Broken windows in Turkish organizations: The effect of a VUCA environment on counterproductive work behaviors through moral disengagement
Authors
-
Ersan Talu
Istanbul Arel University / Türkiye
0009-0008-4267-523X
-
Ali Akdemir
Istanbul Arel University / Türkiye
0000-0002-5188-3304
Views
545
Abstract
The purpose of this study is to examine the mediating role of moral disengagement in the effect of public employees’ VUCA (Volatility, Uncertainty, Complexity, and Ambiguity) perceptions on counterproductive work behaviors, within the framework of Broken Windows Theory. The study included 438 public employees working in Istanbul. The data were analyzed using partial least squares structural equation modeling (PLS-SEM). The results of the research showed that VUCA perception significantly and positively increased both moral disengagement and counterproductive work behaviors. Furthermore, it was found that increased moral disengagement also significantly increased counterproductive work behaviors. The most significant finding of the model is that moral disengagement plays a strong and significant mediating role in the effect of VUCA perception on counterproductive work behaviors. This finding reveals that an uncertain and turbulent environment like VUCA paves the way for the emergence of counterproductive work behaviors primarily by weakening employees’ moral self-regulation mechanisms, rather than directly pushing them towards destructive actions. In conclusion, by applying Broken Windows Theory to the organizational context, this study has empirically demonstrated that moral disengagement is the fundamental cognitive mechanism explaining increased unethical behaviors in a VUCA environment and has offered a holistic model to the literature.
Keywords:
VUCA Moral Disengagement Counterproductive Work BehaviorsDownloads
References
ABBASI, M. A., AMRAN, A., SAHAR, N. E., & LIM, C. Y. (2025). Effect of corporate social irresponsibility on organizational workplace deviant behaviour: the meditating role of moral disengagement. International Journal of Ethics and Systems, 41(2), 332-352. https://doi.org/10.1108/IJOES-03-2023-0070
ABUGABEL, A. H. A. (2023). The mediating role of organizational anomie in the relationship between toxic leadership and counterproductive work behaviors: An empirical study. Scientific Journal for Financial and Commercial Studies and Research, 4(2), 207-263. Erişim adresi: https://journals.ekb.eg/article_289004_99e2ec7eb4354bae304200d8074eb047.pdf
ALI, A., WANG, H., & JOHNSON, R. E. (2022). When and why job insecurity leads to coworker undermining: A moderated-mediation model of moral disengagement and moral identity. Frontiers in Psychology, 13, 906896. https://doi.org/10.3389/fpsyg.2022.906896
ALI, S., SHAHZAD, F., HUSSAIN, I., KHAN, M. M., & IQBAL, Z. (2022). The outcomes of organizational cronyism: A social exchange theory perspective. Frontiers in Psychology, 13, 805262. https://doi.org/10.3389/fpsyg.2022.805262
ALTINTAŞ, M. (2023). Kırık camlar teorisinin erdemli raporlama (whistleblowing) davranışına etkisi: Yükseköğretim çalışanları üzerinde bir uygulama. Manas Sosyal Araştırmalar Dergisi, 12(1), 240–257. https://doi.org/10.33206/mjss.1002630
AMBROSE, M. L., & SCHMINKE, M. (2009). The role of overall justice judgments in organizational justice research: A test of mediation. Journal of Applied Psychology, 94(2), 491–500. https://doi.org/10.1037/a0013203
AMBROSE, M. L., SEABRIGHT, M. A., & SCHMINKE, M. (2002). Sabotage in the workplace: The role of organizational injustice. Organizational Behavior and Human Decision Processes, 89(1), 947-965. https://doi.org/10.1016/S0749-5978(02)00037-7
ANIS, M., & EMIL, D. (2022). The impact of job stress on deviant workplace behavior. Open Journal of Business and Management, 10, 1489-1510. http://dx.doi.org/10.4236/ajibm.2022.121008
ASU. (2022). Adaptive Leadership for the VUCA World: A Tale of Two Managers. Arizona State University. Erişim adresi: https://thunderbird.asu.edu/thought-leadership/insights/adaptive-leadership-vuca-world-tale-two-managers
BANDURA, A. (1986). Social foundations of thought and action: A Social Cognitive Theory. Englewood Cliffs, NJ: Prentice-Hall.
BANDURA, A. (1999). Moral disengagement in the perpetration of inhumanities. Personality and Social Psychology Review, 3(3), 193-209. https://doi.org/10.1207/s15327957pspr0303_3
BANDURA, A. (2016). Moral disengagement: How people do harm and live with themselves. Worth Publishers.
