Scholars have highlighted the use of punishment as a tool to defend laws and norms, deter deviance, and restore justice in the aftermath of organizational misconduct. However, current theory and research primarily draw on a micro-oriented lens to understand how punishment occurs in response to deviant actors within organizations, neglecting macro-oriented questions of whether and how organizations are punished for their misconduct. We review sociological and macro-organizational work that suggests punitive severity can vary with three key attributes of the organization: status, reputation, and embedded ties. We then develop a mezzo-lens framework motivated at the intersection of micro- and macro-perspectives on organizational misconduct to shed light on opportunities for theoretical expansion by crossing levels of analysis.

学者们强调了使用惩罚作为一种工具来捍卫法律和规范，阻止越轨行为，并在组织不当行为之后恢复正义。然而，当前的理论和研究主要利用微观视角来理解惩罚是如何针对组织内的异常行为者进行的，而忽略了组织是否以及如何因不当行为而受到惩罚的宏观问题。我们回顾了社会学和宏观组织的工作，这些工作表明惩罚性的严重程度会随着组织的三个关键属性而变化：地位、声誉和嵌入的联系。然后，我们在组织不当行为的微观和宏观视角的交叉点上开发了一个中间透镜框架，以通过跨层次的分析来阐明理论扩展的机会。