Detached but not deviant: the impact of career expectations and job crafting on the dysfunctional effects of amotivation

The lack of motivation towards an activity also known as amotivation (Gagné et al., 2015) has been found to impact a range of significant employee outcomes, including emotional exhaustion, burnout, and turnover, etc. Nonetheless, the existing organizational behavior scholarship has paid little attention to amotivation as a determining factor of important work behaviors such as workplace deviance and turnover intentions. Given that the latter behaviors tend to co-occur, the aim of this study was to examine their relationship with amotivation and explore the plausible boundary conditions that can attenuate this relationship. We conducted a multi-method study in order to examine the influence of proactive job redesign and career outcome expectations on the link between amotivation, deviance, and turnover intentions. First, our findings offered support for the assertions that amotivation can be antecedent to both workplace deviance and turnover intentions. Second, we found evidence that this link can be negatively impacted by job crafting and career outcome expectations. This paper concludes with a discussion of both the practical and theoretical importance of these findings.

Deviant workplace behaviors have become an important area of research due to the recent revelation of high-profile corporate scandals. Scholars view that deviant workplace behaviors can be controlled when the factors that affect workplace deviance are properly understood. Therefore, this study is having two sections. Section one identifies the level of workplace deviance prevailing in the public sector hospitals of Pakistan, for which data was collected from 219 respondents in the understudy sector. Findings of this study show that workplace deviance exists in the understudy sector at a moderate level. Section two describes the factors that have the ability to influence the emergence of deviant workplace behaviors. Thus, this study searched for workplace deviance related articles available at the academic research databases such as Scopus and Web of Science. The keywords that were used for searching articles were “workplace deviance”, “organizational deviance”, “deviance” and “deviant behaviors”. This study outlines twenty-five factors that affect workplace deviance, thereby highlighting how workplace deviance can be minimized. Lastly, implications and suggestions for further research and practice are highlighted.

PurposeThe purpose of this mixed-methods study is to examine the motivational determinants and contextual antecedents of individual job crafting behaviors.Design/methodology/approachThe current research uses the mixed-methods design to elucidate the relationship between career outcome expectations and different forms of job crafting through external regulation. In Study 1, surveys were collected and analyzed from 151 employees across occupations and ranks using purposeful sampling approach. In Study 2, interview data were thematically analyzed to add complementarity and completeness to the findings.FindingsIn Study 1 (n = 151), a direct relationship between career outcome expectations and different forms of job crafting was established. Mediation analysis indicated an indirect relationship between career outcome expectations and approach crafting through external-social regulation. The authors found support for the accentuating role of turnover intentions on career outcome expectations and external social and material regulations. In Study 2 (n = 25), a thematic analysis of semi-structured interviews confirmed that when employees experience unfulfilled career expectations, employees attempt to realign the work situations. Such expectations may be tied to various forms of work-related external regulations and may lead to job crafting behaviors. The individuals depicted these behaviors while experiencing turnover intentions.Originality/valueThe current study brings together literature from job design, motivation and careers to consider the role of career expectations and external regulation in predicting job crafting behaviors. Taken together, the findings unearth the cognitive and contextual antecedents of job crafting.

