (1975, p. 21) defines paternalism as the principle or system of governing or controlling a country, group of employees, etc., in a manner of suggesting a fathers relationship with his children. When paternalism is addressed in the organizational context, it refers to the supervisors role of caring, protecting and guiding subordinates in both work and nonwork environments (Aycan et al., 2000). Accordingly, Aycan (2005) found that Hofstedes (1984) three cultural dimensions (uncertainty avoidance, individualism/collectivism, and power distance) influence job analysis and outcomes (i.e. 1-30. (1960), The norm of reciprocity: a preliminary statement, American Sociological Review, Vol. DWB gained attention from organizational behavior researchers with its negative psychological, social and tangible consequences for employees and organizations. OUP is the world's largest university press with the widest global presence. Bennett, R.J. and Robinson, S.L. The main originality of this study is to further increase the understanding of organizational and supervisory support in the context of employee DWB by examining the potential associations of employees cultural value orientations. How to Manage Defiant Behavior - Verywell Family 753-779. (1986) developed the theory of POS to understand employeeemployer exchange relationships. Gouldner, A.W. Maertz, C.P., Griffeth, R.W., Campell, N.S. This item is part of a JSTOR Collection. Fiss, P.C. 152-175. 235-249. The idea that supportive practices affect work-related attitudes and behavior through employees perceptions or experiences is supported by the social exchange theory (Blau, 1964; Eisenberger et al., 1986). Social Work (1998), The cultural matrix of social psychology, in Gilbert, D.T., Fiske, S.T. and Allen, D.G. These are defined as antisocial behaviors (Robinson and OLeary-Kelly, 1998), organizational misbehaviors (Vardi and Wiener, 1996), non-complaint behaviors (Puffer, 1987), workplace deviance (Robinson and Greenberg, 1998) and dysfunctional work behaviors (Griffin et al., 1998). Wagner, J.A. 698-714. Employees with high levels of power distance do not negatively react to distributive and procedural injustice from supervisors. It furthers the University's objective of excellence in research, scholarship, and education by publishing worldwide. 2, pp. 2020; doi:10.1016/j.cpr.2020.101925. 349-360. 16 No. The findings are the result of a descriptive analysis. 571-588. Advertising revenue supports our not-for-profit mission. Coccia, C. (1998), Avoiding a toxic organization, Nursing Management, Vol. At times, clients may only self-disclose offending behaviors they have been caught The Deviant Group Member - JSTOR If you're interested in a self-help group, look for one that has a good reputation and that makes you feel comfortable. 4, pp. Consistent with the social exchange theorys main argument of reciprocity, it is expected that subordinates will be loyal and virtuous against their supervisor. Skarlicki, D.P. Individuals with collectivist values aim to establish harmonious interpersonal relationships within the group (Kim et al., 1994). Deviant Behavior: Definition, Causes, and Types - Verywell Mind 434-443. 3, pp. These individuals are less likely to engage in DWB: POS, PSS, collectivism, power distance and paternalism have a bidirectional relationship with DWB. Journal of Behavioral Addictions. 4, pp. Table III shows six alternative solutions to explain the interrelatedness of cultural effects, POS and PSS configurations, and deviant behavior. Personal and medical history. A main assumption of paternalistic leadership is that the leader is superior in knowledge, skill and experience. Introduction. (2007), The effects of perceived organizational support ad perceived supervisory support on employee turnover, Journal of Organizational Behavior, Vol. Dorfman, P.W. 5, pp. 1, pp. of sociopathic behavior labeled "criminally Deviant behavior, then, is behavior that insane." An example of this would be an has transgressed some important rules of act of murder on the part of an individual social conduct. 518-534. Abstract Social workers are particularly concerned to understand the deviant, abnormal behavior of clients, so as to provide more effective therapeutic services. and Brown, D.J. (Ed. Settoon, R.P., Bennett, N. and Liden, R.C. However, according to the literature, under different conditions, people selectively shape their attitudes and preferences from both individual and collectivistic cognitive structures (Triandis, 1995). According to social exchange theory, individuals act with the belief that the receiver will return the received benefit in a similar manner (Blau, 1964; Gouldner, 1960; Cropanzano and Mitchell, 2005). Deviant behaviour may not only lead to problems that include peer-pressure, bullying, and violence within a school setting, but to also more serious consequences such as social maladaptation and crime (Rodger, 2008; Furniss, 2000). On the other hand, the individualist sets up relationships with the organization in a calculative manner. Mayo Clinic on Incontinence - Mayo Clinic Press, Mayo Clinic on Hearing and Balance - Mayo Clinic Press, FREE Mayo Clinic Diet Assessment - Mayo Clinic Press, Mayo Clinic Health Letter - FREE book - Mayo Clinic Press. Before your appointment, gather this information: Be ready to answer questions from your provider, such as: Prepare for questions ahead of time so you have time to discuss your main concerns. Eisenberger, R., Huntington, R., Hutchison, S. and Sowa, D. (1986), Perceived organizational support, Journal of Applied Psychology, Vol. Visit