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Lying, Deceit, and Subterfuge: A Model of Dishonesty in the Workplace

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Ethics in Business and Education Job Satisfaction and Organizational Behavior Deception detection and forensic psychology

Abstract

Honesty is a key element of ethical behavior in organizations, yet has received little theoretical or empirical attention. This article derives a model of the antecedents of deception in organizations. Self-interest theories, such as agency theory, and prosocial behavior theories of behavior are reviewed and an argument developed that intrapersonal conflict may meld the divergent theories and explain lying in organizations. Role theory identifies potential sources of intrapersonal conflict in organizations that may serve as antecedents to lying. Different types of role conflict are examined, each of which may lead to distress, and, in turn, may be resolved through deception: People may behave according to one role demand, and then state, or create the impression of, having behaved according to another role demand.

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References

1976Theory of the firm: Managerial behavior, agency costs and ownership structure 2017A Theory of Cognitive Dissonance 1989Agency Theory: An Assessment and Review 1951The Social System 1979Moral Hazard and Observability 1970Role Conflict and Ambiguity in Complex Organizations 1986The Bases of Social Power 1970Exit, Voice, and Loyalty

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2014Bringing Secrecy into the Open: Towards a Theorization of the Social Processes of Organizational Secrecy 1999CURTAILING DECEPTION: THE IMPACT OF DIRECT QUESTIONS ON LIES AND OMISSIONS 2010Tournaments and Office Politics: Evidence from a Real Effort Experiment 2001Detecting deception: adversarial problem solving in a low base‐rate world 2004Deception in Computer-Mediated Communication 2000Lying: The Impact of Decision Context 2018

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