BARTSCHT, J. (2015). Why systems must explore the unknown to survive in VUCA environments. Kybernetes, 44(2), 253-270. https://doi.org/10.1108/K-09-2014-0189
BEKTAŞ, M., ERKAL, P., & ÇETİN, D. T. (2019). Kırık camlar teorisinin işletmelere uyarlanması: Ölçek geliştirme çalışması. Ankara Hacı Bayram Veli Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 21(3), 596-617. Erişim adresi: https://dergipark.org.tr/en/download/article-file/887862
BENNETT, N., & LEMOINE, J. (2014). What VUCA really means for you. Harvard business review, 92(1/2). Erişim adresi: https://ssrn.com/abstract=2389563
BENNETT, R. J., & ROBINSON, S. L. (2000). Development of a measure of workplace deviance. Journal of Applied Psychology, 85(3), 349–360. https://doi.org/10.1037/0021-9010.85.3.349
BERRY, C. M., ONES, D. S., & SACKETT, P. R. (2007). Interpersonal deviance, organizational deviance, and their common correlates: A review and meta-analysis. Journal of Applied Psychology, 92(2), 410–424. https://doi.org/10.1037/0021-9010.92.2.410
BİÇER, C. (2022). Broken windows effect in organizations: A focus on counterproductive work behaviors that lead to employee burnout and employee turnover and solutions. Tarsus Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 3(1), 28-45. Erişim adresi : https://dergipark.org.tr/en/download/article-file/2484698
BIES, R. J., & TRIPP, T. M. (2005). The Study of Revenge in the Workplace: Conceptual, Ideological, and Empirical Issues. In S. Fox & P. E. Spector (Eds.), Counterproductive work behavior: Investigations of actors and targets (pp. 65–81). American Psychological Association. https://doi.org/10.1037/10893-003
BILDERBACK, S. (2025). Ethical blind spots in leadership: addressing unconscious bias in post-COVID workforce management. Journal of Ethics in Entrepreneurship and Technology, 5(1), 85-102. http://dx.doi.org/10.1108/JEET-01-2025-0002
BILOSLAVO, R., EDGAR, D., AYDIN, E., & BULUT, C. (2024). Artificial intelligence (AI) and strategic planning process within VUCA environments: a research agenda and guidelines. Management Decision. Vol. ahead-of-print No. ahead-of-print. https://doi.org/10.1108/MD-10-2023-1944
BRAGA, A. A., WELSH, B. C., & SCHNELL, C. (2015). Can policing disorder reduce crime? A systematic review and meta-analysis. Journal of Research in Crime and Delinquency, 52(4), 567–588. https://doi.org/10.1177/0022427815576576
CARAYANNIS, E. G., PAPAMICHAIL, G., ZOTAS, N., & ASKOUNIS, D. (2025). Corporate Foresight: Navigating Uncertainty in a VUCA World. Journal of the Knowledge Economy, 1-22. https://doi.org/10.1007/s13132-024-02587-4
CARPENTER, N. C., & BERRY, C. M. (2017). Are counterproductive work behavior and withdrawal empirically distinct? A meta-analytic investigation. Journal of Management, 43(3), 834-863. https://doi.org/10.1177/0149206314544743
ÇEPNİ, E., ÖNALAN, O., YILDIRAN, C., & ÖNALAN, G. O. (2024). A scale development for volatile-uncertain-complex-ambiguous (VUCA) world management. Cadmus, 5(3), 141-151. Erişim adresi: https://www.cadmusjournal.org/files/journalpdf/Vol5Issue3/vol5_issue3_part2.pdf#page=149
CHEN, T. (2024). The world of VUCA. In Endogenous Community Design: Community Revitalization Enabling Ecosystem for Collective Impact (pp. 1-10). Cham: Springer Nature Switzerland. https://doi.org/10.1007/978-3-031-56756-8_1
COOPER, M. O. (2025, February 19). Fixing internal misalignment in 2025: A VUCA framework for leadership clarity in uncertain times. Reworked. Erişim adresi: https://www.reworked.co/leadership/fixing-internal-misalignment-in-2025-a-vuca-framework-for-leadership-clarity-in-uncertain-times/
DETERT, J. R., TREVIÑO, L. K., & SWEITZER, V. L. (2008). Moral disengagement in ethical decision making: A study of antecedents and outcomes. Journal of Applied Psychology, 93(2), 374–391. https://doi.org/10.1037/0021-9010.93.2.374
DIMA, G., MESEȘAN SCHMITZ, L., & ȘIMON, M. C. (2021). Job stress and burnout among social workers in the VUCA world of COVID-19 pandemic. Sustainability, 13(13), 7109. https://doi.org/10.3390/su13137109
DWIVEDI, Y. K., KSHETRI, N., HUGHES, L., SLADE, E. L., JEYARAJ, A., KAR, A. K., … WRIGHT, R. (2023). “So what if ChatGPT wrote it?” Multidisciplinary perspectives on opportunities, challenges and implications of generative conversational AI for research, practice and policy. International Journal of Information Management, 71, 102642. https://doi.org/10.1016/j.ijinfomgt.2023.102642
