LI don’t know if you have ever had the experience of taking the company’s office supplies home, such as taking away the paper and pen from the company and going home to write and draw for children? Or use the printer in the office to print your admission ticket, order form, or even the novel you are reading? Apart from “making good use of” company resources and convenience, what other reasons are there for taking away office stationery?
Yannick Griep, an assistant professor of psychology at the University of Calgary in Canada, gave another answer: employees use this to retaliate against the company.
In a survey study by the University of South Florida, more than 75% of employees admitted to having “dropped” office supplies. However, this kind of “thief and thief” behavior has accumulated little and much, and it is estimated that it will cause the loss of about 35% of the office supplies of the enterprise every year, accounting for an average of 1.4% of the income of each enterprise. Griep believes that this behavior of “compromising the company’s self-interest” may be due to the psychological imbalance of employees.
| the beginning of a grievance
When starting a new job, employers often make a series of promises, which may be flexible working hours and a harmonious working environment, which make employees full of hope. And this forms the basis of a psychological contract, whereby employees are happy and loyal if their employer keeps their promises.
However, this kind of promise is generally not written in black and white in the contract, so even if the employer fails to fulfill it later, employees have nowhere to complain. The longer the working hours, the greater the differences between the two parties on the original commitment. Some surveys have pointed out that most employers begin to break their promises within the first two years, and a recent study even found that employees encounter similar situations on a weekly or even daily basis. Sadly, the results of this series of surveys show that employers are largely unaware that what they are doing now violates their original commitments, so there is little recognition that it was wrong, let alone a solution.
Although the promise was not written into the contract, for most employees it was one of the core reasons why they were hired at that time. Some people think that since employers can break their promises, they can also take some reasonable solutions. Such employees often have a series of very strong negative emotions, thinking that they have been bullied, and they must take revenge to relieve their hatred.
And Griep believes that the fairness obtained through retaliation is quite short-lived. Even if the employer violates the original promise, he should not choose retaliation first. Taking a step back, even if retaliation is to be done, the risk of theft and the risk of retaliation must first be considered. as a result of. While revenge can be rewarding to a certain extent, the reality is that you can quickly develop guilt about the behavior and the risk and anxiety of getting caught. Is it really worth it?
In fact, as mentioned above, most of the time employers do not know that they have violated their original promises. And studies have found that when employers are respectfully told about how the incident affected their work and their performance, employers generally respond positively, apologizing or offering compensate.