What is the most influential factor in deterring employee theft according to Clark and Hollinger's studies?

The most influential factor in deterring employee theft, as identified in Clark and Hollinger's studies, is perceived certainty. This concept refers to an employee's belief that theft will be detected and that the perpetrator will face consequences for their actions. When employees feel that there is a high likelihood of being caught if they engage in theft, they are less likely to commit such acts in the first place.

Perceived certainty encompasses various elements, such as the presence of surveillance, clear reporting procedures, and a culture of accountability within the workplace. When employees recognize that their actions are being monitored and that there are effective measures in place to address theft, they are more inclined to avoid dishonest behavior.

Other factors, such as age, severity of punishment, and gender, may also influence employee behavior but do not have the same level of impact as perceived certainty. Age and gender may affect individual attitudes towards theft but are not direct deterrents. Severity of punishment might deter some employees, but if the likelihood of getting caught is perceived as low, the punishment may not be a strong enough deterrent. Thus, building an environment where employees are aware of their chances of detection is paramount in reducing theft within an organization.