ECE, S. (2023). Örgütlerde kırık camlar. European Journal of Managerial Research (EUJMR), 7(13), 11-23. Erişim adresi: https://dergipark.org.tr/tr/download/article-file/3388331
ERBAŞ, E., & ŞAHİN PERÇİN, N. (2017). Ahlaki çözülme (moral disengagement) ölçeği Türkçe geçerlemesi ve kişi-çevre uyumu ilişkisi. Bolu Abant İzzet Baysal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 17(1), 177-190. Erişim adresi: https://dergipark.org.tr/tr/download/article-file/528817
ERKAL, G., AKINCI, M., & YILMAZ, Ö. (2015). Politik İstikrarsızlık ve Yolsuzluk İlişkisi: Bir Panel Veri Analizi. Ege Akademik Bakış, 15(3), 327-342. Erişim adresi: https://muharrembalci.com/hukukdunyasi/alintilar/2007.pdf
FORMICA, S., & SFODERA, F. (2022). The great resignation and quiet quitting paradigm shifts: An overview of the underlying reasons. Journal of Human Resource Management, 25(2), 899-915. https://doi.org/10.1080/19368623.2022.2136601
GENG, R., GENG, X., & GENG, S. (2025). Identifying key antecedents of quiet quitting among nurses: A cross‐profession meta‐analytic review. Journal of Advanced Nursing. Advance online publication. https://doi.org/10.1111/jan.16934
GIACALONE, R. A., & ROSENFELD, P. (1987). Reasons for employee sabotage in the workplace. Journal of Business and Psychology, 1(4), 367-378. https://doi.org/10.1007/BF01018145
GREENBERG, J. (1990). Employee theft as a reaction to underpayment inequity: The hidden cost of pay cuts. Journal of Applied Psychology, 75(5), 561–568. https://doi.org/10.1037/0021-9010.75.5.561
GRUYS, M. L., & SACKETT, P. R. (2003). Investigating the dimensionality of counterproductive work behavior. International Journal of Selection and Assessment, 11(1), 30-42. https://doi.org/10.1111/1468-2389.00224
GÜVEN, M., & AKMEŞE, A. (2021). Kırık camlar teorisi bağlamında yönetim tarzlarının değerlendirilmesi: Bir alan araştırması. In İşletmelerde güncel sorunlar ve çözüm önerileri (s. 75-86). Eğitim Yayınevi.
HAIR JR, J. F., HULT, G. T. M., RINGLE, C. M., & SARSTEDT, M. (2021). A primer on partial least squares structural equation modeling (PLS-SEM). New York City: Sage Publications.
HARCOURT, B. E., & LUDWIG, J. (2006). Broken windows: New evidence from New York City and a five-city social experiment. University of Chicago Law Review, 73(1), 271–320. Erişim adresi: https://www.jstor.org/stable/4495553
HARRIS, L. C., & OGBONNA, E. (2002). Exploring service sabotage: The antecedents, types and consequences of frontline, deviant, anti-service behaviors. Journal of Service Research, 4(3), 163-183. https://doi.org/10.1177/1094670502004003001
HE, X., ZHENG, Y., & WEI, Y. (2024). The double-edged sword effect of illegitimate tasks on employee creativity: Positive and negative coping perspectives. Psychology Research and Behavior Management, 485-500. Erişim adresi: https://www.tandfonline.com/doi/epdf/10.2147/PRBM.S444960?needAccess=true
HENSELER, J., RINGLE, C. M., & SARSTEDT, M. (2016). Testing measurement invariance of composites using partial least squares. International Marketing Review, 33(3), 405-431. https://doi.org/10.1108/IMR-09-2014-0304
HINEY, N., EFTHYMIOU, M., & MORGENROTH, E. (2025). Adapting to uncertainty: Black swans, VUCA challenges and airport resilience strategies. Journal of the Air Transport Research Society, 100068. https://doi.org/10.1016/j.jatrs.2025.100068
HJETLAND, G. J., VAN DER BLES, A. M., & JETTEN, J. (2021). Revisiting the measurement of anomie. PLoS ONE, 16(7), e0254012. https://doi.org/10.1371/journal.pone.0158370
HODDE, J. (2025). Freeing VUCA for the Digital Age: A Discussion Based on the Civilization Theory of Norbert Elias. In Leadership for Digital Transformation: Navigating the Journey (pp. 17-35). Cham: Springer Nature Switzerland. https://doi.org/10.1007/978-3-031-75670-2_2
HOLLINGER, R. C., & CLARK, J. P. (1982). Formal and informal social controls of employee deviance. The Sociological Quarterly, 23(3), 333-343. https://doi.org/10.1111/j.1533-8525.1982.tb01016.x
HOLLINGWORTH, P. (2016). The light and fast organisation: A new way of dealing with uncertainty. John Wiley & Sons.