emeraldpublishing.com/platformupdate to discover the latest news and updates, Answers to the most commonly asked questions here, 2019, R. Arzu Kalemci, Ipek Kalemci-Tuzun and Ela Ozkan-Canbolat, The role of perceived organizational support and supportive human resource practices in the turnover process, Positive and negative deviant workplace behaviors: causes, impacts and solutions, Paternalism: Ynetim ve Liderlik Anlayna likin Grgl alsma, The interface between cultural and institutional / structural contingencies in human resource management, International Journal of Human Resource Management, Impact of culture on human resource management practices: Aten country comparison, Applied Psychology: An International Review, National culture and firm-level tax evasion, Development of a measure of workplace deviance, Corporate citizenship and deviancy: a study of work behavior, International Research in the Business Disciplines: Strategies and Organizations in Transition, Power distance, individualism/collectivism, and job-related attitudes in a culturally diverse work group. This paper follows the recommendations of Fiss (2007) to avoid several analytic methods, including cluster analysis, interaction effects and deviation scores. and Sharafinski, C.E. 4, pp. This study emphasizes and highlights destructive deviant behavior. 11. 89 No. 7 No. This research determines the impact of cultural values configurations, including individualism/collectivism, power distance and paternalism and perceived supports in organizational life configurations (i.e. 2, pp. 0000007445 00000 n 53 40 R. Arzu Kalemci is the corresponding author and can be contacted at: https://doi.org/10.1108/EJMBE-11-2018-0125, http://creativecommons.org/licences/by/4.0/legalcode, ~POS*paternalism*power distance*~collectivism, POS*paternalism*power distance*collectivism, collectivism*power distance*~paternalism* ~POS*~PSS. 27 No. The total coverage with respect to the importance of all causal paths is 0.894, which explains that a causal path covers most of the outcome. 285-320. Oppositional defiant disorder (ODD) - Symptoms and causes Many students are displaying deviant behaviour and thus destabilizing learning processes within school settings. To begin, you may: Here's some information to help you get ready for your appointment. To develop collaborative based problem-solving skills. Based on the social exchange theory, Eisenberger et al. 43 No. (2000), Collectivism, propensity to trust and self-esteem as predictors of organizational citizenship in a non-work setting, Journal of Organizational Behaviour, Vol. 201-230. (2000). The truth table for the interrelatedness of deviant behaviors and the effects of cultural aspects and POS and PSS configurations satisfies the required assumptions. 5-23. This content does not have an English version. and Bakker, A.B. 12 Effective Strategies For Dealing With Difficult Clients - Forbes 1-65. Dailey, R.C. She is currently lecturing Organizational Behavior and Human Resource Management courses. The researchers also contribute a truth table for the negation of deviant behaviors and the effects of cultural factors and POS and PSS configurations for checking the results (see Table II). Paternalism is accepted in hierarchical societies. QCA offers a framework for the comparison of organizational configurations. She received the BA Degree in Economics in 2001 from hsan Dogramaci Bilkent University, and the PhD Degree in Management and Organization in 2008 from Baskent University. 48 No. Sexual thoughts, behaviors and urges that are hard to control. 1. 36, pp. Tate, U., Whatley, A. and Clugston, M. (1997), Sources and outcomes of job tension: a three-nation study, International Journal of Management, Vol. Current Psychiatry Reports. Individualism and collectivism, as important cultural dimensions, help to explain and clarify cultural differences with the assumption that people in the same culture are largely homogeneous. Are you afraid it may hurt you or others in the future? Collectivists want to achieve group success vs individual success. PDF Deviant Behavior in School Setting - ed 1071-1096. Liao, H., Joshi, A. and Chuang, A. She joined the Cankiri Karatekin University in 2009. Concerns and problems caused by your sexual behavior. 5 No. The interviews are carried out in 8 companies with 241 interviews, including the general manager, production manager, marketing manager and human resource manager (or their assistants). Ramamoorthy, N. and Carroll, S.J. The authors set the threshold for the crossover value at 29, meaning employees perceive deviant behavior occasionally on average. 0000002752 00000 n Based on this information, this paper concludes that paternalism moderates the relationship between PSS and DWB as individuals with high paternalism values will be more loyal to support from their supervisors and less likely to engage in DWB. 8, pp. This paper aims to: clarify DWB; review perceived organizational support (POS) and perceived supervisory support (PSS); discuss the meaning of employees cultural value orientations (individualismcollectivism, power distance and paternalism); use the fuzzy logic model to analyze relationships between DWB and POS, as well as PSS and employees cultural value orientations. Have your behaviors caused major distress in your daily life? Remember that disruptive behavior is often caused by stress or frustration. Deterrence, or more commonly known as punishment, is providing a negative consequence to a particular deviant action to discourage people from doing the deviant action.

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