PURPOSEUnderstanding the career decision self-efficacy and outcome expectations of college students with disabilities (CSWD) are important to ensure their career-related activities participation and transition into the workforce. Therefore, the purpose of the present study was to examine the influences of disability identity, ethnic identity, perceptions of career barriers, and social supports on the career decision self-efficacy and outcome expectations of CSWD.METHODThe study utilized a cross-sectional survey design and the sample consisted of 312 CSWD recruited at two 4-year universities in Midwestern and Southeastern areas. A series of hierarchical regression analyses was used to examine the factors, including disability identity, ethnic identity, social support, perceived career barriers, ethnicity, gender, and disability types affect career decision self-efficacy, and career outcome expectations of CSWD.RESULTSThe results showed that 30.1% of variability, F(7, 248) = 15.272, p < .001, in career decision self-efficacy was explained by disability identity, ethnic identity, social support, perceived career barriers, ethnicity, gender, and disability type. Social support was the largest contributor to career decision self-efficacy. In addition, 56.1% of variability, F(8, 247) = 39.433, p < .001, in career outcome expectations was explained by disability identity, ethnic identity, social support, perceived career barriers, career decision self-efficacy, ethnicity and gender. Career decision self-efficacy was the largest contributor to career outcome expectations.CONCLUSIONSSeveral implications for rehabilitation professionals, educators, and researchers are provided.First, the intersection of social identities (i.e., disability identity and ethnicity identity) requires increased attention in the rehabilitation fields. Sociocultural backgrounds and diverse identities are factors that have been identified as influencing career development of CSWD. Rehabilitation counselors and relevant professionals can play critical roles in supporting and empowering CSWD to develop positive disability and ethnic identities within the postsecondary education environments. Second, appropriate social support from family, peers, faculty, and disability service specialists, inclusive campus climate, and career-related development support in postsecondary education are essential for positive career outcomes of CSWD. Lastly, the effective career services could assist underrepresented CSWD building a sense of identity, confidence, and beliefs of competencies for career decisions and career outcomes, also, eliminate perceptions of career barriers attributing to intersecting multiple identities.

ABSTRACTBased on job crafting theory and workplace resources theories, the present study develops a model of both antecedents and consequences of job crafting. We hypothesized subordinates’ perceptions of empowering leadership and core self-evaluations influence employee job crafting behaviours, which subsequently influence four outcomes: improving three employee well-being outcomes, (a) work-family enrichment, (b) flourishing, and (c) life satisfaction; and simultaneously reducing the organizational outcome of (d) deviant behaviours. Three-waves of data over nine months were collected from U.S. full-time employees (n = 276). Results showed empowering leadership and core self-evaluations positively related to expansive/approach forms of job crafting behaviours, which in turn related to the three different well-being outcomes. However, job crafting did not affect employee deviant behaviour. Instead, empowering leadership and core self-evaluations directly predicted less deviant behaviour. With the imputed data, we also found job crafting had a significant but weak relationship with deviant behaviour. These findings provide an integrated understanding of how and why employees engage in job crafting, and the important influence that job crafting has on employees’ subjective well-being. The present study advances leadership and job crafting theories, providing practical recommendations for promoting employee well-being and decreasing undesirable behaviours in the form of workplace deviance.

This study aimed to examine career and academic outcome expectations of high school students. Data of the research designed in the survey model were collected from 695 students attending ninth to twelfth grades of high schools that offer academic and vocational education in city center of Niğde in the Central Anatolian Region of Turkey in the academic year of 2018-2019. 56% of the participants are female and 44% are male. The measures used in the research are academic outcome (5 items) and career outcome (4 items) expectation subscales of the Career Outcome Expectations and Exploration Intentions Scale developed by Betz and Voyten (1997) and adapted into Turkish language by Büyükgöze-Kavas (2011) and the Personal Information Form developed by the researcher. Independent groups t-test and one-way ANOVA analysis techniques were utilized in data analysis. It was found in the data analysis that high school students’ scores of career and academic outcome expectations differed significantly by gender, type of school, and grade level. While girls were found to have higher mean scores of career and academic outcome expectations than boys, the students of Anatolian High School that provides academic education had higher mean scores of career and academic outcome expectations than the vocational high school students. Furthermore, ninth-grade students were found to have higher mean scores of career and academic outcome expectations than other grade levels.

Deviant workplace behavior of employees is becoming a common problem in today’s organizations. The increasing deviance has an economic as well as social cost associated to it, which victimizes the organization and its stakeholders. This Study is an attempt to study workplace deviance in Muslim organizations. A sample of 10 respondents was selected, 8 males and 2 females. Most of them have long experience in management. They are from various industries such as, manufacturing, telecommunications, banking and education. The study found that workplace deviance is of great concern to all organizations, highlighting that injustice or perception of not being treated fairly does provoke employees to indulge in such deviant behaviors. And significantly that with the help improving spirituality among employees, organizations can overcomes the prevailing issue of workplace deviance.