HOWARD, M. C., COGSWELL, J. E., & SMITH, M. B. (2020). The antecedents and outcomes of workplace ostracism: A meta-analysis. Journal of Applied Psychology, 105(6), 577–596. https://doi.org/10.1037/apl0000453
HU, B., HAROLD, C. M., & KIM, D. (2023). Stealing time on the company’s dime: Examining the indirect effect of laissez-faire leadership on employee time theft. Journal of Business Ethics, 183(2), 475-493. https://doi.org/10.1007/s10551-022-05077-2
HUANG, Y., LIU, X., KIM, J., & NA, S. (2022). Effects of idiosyncratic deals, psychological contract, job satisfaction and environmental turbulence on unethical pro-organizational behavior. Sustainability, 14(23), 15995. https://doi.org/10.3390/su142315995
HUSSEIN, K. A. (2024). The Influence of Organizational Justice on Managers’ Decision-Making: A Critical Literature Review. ESI Preprints, 20(4), 21-35. https://doi.org/10.19044/esj.2024.v20n4p21
JIANG, F., ZHANG, W., ZHANG, H., & ZHANG, Z. (2024). Why does a leader’s other-oriented perfectionism lead employees to do bad things? Examining the role of moral disengagement and moral identity. Frontiers in Psychology, 15, 1290233. https://doi.org/10.3389/fpsyg.2024.1290233
JIANG, L., & LAVAYSSE, L. M. (2020). Cognitive and affective job insecurity: A meta-analysis and a primary study. Journal of Management, 46(5), 821-853. https://doi.org/10.1177/0149206318773853
JOLLY, A. A., DUNLOP, P. D., PARKER, S. K., & KANSE, L. (2025). It’s Not My Responsibility: Working with Autonomy-Restricting Algorithms Facilitates Unethical Behavior and Displacement of Responsibility. Journal of Business Ethics, 1-20. https://doi.org/10.1007/s10551-025-06034-5
KAZICI, M. A. (2022). Overview of “employee theft in Turkey and in the world”: Types, causes, costs and prevention studies. Nevşehir Hacı Bektaş Veli Üniversitesi SBE Dergisi, 12(1), 223–238. https://doi.org/10.30783/nevsosbilen.1065370
KE, Y., & LI, F. (2024). Moral disengagement, moral identity, and counterproductive work behavior among emergency nurses. Nursing Ethics, 09697330241238336. https://doi.org/10.1177/09697330241238336
KE, Y., & LI, F. (2025). Moral disengagement, moral identity, and counterproductive work behavior among emergency nurses. Nursing Ethics, 32(1), 111-124. https://doi.org/10.1177/09697330241238336
KEIZER, K., LINDENBERG, S., & STEG, L. (2008). The spreading of disorder. Science, 322(5908), 1681–1685. https://doi.org/10.1126/science.1161405
KILUANGE, F., ROUCO, C., & SILVA, A. P. (2024, November). Military leadership in a VUCA environment and BANI Scenario: a systematic literature review. In European Conference on Management, Leadership & Governance (pp. 641-662). Academic Conferences International Limited. https://doi.org/10.34190/ecmlg.20.1.3044
KIM, B. J., LEE, J., JUNG, J., & KIM, M. J. (2023). Job insecurity during the COVID-19 pandemic and counterproductive work behavior: The sequential mediation effects of job stress and organizational identification and the buffering role of corporate social responsibility. Frontiers in Public Health, 10, 1037184. https://doi.org/10.3389/fpubh.2022.1037184
KUMAR, V., & MODI, S. (2022). Leading in new VUCA environment: Role of positive leadership through spiritual and ethical values. In Leadership after COVID-19: Working Together Toward a Sustainable Future (pp. 561-573). Cham: Springer International Publishing.
