Causes of employee theft and strategies that HR managers can use for prevention
Identifieur interne : 004028 ( Istex/Checkpoint ); précédent : 004027; suivant : 004029Causes of employee theft and strategies that HR managers can use for prevention
Auteurs : Brian P. Niehoff ; Robert J. PaulSource :
- Human Resource Management [ 0090-4848 ] ; 2000-03.
Descripteurs français
- Wicri :
- topic : économie de l'entreprise, Vol, Lieu de travail.
English descriptors
- KwdEn :
- American industry, Anagement, Antisocial behavior, Background checks, Blue collar worker, Business administration, Cheryl cwiklinski, Clear expectations, Communication integrity, Compensation policies, Contract monitoring, Control systems, Convenience store employees, Critical point, Cummings staw, Danger signs, Deprivation, Desimone harris, Deterrent procedures, Deviance, Deviant behavior, Dishonest candidates, Distributive injustice, Employee, Employee assistance programs, Employee development, Employee pilferage, Employee theft, Employee theft centers, Employer publications, Equity theory, Fair credit, Focus groups, Formal procedures, Fraternal deprivation, Giacalone greenberg, Greenberg, Greenberg scott, Grievance process, Group norms, Guideline, Hogan hogan, Hollinger, Hollinger clark, Honest employees, Honesty tests, Human resource, Human resource management, Human resource managers, Integrity testing, Integrity tests, Interactional justice, Interactive, Interactive strategies, Interactive strategies focus, Internal accounting controls, Internal control structures, Intrinsic rewards, John wiley sons, Kansas state university college, Kpmg peat marwick, Management journal, Many companies, Monitoring employee perceptions, Organizational, Organizational behavior, Organizational leaders, Organizational policies, Orientation programs, Other hand, Perceptual event, Personal level, Personnel selection, Potential embezzlement, Prevention strategies, Primary systems, Procedural injustice, Procedural justice, Procedural strategies, Production deviance, Production process, Property deviance, Prospective employees, Psychological contract, Psychological contracts, Relative deprivation, Relative deprivation theory, Rousseau mclean parks, Sage publications, Security cameras, Security experts, Security systems, Selection process, Skill development, Small firms, Social level, Socialization process, Systemic, Systemic level, Taxonomy, Taylor prien, Theft, Theft behavior, Theft behaviors, Theft prevention, Theft prevention strategies, Tyler bies, Underpayment inequity, Various causes, Wall street journal, Workplace, Workplace deviance, Workplace fairness.
- Teeft :
- American industry, Anagement, Antisocial behavior, Background checks, Blue collar worker, Business administration, Cheryl cwiklinski, Clear expectations, Communication integrity, Compensation policies, Contract monitoring, Control systems, Convenience store employees, Critical point, Cummings staw, Danger signs, Deprivation, Desimone harris, Deterrent procedures, Deviance, Deviant behavior, Dishonest candidates, Distributive injustice, Employee, Employee assistance programs, Employee development, Employee pilferage, Employee theft, Employee theft centers, Employer publications, Equity theory, Fair credit, Focus groups, Formal procedures, Fraternal deprivation, Giacalone greenberg, Greenberg, Greenberg scott, Grievance process, Group norms, Guideline, Hogan hogan, Hollinger, Hollinger clark, Honest employees, Honesty tests, Human resource, Human resource management, Human resource managers, Integrity testing, Integrity tests, Interactional justice, Interactive, Interactive strategies, Interactive strategies focus, Internal accounting controls, Internal control structures, Intrinsic rewards, John wiley sons, Kansas state university college, Kpmg peat marwick, Management journal, Many companies, Monitoring employee perceptions, Organizational, Organizational behavior, Organizational leaders, Organizational policies, Orientation programs, Other hand, Perceptual event, Personal level, Personnel selection, Potential embezzlement, Prevention strategies, Primary systems, Procedural injustice, Procedural justice, Procedural strategies, Production deviance, Production process, Property deviance, Prospective employees, Psychological contract, Psychological contracts, Relative deprivation, Relative deprivation theory, Rousseau mclean parks, Sage publications, Security cameras, Security experts, Security systems, Selection process, Skill development, Small firms, Social level, Socialization process, Systemic, Systemic level, Taxonomy, Taylor prien, Theft, Theft behavior, Theft behaviors, Theft prevention, Theft prevention strategies, Tyler bies, Underpayment inequity, Various causes, Wall street journal, Workplace, Workplace deviance, Workplace fairness.