The harmful effects of workplace deviance constitute a significant concern on a global scale. However, it is alarming the scope it has assumed among Nigerian academics. This study aimed to investigate the influence of perceived union instrumentality on workplace deviance and whether the industrial relations climate can moderate the relationship. The study drew from exit-voice and social exchange theories to achieve the research objectives. In a cross-sectional design, data from 211 academics from federal polytechnics in Northwestern Nigeria were analysed using Partial least square-structural equation modelling (PLS-SEM). The results indicated that perceived union instrumentality significantly and negatively affected workplace deviance. As expected, job satisfaction was found to mediate the relationship between union instrumentality and workplace deviance. Similarly, the industrial relations climate was found to moderate the relationship significantly and negatively between union instrumentality and workplace deviance. The study bridges significant theoretical gaps in the literature by using exit-voice theory and social exchange theory to explain employees’ deviant behaviour. Moreover, exploring the mediation mechanism by which perceived union instrumentality influences workplace deviance helps close critical knowledge gaps in labour relations and deviant workplace behaviour literature. The result suggests that Government and management of Nigeria's higher education institutions need to address the rising incidence of workplace deviance by accommodating the demands of labour unions and fostering harmonious labour relations. However, the cross-sectional design of this study and the fact that only federal polytechnics were used as samples limit the findings' generalizability. Other implications and recommendations for future research were discussed.

Illegitimate tasks, overqualification, organizational obstruction, and workplace deviance among nurses: A two-wave cross-sectional survey.

Aim of the Study: The purpose of this study was to investigate the relationship between job stress (JS) and workplace deviance behavior (WDB) that is organizational deviance (OD) and interpersonal deviance (ID). The study also investigated the moderating role of perceived social support between job stress and workplace deviance. Methodology: In this current study, the cross-sectional design was performed to collect data from (n=380) front service employees working in private and public hospitals in Rawalpindi and Islamabad. Data were collected through a questionnaire or online Google form survey. Findings: The findings indicated that research data supported the proposed model of the study. Job stress and perceived social support significantly influenced workplace deviance forms i.e. interpersonal deviance but not supported organizational deviance. It specifies that job stress has a negative and significant relationship with interpersonal deviance. Results also indicate that perceived social support moderates the relationship between job stress and interpersonal deviance but don’t moderate between job stress and organizational deviance. Conclusion: The practical implication of this study is that it is helpful for service employees (front service employee). Management should provide training to employees to reduce job stress through stress coping techniques. Perceived social support from supervisors and coworkers would help the employees to stop them from going towards deviant behavior. So, it can be helpful for future researchers.

KEYWORDS Big Five Personality Traits. Organizational Deviance. Interpersonal Deviance. NEO-FFI. Behavioral Activation. Behavioral Inhibition ABSTRACT Deviant behaviors have far reaching effect on the individual and at the organizational level. In spite of clear ethical guidelines, employees indulge in deviant activities. Dispositional variables have been linked with deviant behavior and are also influenced by individual motivation; hence personality and motivational traits were considered. The purpose of the research was to study the Big Five personality traits and motivational traits to explore its relation with workplace deviance among the employ- ees of public and private sector organizations (N = 60). The results showed that public sector employees' significantly differed from the employees of private sector on workplace deviance and openness trait of big five personality traits. Significant correla- tions among some of the dimensions of personality, motivational traits and workplace deviance were obtained. Neuroticism evolved as a major correlate of organizational deviance in both public and private sectors. Motivational traits (BIS, BAS) were correlated significantly to different dimensions of workplace deviance in private sector and not in public sector. It has implications for organizations on how to manage workplace deviance.