LANFEAR, C. C., MATSUEDA, R. L., & BEACH, L. R. (2020). Broken windows, informal social control, and crime: Assessing causality in empirical studies. Annual Review of Criminology, 3(1), 97-120. https://doi.org/10.1146/annurev-criminol-011419-041541
LAU, V. C., AU, W. T., & HO, J. M. (2003). A qualitative and quantitative review of antecedents of counterproductive behavior in organizations. Journal of Business and Psychology, 18(1), 73-99. https://doi.org/10.1023/A:1025035004930
LAWRENCE, E. R., & KACMAR, K. M. (2017). Exploring the impact of job insecurity on employees’ unethical behavior. Business Ethics Quarterly, 27(1), 39-70. https://doi.org/10.1017/beq.2016.58
LEGUINA, A. (2015). “A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM)”, International Journal of Research Method in Education, 38, 220–221. https://doi.org/10.1080/1743727X.2015.1005806
LIAO, E. Y., WANG, A. Y., & ZHANG, C. Q. (2021). Who influences employees’ dark side: A multi-foci meta-analysis of counterproductive workplace behaviors. Organizational Psychology Review, 11(2), 97-143. https://doi.org/10.1177/2041386620962554
LIM, V. K. G. (2002). The IT way of loafing on the job: Cyberloafing, neutralizing and organizational justice. Journal of Organizational Behavior, 23(5), 675-694. https://doi.org/10.1002/job.161
LIU, C. E., LIU, Y., LI, Y., HU, C., & WANG, S. (2025). The effect of error aversion climate on impoverished leadership: A mixed-methods study. Frontiers in Psychology, 16, 1503447. https://doi.org/10.3389/fpsyg.2025.1503447
LIU, T., SHAO, D., LI, Y., LIU, C. E., & HE, W. (2025). Effect of team identification on employee constructive deviance: the role of moral justification and environmental instability. Chinese Management Studies, 19(1), 42-54. https://doi.org/10.1108/CMS-02-2023-0062
LIU, Z., & LIU, Q. (2024). Does Leader–Member Exchange (LMX) Ambivalence Influence Employees’ Constructive Deviance?. Behavioral Sciences, 14(1), 70. https://doi.org/10.3390/bs14010070
MALIK, M. S., SATTAR, S., & YAQUB, R. M. S. (2018). Mediating role of psychological contract breach between workplace bullying, organizational commitment & employee turnover intentions. Pakistan Journal of Commerce and Social Sciences (PJCSS), 12(3), 935-952. Erişim adresi: https://www.econstor.eu/bitstream/10419/193454/1/4322.pdf
MAO, H., LIU, S., & ZHANG, J. (2015). How the effects of IT and knowledge capability on organizational agility are contingent on environmental uncertainty and information intensity. Information Development, 31(4), 358-382. https://doi.org/10.1177/0266666913518059
MARTINKO, M. J., GUNDLACH, M. J., & DOUGLAS, S. C. (2002). Toward an integrative theory of counterproductive workplace behavior: A causal reasoning perspective. International Journal of Selection and Assessment, 10(1‐2), 36-50. https://doi.org/10.1111/1468-2389.00192
MARTONE, P. C. (2022). An employee-supervisor analysis of counterproductive workplace behaviours as an outcome of social rank (Yayımlanmamış doktora tezi), Carleton University, Kanada. Erişim adresi: https://carleton.scholaris.ca/bitstreams/bf230518-f5e5-4dfa-9dfb-e89b665e328f/download
MASLACH, C., & JACKSON, S. E. (1985). The measurement of experienced burnout. Journal of Organizational Behavior, 2(2), 99-113. https://doi.org/10.1002/job.4030020205
MEMON, M. A., TING, H., CHEAH, J. H., THURASAMY, R., CHUAH, F., & CHAM, T. H. (2020). Sample size for survey research: Review and recommendations. Journal of Applied Structural Equation Modeling, 4(2), i-xx. https://doi.org/10.47263/jasem.4(2)01
MERCADO, B. K., GIORDANO, C., & DILCHERT, S. (2017). A meta-analytic investigation of cyberloafing. Career Development International, 22(5), 546-564. https://doi.org/10.1108/CDI-08-2017-0142
MINCIU, M., DIMA, C., PACURARI, M. N., & MANTA, A. M. (2020). The performance of organizations in the context of the VUCA world. Acta Geobalcanica, 7(2), 85-91. https://doi.org/10.18509/AGB.2021.12
