Substandard managers often have the same characteristics and management techniques that lead to a lack of respect from employees. Poor performance from managers can typically
stem from bad interpersonal skills, little self-awareness, and self-entitlement. These characteristics can lead to employees being tempted into making unethical decisions like false
advertising and data tampering.

OB-Related Sources:
Bunjak, A., Hafenbrack, A. C., Černe, M., & Arendt, J. F. (2022). Better to be optimistic,
mindful, or both? the interaction between optimism, mindfulness, and Task Engagement. Journal of Occupational and Organizational Psychology. https://doi.org/10.1111/joop.12389
In this research article, Bunjak, Hafenbrack, Černe, and Arendt use four studies to test their four hypotheses regarding the relationship between optimism, mindfulness, and task engagement. They conduct the first two studies using surveys from gig workers to determine how their optimism and mindfulness predicted their task engagement. The last of the studies were experimental and used students to test their hypotheses in a controlled environment. The results of these studies show that optimism is more helpful to task engagement than mindfulness. This article helps with our research project because it shows how optimism and positivity in the workplace increase task management and productivity. This research allows proof that managers can increase their employees’ productivity through the right management techniques, thus eliminating the need for employees to conduct false advertising or data tampering in the workplace.
Ellemers, N., & Chopova, T. (2022). The social responsibility of organizations: Perceptions of organizational morality as a key mechanism explaining the relation between CSR activities and stakeholder support. Research in Organizational Behavior, 1–17. https://doi.org/10.1016/j.riob.2022.100156
This research article discusses the organization as a whole and how organizational morality plays an important role in stakeholder satisfaction. The article focuses on employees a little more than the other stakeholders because employee satisfaction is linked directly with organizational satisfaction. CSR or Corporate social responsibility is used as the research point to focus on organizational morality and stakeholder satisfaction. This relates well to our topic because of the focus on managerial morality promoting employee satisfaction. CSR is a big part of organizational behavior and recognizing how it plays a role in the lives of stakeholders is important for managers to take into consideration.
3. Chan, X. W., Kalliath, T., & Cheng, D. (2020, August 3). When the boss is blue: Examining the effects of supervisors’ negative emotions on subordinates’ cognitive work engagement and family undermining [Review of When the boss is blue: Examining the effects of supervisors’ negative emotions on subordinates’ cognitive work engagement and family undermining]. Personnel Review; Emerald Publishing Limited. https://www.emerald.com/insight/content/doi/10.1108/PR-04-2019-0177/full/html?skipTracking=true
This article discusses how in a workplace environment the overall attitude of supervisors can translate or mirror their subordinates. Specifically, the article talks about negative emotions that can lead to negative outcomes in the workplace. Although it seems that negative emotion leads to a bad environment it has some positive sides. Chan states that it led to higher levels of cognitive work engagement from subordinates. But on the other hand, had a negative effect that has shown that they also increased the likelihood of family undermining.
This is important to know because since emotions can fluctuate there needs to be some research done to see how it can affect the workplace. Negative emotions can lead to an overall toxic environment and many other unethical practices can derive from such environments. This is important to our research topic because it shows that emotion can be reflected onto other people and negative emotions can lead to an overall unhealthy environment. When people experience strong emotions they are not in the right state of mind and could do some unethical practices. The lack of respect the subordinates develop towards the supervisor stems from the supervisor’s actions. Having less respect from the workers can be bad and could translate into unethical marketing practices in marketing businesses.
Other Sources:
Boudrias, J.-S., Rousseau, V., & Lajoie, D. (2021). How Lack of Integrity and Tyrannical Leadership of Managers Influence Employee Improvement-Oriented Behaviors. Journal of Business Ethics, 172(3), 487–502. https://doi.org/10.1007/s10551-020-04494-5
This research article launches a cross-level investigation on how managers’ perceived organization integrity affects the supervisors and employees. The research also brings to light how employees who “perceived that their managers use negative forms of leadership are not likely to expend additional energy to identify problems and suggest improvements.” The extent of the research aims to find what the true effect negative managerial behaviors have on lower level subordinates, and how employees react to it. The study tests different theories and hypotheses which ultimately relate to our topic. The tyrannical leadership of managers and perceptions of integrity at the higher level trigger a downward cascade of events that can reduce employees’ creative efforts at the lower-level and can lead to data tampering and an intent to quit.

Sims, B. (2014). Using Positive-Reinforcement Programs to Effect Culture Change. Employment Relations Today, 41(2), 43-47. https://doi.org/10.1002/ert.21452
This research article investigates how companies that implement positive reinforcement practices can affect the culture amongst their employees. The article also mentions how newer managers sometimes incorrectly implement these reinforcement programs such as “one-size-fits-all” reinforcement systems. This system rewards every employee the same regardless of performance. The article then talks about the variety of ways positive reinforcement can be implemented in the workplace such as verbal praise, time off with pay, advancement, etc. The misuse of positive reinforcement programs can create an unstable workplace dynamic that may make employees more susceptible to partake in data tampering.

Spencer Jones

Grace Rechtzigel

Kupono Anuenue

Victor da Silva

Willian Richman