ABSTRACT
Employee theft is generally regarded as a serious offense not only by those responsible for assuring organizations operate as efficiently as possible, but by social scientists studying this phenomenon. Consequently, a theory of social control, rather than a theory of crime, is more appropriate in explaining such theft by employees. This chapter suggests that theft, as a mode of social control, is most likely among employees who occupy marginal positions in organizations, including those at the bottom of the organizational hierarchy, those with little tenure, and those with few social lies. A theory of social control, rather than a theory of crime, may be appropriate in explaining much theft by employees. Focusing less on deviant individual, physical opportunity, and financial stress explanations, social scientists concerned with workplace theft are increasingly directing attention to a relationship that appears to exist between employee dissatisfaction and deviance in the workplace.