Abstract
Business losses due to employee theft are estimated to approach $200 billion annually. Why do employees steal? Experts propose many reasons for employee theft, but provide few prevention strategies for human resource managers. In this article, the authors explore the various causes of employee theft, from employee personality characteristics, to the social environment, to flaws in the organization's control system. From this analysis, guidelines for theft prevention strategies are offered. Since strategies may involve top‐down control or trust‐building experiences for employees and managers, HR managers are encouraged to implement those strategies that fit their organization. © 2000 John Wiley & Sons, Inc.
Url:
DOI: 10.1002/(SICI)1099-050X(200021)39:1<51::AID-HRM5>3.0.CO;2-5
Affiliations:
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Links to Exploration step
ISTEX:F0CE4B0DE8BBD7948474B21479C84193DAA03450Le document en format XML
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<term>Business administration</term>
<term>Cheryl cwiklinski</term>
<term>Clear expectations</term>
<term>Communication integrity</term>
<term>Compensation policies</term>
<term>Contract monitoring</term>
<term>Control systems</term>
<term>Convenience store employees</term>
<term>Critical point</term>
<term>Cummings staw</term>
<term>Danger signs</term>
<term>Deprivation</term>
<term>Desimone harris</term>
<term>Deterrent procedures</term>
<term>Deviance</term>
<term>Deviant behavior</term>
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<term>Employee assistance programs</term>
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<term>Equity theory</term>
<term>Fair credit</term>
<term>Focus groups</term>
<term>Formal procedures</term>
<term>Fraternal deprivation</term>
<term>Giacalone greenberg</term>
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<term>Greenberg scott</term>
<term>Grievance process</term>
<term>Group norms</term>
<term>Guideline</term>
<term>Hogan hogan</term>
<term>Hollinger</term>
<term>Hollinger clark</term>
<term>Honest employees</term>
<term>Honesty tests</term>
<term>Human resource</term>
<term>Human resource management</term>
<term>Human resource managers</term>
<term>Integrity testing</term>
<term>Integrity tests</term>
<term>Interactional justice</term>
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<term>Interactive strategies</term>
<term>Interactive strategies focus</term>
<term>Internal accounting controls</term>
<term>Internal control structures</term>
<term>Intrinsic rewards</term>
<term>John wiley sons</term>
<term>Kansas state university college</term>
<term>Kpmg peat marwick</term>
<term>Management journal</term>
<term>Many companies</term>
<term>Monitoring employee perceptions</term>
<term>Organizational</term>
<term>Organizational behavior</term>
<term>Organizational leaders</term>
<term>Organizational policies</term>
<term>Orientation programs</term>
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<term>Perceptual event</term>
<term>Personal level</term>
<term>Personnel selection</term>
<term>Potential embezzlement</term>
<term>Prevention strategies</term>
<term>Primary systems</term>
<term>Procedural injustice</term>
<term>Procedural justice</term>
<term>Procedural strategies</term>
<term>Production deviance</term>
<term>Production process</term>
<term>Property deviance</term>
<term>Prospective employees</term>
<term>Psychological contract</term>
<term>Psychological contracts</term>
<term>Relative deprivation</term>
<term>Relative deprivation theory</term>
<term>Rousseau mclean parks</term>
<term>Sage publications</term>
<term>Security cameras</term>
<term>Security experts</term>
<term>Security systems</term>
<term>Selection process</term>
<term>Skill development</term>
<term>Small firms</term>
<term>Social level</term>
<term>Socialization process</term>
<term>Systemic</term>
<term>Systemic level</term>
<term>Taxonomy</term>
<term>Taylor prien</term>
<term>Theft</term>
<term>Theft behavior</term>
<term>Theft behaviors</term>
<term>Theft prevention</term>
<term>Theft prevention strategies</term>
<term>Tyler bies</term>
<term>Underpayment inequity</term>
<term>Various causes</term>
<term>Wall street journal</term>
<term>Workplace</term>
<term>Workplace deviance</term>
<term>Workplace fairness</term>
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<term>Anagement</term>