MINCIU, M., VEITH, C., DOBREA, R. C., & IONESCU, V. C. (2025). Adaptive strategies and sustainable investments: navigating organizations through a VUCA environment in and after COVID-19. Technological and Economic Development of Economy, 31(2), 639-662. https://doi.org/10.3846/tede.2024.22058
MOLENDIJK, T. (2019). The role of strategic ambiguity in moral injury: A case study of Dutch border guards facing moral challenges. Journal of Management Inquiry, 28(4), 429–442. https://doi.org/10.1177/1056492619892693
MOORE, C. (2008). Moral disengagement in processes of organizational corruption. Journal of Business Ethics, 80(1), 129-139. https://doi.org/10.1007/s10551-007-9447-8
MOORE, C., DETERT, J. R., KLEBE TREVIÑO, L., BAKER, V. L., & MAYER, D. M. (2012). Why employees do bad things: Moral disengagement and unethical organizational behavior. Personnel Psychology, 65(1), 1-48. https://doi.org/10.1111/j.1744-6570.2011.01237.x
MOORE, J. E. (2000). One road to turnover: An examination of work exhaustion in technology professionals. MIS Quarterly, 24(1), 141-168. https://doi.org/10.2307/3250982
MURUGAN, S., RAJAVEL, S., AGGARWAL, A. K., & SINGH, A. (2020). Volatility, uncertainty, complexity and ambiguity (VUCA) in context of the COVID-19 pandemic: Challenges and way forward. International Journal of Health Systems and Implementation Research, 4(2), 10-16. Erişim adresi: https://ijhsir.ahsas-pgichd.org/index.php/ijhsir/article/view/93/89
MVUYANA, S., NZIMAKWE, T. I., & UTETE, R. (2025). Exploring the relationship between employee engagement and counterproductive work behaviour. Frontiers in Psychology, 15, 1434350. https://doi.org/10.3389/fpsyg.2024.1434350
NANDRAM, S. S., & BINDLISH, P. K. (2017). Introduction to VUCA. In Managing VUCA Through Integrative Self-Management (pp. 3-14). Springer. Erişim adresi: https://link.springer.com/book/10.1007/978-3-319-52231-9
NEUMAN, W. L. (2014). Social work research methods: Qualitative and quantitative approaches. Pearson Education.
NEWMAN, A., LE, H., NORTH-SAMARDZIC, A., & COHEN, M. (2020). Moral disengagement at work: A review and research agenda. Journal of Business Ethics, 167, 535-570. https://doi.org/10.1007/s10551-019-04173-0
NORTHOUSE, P. G. (2025). Leadership: Theory and practice (10th ed.). Sage Publications.
O’BOYLE, E. H., JR., FORSYTH, D. R., BANKS, G. C., & MCDANIEL, M. A. (2012). A meta-analysis of the Dark Triad and work behavior: A social exchange perspective. Journal of Applied Psychology, 97(3), 557–579. https://doi.org/10.1037/a0025679
ÖCEL, H. (2010). Üretim karşıtı iş davranışları ölçeği: Geçerlik ve güvenirlik çalışması. Türk Psikoloji Yazıları, 13(26), 18-26. Erişim adresi: https://www.tpd.com.tr/tr/yayinlar/dergiler/1031828/tpy1301996120100000m000123.pdf
OGUNFOWORA, T., NGUYEN, V. Q., & STEEL, P. (2022). Do moral disengagers experience guilt following workplace misconduct? Consequences for emotional exhaustion and task performance. Journal of Applied Psychology, 107(11), 2004–2025. https://doi.org/10.1002/job.2668
PAYNE, B. K., & GAINEY, R. R. (2004). Ancillary consequences of employee theft. Journal of Criminal Justice, 32(1), 63-73. https://doi.org/10.1016/j.jcrimjus.2003.10.005
PUSTOVIT, A., & HETRICK, A. (2025). Unethical conduct under uncertainty: A fear-based perspective. Journal of Risk and Financial Management, 18(4), 103. https://doi.org/10.3390/jrfm18020103
RAZA, A., ISHAQ, M. I., JAMALI, D. R., ZIA, H., & HAJ-SALEM, N. (2024). Testing workplace hazing, moral disengagement and deviant behaviors in hospitality industry. International Journal of Contemporary Hospitality Management, 36(3), 743-768. https://doi.org/10.1108/IJCHM-06-2022-0715
ROBINSON, S. L., & BENNETT, R. J. (1995). A typology of deviant workplace behaviors: A multidimensional scaling study. Academy of Management Journal, 38(2), 555-572. https://doi.org/10.5465/256693