This study aims to explore the impact of human resource development on performance through job crafting in the environment of Pesantren Tahfidz Maskanul Huffadz. The phenomenon of declining work quality, employee collaboration, and employee loyalty from 2019 to 2022 is suspected to occur due to the increasing number of students and pesantren administrators each year. This study uses an associative method to determine the relationship between the variables Education (X1), Training (X2), Career Development (X3), Job Crafting (Y), and Performance (Z), using path analysis and the PLS-SEM approach. The results show that the variables Education and Training have a positive and significant effect on Job Crafting, with t-statistic results of 2.294 and 4.556, respectively. Additionally, Job Crafting also has a positive and significant influence on employee performance, with hypothesis testing results showing a t-statistic of 5.313. However, other variables mediated or through job crafting do not show a significant influence. Based on these results, it can be concluded that Job Crafting has a direct impact on employee performance compared to research results calculated indirectly. The decline in employee performance is also suspected to be influenced by suboptimal education, training, and career development. Therefore, to improve employee performance at Pesantren Tahfidz Maskanul Huffadz, it is necessary to enhance the aspects of education and training as well as the implementation of more effective job crafting strategies.

Deviant behaviour in workplace has become an issue of concern in today’s corporate world. As a result of hard costs, the negative impact of deviant behaviour leaves a devastating effect on overall productivity and performance of the organization. We assumed that abusive supervision will be positively related to employee’s interpersonal and organizational deviance. Moreover, we also hypothesized that this relationship of abusive supervision with both interpersonal and organizational deviance will be moderated by power distance. We verified the formulated hypotheses using data collected from 256 mid-level managerial employees working in IT and software companies based in Delhi (India). Data analysis was done through confirmatory factor analysis (CFA) and moderated regression analysis. Results reveal significant and positive contribution of abusive supervision towards employee’s workplace deviance. Power distance orientation significantly moderates the relationship between abusive supervision and employee’s interpersonal and organizational deviance. The implications for the result obtained are discussed.

<p id=C6>In the era of career boundarylessness, facing with the ever-weaker linkage between individuals and organizations, individuals have to initiate the tasks of self-career management to actively respond to the development and changes of occupational environment. Job crafting are bottom-to-top behaviors which help to actively change the boundaries of resources and daily tasks. Since in relevant with people’s autonomy and the improvement of internal resources and recognitions, job crating behaviors should be potential ways for realizing career sustainable development. However, job crating contains personal resource consuming and reinvest as well. The way people define their value resources determine their job crating motivations and paths. Prior literature mainly limited to the influences of job crating in within organizational context, and research on internal motivational antecedents is relatively insufficient and ignoring the explorations of why and how individuals craft their jobs. In this respect, the study here considers the interactive linkages between individuals’ occupation and daily work behaviors and proposes series of theoretical framework. Specifically, based on 3 successive sub-studies, we explore the potential motivations, paths and intervention mechanisms for individuals to gain sustainable competitive advantages through daily work. In study 1, we stick to the individual’s role of ‘central career agent’ in achieving sustainable career, and define the concept and measurement structure of career sustainability from perspectives of recognition, career development cycles, and individual as well as environmental resources. Meanwhile, grounded in prior literature and longitudinal empirical results, we reveal the potential influencing factors (i.e., demographic variables and personality traits) and dynamic development mechanisms of career sustainability. The effect paths of career sustainability on the occupational proactive behaviors (i.e. job crafting) are discussed as well. In Study 2, we focus the driven-force of job crafting and the driven outcome. Strong career sustainability captures plentiful skills and abilities to continuously respond to changes, which is conductive to the adjustment of job tasks and roles, and therefore should be the motive factor of job crafting. What’s more, based on conservation of resource theory, individuals have the innate motivation to protect and expand their value resources. Nevertheless, value resource differs across individuals and thus influence the investment directions and scale. We contend that individuals with high level of career sustainability, tend to more value the importance of sustainable career development, and consequently are more likely to craft their jobs toward the ways of achieving sustainable career. According to social cognitive theory, the cognition of individuals’ self-ability influences their behavior tendencies, and then influence the follow-up actual behaviors as well as the results of those behavior. Therefore, along with the improvement of career sustainability, the enhanced protean career orientation would directly influence the direction and strength of individuals’ job crafting. Consequently, the dynamic rising closed loop of career sustainability to career sustainability which linked by job crafting forms, which delineate the influence paths from individuals’ job crating to their sustainable career development at the same time. Rooted in the cross-level data which collected from multi waves, study 3 explores the influences of organizational career management supports on career sustainability and job crafting, and thus to interpret the vertical intervention mechanism of job crafting behaviors at organizational level. Formal and informal organizational career management tactics are compared base on quasi-experiments so that to provide theoretical references for managerial practitioners. Moreover, considering that individuals’ daily workplace behaviors (i.e., job crating) indirectly reflect the career value and professional abilities, the present study also offers theoretical implications from perspectives of sustainable career. Firstly, through testing the change and development of job crating, and exploring and motive (protean career orientation) and ability factors (career sustainability), we respond to the calls of exploring job crating motivations from career perspective. Secondly, we test the boost power of job crafting in the improvement of career sustainability, and expand the outcome variables of job crafting to the career horizon. Lastly, we build the theoretical framework of organizational job crating intervention, and expand the application boundaries of organizational career management supports based on empirical and quasi-experimental research. The conclusions here provide strategic bases for individuals to achieve sustainable career development and organizations to carry out win-win career management support.

