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Deviant and Criminal Behavior in the Workplace$
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Steven M. Elias

Print publication date: 2013

Print ISBN-13: 9780814722602

Published to NYU Press Scholarship Online: March 2016

DOI: 10.18574/nyu/9780814722602.001.0001

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PRINTED FROM NYU Press SCHOLARSHIP ONLINE (www.nyu.universitypressscholarship.com). (c) Copyright University of NYU Press Press, 2021. All Rights Reserved. An individual user may print out a PDF of a single chapter of a monograph in NYSO for personal use.date: 12 April 2021

Human Resource Management and Deviant/Criminal Behavior in Organizations

Human Resource Management and Deviant/Criminal Behavior in Organizations

Chapter:
(p.128) 6 Human Resource Management and Deviant/Criminal Behavior in Organizations
Source:
Deviant and Criminal Behavior in the Workplace
Author(s):

Philip G. Benson

Glennis M. Hanley

Wesley A. Scroggins

Publisher:
NYU Press
DOI:10.18574/nyu/9780814722602.003.0006

This chapter discusses the importance of human resource management (HRM) in preventing deviant/criminal behavior in organizations. Given that the employee misbehavior at work, under any of myriad names, can create serious difficulties for employers, HRM strategically manages the human aspects of an organization, to align policies and practices, as well as to utilize the employees in an organization to achieve high performance in attaining organizational goals. They do so by identifying those applicants who will demonstrate desired behaviors once hired. Measures for background evaluation of job candidates typically include drug testing, reference checking credit reports and investigations, use of criminal records and checks of such records, motor vehicle records, and outside investigations of character or past behavior toward employers.

Keywords:   human resource management, criminal behavior, deviant behavior, employees, employers

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