ROBINSON, S. L., & MORRISON, E. W. (2000). The development of psychological contract breach and violation: A longitudinal study. Journal of Organizational Behavior, 21(5), 525-546. https://doi.org/10.1002/1099-1379(200008)21:5<525::AID-JOB40>3.0.CO;2-T
ROSSE, J. G., & HULIN, C. L. (1985). Adaptation to work: An analysis of employee health, withdrawal, and change. Organizational Behavior and Human Decision Processes, 36(3), 324-347. https://doi.org/10.1016/0749-5978(85)90003-2
SALEH, A., & WATSON, R. (2017). Business excellence in a volatile, uncertain, complex and ambiguous environment (BEVUCA). The TQM Journal, 29(5), 705-724. https://doi.org/10.1108/TQM-12-2016-0109
SAMNANI, A. K., SALAMON, S. D., & SINGH, P. (2014). Negative affect and counterproductive workplace behavior: The moderating role of moral disengagement and gender. Journal of Business Ethics, 119, 235-244. https://doi.org/10.1007/s10551-013-1635-0
SAMPSON, R. J., & RAUDENBUSH, S. W. (1999). Systematic social observation of public spaces: A new look at disorder in urban neighborhoods. American Journal of Sociology, 105(3), 603–651. https://doi.org/10.1086/210356
SCHUCHTER, A., & LEVI, M. (2016). The fraud triangle revisited. Journal of Financial Crime, 23(4), 892-908. https://doi.org/10.1057/sj.2013.1
SEARLE, R. (2022). Counterproductive work behaviors. Oxford Research Encyclopedia of Psychology, 1–18. https://doi.org/10.1093/acrefore/9780190236557.013.88
ŞENER, M. M. (2025). VUCA dünyasindaki belirsizliği yönetmede liderlik, örgütsel çeviklik, örgütsel performans ve örgütsel yapi ilişkisine dair bir literatür araştirmasi. Üçüncü Sektör Sosyal Ekonomi Dergisi, 60(1), 1159-1182. https://doi.org/10.15659/3.sektor-sosyal-ekonomi.25.03.2589
SERIKI, O. K., NATH, P., INGENE, C. A., & EVANS, K. R. (2020). How complexity impacts salesperson counterproductive behavior: The mediating role of moral disengagement. Journal of Business Research, 107, 324-335. https://doi.org/10.1016/j.jbusres.2018.10.060
SHAH, S. B., AFSHAN, G., & MIRANI, M. A. (2024). Investigating the effect of moral disengagement between responsible leadership and employees’ unethical pro-family behaviour. Migration Letters, 21(S10), 1212–1223. Erişim adresi: https://migrationletters.com/index.php/ml/article/view/11585
SINGHAL, N. (2021). Leading in a VUCA World: Lessons from Covid-19. IUP Journal of Business Strategy, 18(2), 49-54. Erişim adresi: https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3961884
SINHA, D., & SINHA, S. (2020). Managing in a VUCA world: Possibilities and pitfalls. Journal of Technology Management for Growing Economies, 11(1), 17-21. Erişim adresi: https://core.ac.uk/download/pdf/484084689.pdf
SKARLICKI, D. P., & FOLGER, R. (1997). Retaliation in the workplace: The roles of distributive, procedural, and interactional justice. Journal of Applied Psychology, 82(3), 434–443. https://doi.org/10.1037/0021-9010.82.3.434
SNOWDEN, D. J., & BOONE, M. E. (2007). A leader’s framework for decision making. Harvard Business Review, 85(11), 1-8. Erişim adresi: https://www.systemswisdom.com/sites/default/files/Snowdon-and-Boone-A-Leader‘s-Framework-for-Decision-Making_0.pdf
SPECTOR, P. E. (2011). The relationship of personality to counterproductive work behavior (CWB): An integration of opposing models. Human Resource Management Review, 21(1), 56-64. https://doi.org/10.1016/j.hrmr.2010.10.002
SPECTOR, P. E., FOX, S., PENNEY, L. M., BRUURSEMA, K., GOH, A., & KESSLER, S. (2006). The dimensionality of counterproductivity: Are all counterproductive behaviors created equal?. Journal of Vocational Behavior, 68(3), 446-460. https://doi.org/10.1016/j.jvb.2005.10.005
STIEHM, J. H., & TOWNSEND, N. W. (2002). The U.S. Army War College: Military education in a democracy. Temple University Press.