Nowadays the career landscape faced with the constant increase of uncertainties, innovation requirements and unemployment rate has aggravated the career crisis among the front-line technical workers in the manufacturing industry, which indicates that the front-line technical workers have to enhance career competencies（CCs）and realize individual innovation to cope with complex and changeable environmental demands. However, the existing literature puts more focus on the innovative workplace behavior（IWB）of knowledgeable staff and limited research has investigated how front-line technical workers display IWB. Given this, our study integrates the perspectives of Chinese culture（i.e., the Yin-Yang harmony cognitive framework）and Western “job demands-resources”（JD-R）theory, proposing a moderated mediation model of CCs, job crafting（JC）and IWB, and constructing the hypothesis based on the model.The research was conducted in the form of questionnaires, and the variables were assessed with validated scales. In order to reduce common method variance, we collected data across two waves. At time1, we chose front-line technical workers from 5 manufacturing firms in Guangxi Province to measure CC（antecedent）and related control variables in 2019. Then at time2, we only included participants who responded to the first survey to provide information on JC（mediator）and IWB（outcome variables）in 2020. The study finally obtained 371 useable samples, while the exploratory factor analysis, correlation analysis, and hierarchy regression analysis were adopted to generate empirical results.The findings show that the three dimensions of CC（i.e., reflective, communicative, and behavioral CC）are positively related to IWB, respectively; the three dimensions of CC（i.e., reflective, communicative, and behavioral CC）significantly promote JC and through which to further enhance IWB; the communicative CC enhances the impacts of reflective CC and behavioral CC on JC, based on which it further increases IWB. In sum, this study examines the mediating role of JC and the moderating role of communicative CC. Moreover, we clarify the mechanism between the various dimensions of CC and its interaction with IWB, enriching the literature of career competencies and innovation in the field, and expanding the scope of application of JD-R theory.Our study makes several contributions to the literature: First, it focuses on investigating the issues regarding the career development of front-line technical workers, which were not paid sufficient attention to for a long time but have had a great impact on societal stability. It indicates that the front-line technical workers can promote innovation by enhancing their CCs, thus illuminating the direction for employees’ career development in the future. Second, from the perspective of Yin-Yang harmony cognitive framework, it discovers the interacting and causal associations among the three dimensions of CCs, JC and IWB, as they mutually reinforce and complement each other. This offers a theoretical basis for the Yin-Yang philosophy. Third, whereas this research is conducted in a highly uncertain environment, our conclusion can help the government and human resource managers to understand the current adversities facing grassroots workers and provide concrete suggestions for policy-making.