Scholarship on impunity has centered around quantifiable prosecutions related to criminal acts that often occur outside of the workplace. We offer insights into the psychological experience of impunity by shifting the focus to organizational settings and embedding impunity within discussions of workplace misconduct. We distinguish between (a) perceived personal impunity, which reflects employees' belief that they will not face punishment for their own misconduct; and (b) perceived contextual impunity, which reflects employees' belief that their organization will not punish employees for their misconduct. We develop and validate measures for each impunity perception and establish a preliminary nomological network by investigating factors that influence each perception and their relationship with workplace misconduct. Consequently, we offer nuanced insights into how distinct impunity perceptions result in workplace misconduct relative to other established predictors. Our perceived workplace impunity measures provide a valuable tool for assessing impunity perceptions and predicting instances of misconduct. In addition, they offer practical insights into impunity's functions within organizations. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

中文翻译：

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感知到的个人和背景有罪不罚：概念化、前因以及对工作场所不当行为的影响。


关于有罪不罚现象的学术研究主要集中在与工作场所之外经常发生的犯罪行为相关的可量化起诉上。我们通过将焦点转移到组织环境并将有罪不罚现象纳入工作场所不当行为的讨论中，提供对有罪不罚现象的心理体验的见解。我们区分以下两种情况：(a) 感知到的个人有罪不罚，这反映了员工认为自己不会因自己的不当行为而受到惩罚； (b) 感知到的有罪不罚现象，这反映了员工认为其组织不会因员工的不当行为而惩罚员工。我们针对每种有罪不罚的看法制定并验证措施，并通过调查影响每种看法的因素及其与工作场所不当行为的关系，建立初步的法理网络。因此，与其他既定预测因素相比，我们对不同的有罪不罚观念如何导致工作场所不当行为提供了细致入微的见解。我们认为的工作场所有罪不罚措施为评估有罪不罚现象和预测不当行为实例提供了宝贵的工具。此外，它们还提供了有关有罪不罚现象在组织内的作用的实用见解。 （PsycInfo 数据库记录 (c) 2024 APA，保留所有权利）。