TEMIR, E. (2020). Kırık camlar teorisinin kurum kültürüne uyarlanabilirliği. Kastamonu İletişim Araştırmaları Dergisi, (4), 133–144. Erişim adresi: https://dergipark.org.tr/en/download/article-file/1673387
TIAN, A. Y., AHAMMAD, M. F., TARBA, S. Y., PEREIRA, V., ARSLAN, A., & KHAN, Z. (2021). Investigating employee and organizational performance in a cross‐border acquisition—A case of withdrawal behavior. Human Resource Management, 60(5), 753-769. https://doi.org/10.1002/hrm.22058
UHL-BIEN, M., & ARENA, M. (2018). Leadership for organizational adaptability: A theoretical synthesis and integrative framework. The Leadership Quarterly, 29(1), 89-104. https://doi.org/10.1016/j.leaqua.2017.12.009
UMPHRESS, E. E., & BINGHAM, J. B. (2011). When employees do bad things for good reasons: Examining unethical pro-organizational behaviors. Organization Science, 22(3), 621–640. https://doi.org/10.1287/orsc.1100.0559
VARDI, Y., & WIENER, Y. (1996). Misbehavior in organizations: A motivational framework. Organization Science, 7(2), 151-165. https://doi.org/10.1287/orsc.7.2.151
VASCONCELOS, A. F. (2020). Workplace incivility: a literature review. International Journal of Workplace Health Management, 13(5), 513-542. https://doi.org/10.1108/IJWHM-11-2019-0137
VERHOEF, P. C., BROEKHUIZEN, T., BART, Y., BHATTACHARYA, A., DONG, J. Q., FABIAN, N., & HAENLEIN, M. (2021). Digital transformation: A multidisciplinary reflection and research agenda. Journal of Business Research, 122, 889-901. https://doi.org/10.1016/j.jbusres.2019.09.022
VERMA, A. (2024). Agile Leadership in the VUCA World: Combating Challenges of the COVID-19 Pandemic. In VUCA and Other Analytics in Business Resilience, Part A (pp. 267-285). Emerald Publishing Limited. https://doi.org/10.1108/978-1-83753-902-420241013
WATI, L., HUSENO, T., DHARMA, S., & FATMAWATI, J. (2024). Counterproductive work behavior: A review of narcissism, work stress and organizational justice with gender roles as a moderation. International Journal of Academic Research in Business and Social Sciences, 14(2), 1304–1317. https://dx.doi.org/10.6007/IJARBSS/v14-i2/20765
WILSON, J. Q., & KELLING, G. L. (1982). Broken windows: The police and neighborhood safety. Atlantic Monthly, 249(3), 29-38. Erişim adresi: https://www.theatlantic.com/magazine/archive/1982/03/broken-windows/304465/
YANG, S., YUAN, Y., YANG, F., YUE, L., ZHANG, J., & XU, T. (2025). Guanxi human resource management practices and psychological withdrawal behavior: a conservation of resources theory approach. Management Decision. Advance online publication. https://doi.org/10.1108/MD-09-2023-1557
YAZICI, N. (2018). Hile üçgeni: Fırsatların önlenmesinde kırık camlar teorisi. Üçüncü Sektör Sosyal Ekonomi, 53(3), 843–851. https://doi.org/10.15659/3.sektor-sosyal-ekonomi.18.09.1023
YURDASEVER, E. (2019), Yöneticilerde yeni liderli becerileri ile stres ilişkisi: KOMB (VUCA) ve öz yeterlilik etkileşimi. (Yayınlanmış Doktora Tezi). Karabük Üniversitesi, Sosyal Bilimler Enstitüsü, Karabük.
ZAMAN, H., & LAKHANI, K. R. (2024). Determinants of Top-Down Sabotage. Harvard Business School Technology & Operations Mgt. Unit Working Paper, (25-007), 25-007. Erişim adresi: https://papers.ssrn.com/sol3/Delivery.cfm?abstractid=4941749
ZAYADIN, R., ZUCCHELLA, A., ANAND, A., JONES, P., & AMEEN, N. (2023). Entrepreneurs’ decisions in perceived environmental uncertainty. British Journal of Management, 34(2), 831-848. https://doi.org/10.1111/1467-8551.12612
ZHANG, Y., WANG, J., AKHTAR, M. N., & WANG, Y. (2022). Authoritarian leadership and cyberloafing: A moderated mediation model of emotional exhaustion and power distance orientation. Current Psychology. https://doi.org/10.3389/fpsyg.2022.1010845
ZHANG, Y., ZHANG, M., & LI, A. (2022). How does job insecurity cause unethical pro-organizational behavior? The mediating role of impression management motivation and the moderating role of organizational identification. Frontiers in Psychology, 13, 941650. https://doi.org/10.3389/fpsyg.2022.941650
ZIMBARDO, P. G. (1969). The human choice: Individuation, reason, and order versus deindividuation, impulse, and chaos. Nebraska Symposium on Motivation, 17, 237–307. Erişim adresi: https://stacks.stanford.edu/file/gk002bt7757/gk002bt7757.pdf
Author Biographies
Ersan Talu, Istanbul Arel University / Türkiye
-
Ali Akdemir, Istanbul Arel University / Türkiye
-
Downloads
Published
Issue
Section
How to Cite
License
Copyright (c) 2025 Holistence Publications
This work is licensed under a Creative Commons Attribution 4.0 International License.
Authors who publish with this journal agree to the following terms:
1. Authors retain copyright and grant the journal right of first publication, with the work simultaneously licensed under a Creative Commons Attribution 4.0 International License (CC BY 4.0) that allows others to share and adapt the work with an acknowledgement of the work's authorship and initial publication in this journal.
2. Everyone who is listed as an author in this article should have made a substantial, direct, intellectual contribution to the work and should take public responsibility for it.