<term>Antisocial behavior</term>
<term>Background checks</term>
<term>Blue collar worker</term>
<term>Business administration</term>
<term>Cheryl cwiklinski</term>
<term>Clear expectations</term>
<term>Communication integrity</term>
<term>Compensation policies</term>
<term>Contract monitoring</term>
<term>Control systems</term>
<term>Convenience store employees</term>
<term>Critical point</term>
<term>Cummings staw</term>
<term>Danger signs</term>
<term>Deprivation</term>
<term>Desimone harris</term>
<term>Deterrent procedures</term>
<term>Deviance</term>
<term>Deviant behavior</term>
<term>Dishonest candidates</term>
<term>Distributive injustice</term>
<term>Employee</term>
<term>Employee assistance programs</term>
<term>Employee development</term>
<term>Employee pilferage</term>
<term>Employee theft</term>
<term>Employee theft centers</term>
<term>Employer publications</term>
<term>Equity theory</term>
<term>Fair credit</term>
<term>Focus groups</term>
<term>Formal procedures</term>
<term>Fraternal deprivation</term>
<term>Giacalone greenberg</term>
<term>Greenberg</term>
<term>Greenberg scott</term>
<term>Grievance process</term>
<term>Group norms</term>
<term>Guideline</term>
<term>Hogan hogan</term>
<term>Hollinger</term>
<term>Hollinger clark</term>
<term>Honest employees</term>
<term>Honesty tests</term>
<term>Human resource</term>
<term>Human resource management</term>
<term>Human resource managers</term>
<term>Integrity testing</term>
<term>Integrity tests</term>
<term>Interactional justice</term>
<term>Interactive</term>
<term>Interactive strategies</term>
<term>Interactive strategies focus</term>
<term>Internal accounting controls</term>
<term>Internal control structures</term>
<term>Intrinsic rewards</term>
<term>John wiley sons</term>
<term>Kansas state university college</term>
<term>Kpmg peat marwick</term>
<term>Management journal</term>
<term>Many companies</term>
<term>Monitoring employee perceptions</term>
<term>Organizational</term>
<term>Organizational behavior</term>
<term>Organizational leaders</term>
<term>Organizational policies</term>
<term>Orientation programs</term>
<term>Other hand</term>
<term>Perceptual event</term>
<term>Personal level</term>
<term>Personnel selection</term>
<term>Potential embezzlement</term>
<term>Prevention strategies</term>
<term>Primary systems</term>
<term>Procedural injustice</term>
<term>Procedural justice</term>
<term>Procedural strategies</term>
<term>Production deviance</term>
<term>Production process</term>
<term>Property deviance</term>
<term>Prospective employees</term>
<term>Psychological contract</term>
<term>Psychological contracts</term>
<term>Relative deprivation</term>
<term>Relative deprivation theory</term>
<term>Rousseau mclean parks</term>
<term>Sage publications</term>
<term>Security cameras</term>
<term>Security experts</term>
<term>Security systems</term>
<term>Selection process</term>
<term>Skill development</term>
<term>Small firms</term>
<term>Social level</term>
<term>Socialization process</term>
<term>Systemic</term>
<term>Systemic level</term>
<term>Taxonomy</term>
<term>Taylor prien</term>
<term>Theft</term>
<term>Theft behavior</term>
<term>Theft behaviors</term>
<term>Theft prevention</term>
<term>Theft prevention strategies</term>
<term>Tyler bies</term>
<term>Underpayment inequity</term>
<term>Various causes</term>
<term>Wall street journal</term>
<term>Workplace</term>
<term>Workplace deviance</term>
<term>Workplace fairness</term>
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<term>Vol</term>
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<front><div type="abstract" xml:lang="en">Business losses due to employee theft are estimated to approach $200 billion annually. Why do employees steal? Experts propose many reasons for employee theft, but provide few prevention strategies for human resource managers. In this article, the authors explore the various causes of employee theft, from employee personality characteristics, to the social environment, to flaws in the organization's control system. From this analysis, guidelines for theft prevention strategies are offered. Since strategies may involve top‐down control or trust‐building experiences for employees and managers, HR managers are encouraged to implement those strategies that fit their organization. © 2000 John Wiley & Sons, Inc.</div>
</front>
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