EXPLORING THE RELATIONSHIP BETWEEN EMPLOYEE ENGAGEMENT AND WORKPLACE DEVIANCE IN EDUCATIONAL INSTITUTIONS

Abstract

Employee involvement and its effect on organizational behavior have recently become a popular topic of inquiry. Many researchers have investigated the potential for enhancing employee attitudes, proactive contributions, and organizational performance. Concurrently, there has been increasing concern regarding workplace deviance, which includes behaviors that violate established norms. The emotional commitment and enthusiasm that define employee engagement are linked to job characteristics and organizational justice. These aspects bolster engagement within academic establishments, leading to a rise in job fulfillment and productivity. Conversely, workplace deviance, which encompasses production and interpersonal deviant behaviors, poses a significant challenge for educational institutions. Previous studies have revealed a negative correlation between employee engagement and workplace deviance, highlighting the potential of engaged employees to promote ethical principles and reduce deviant behaviors. Promoting organizational justice and fairness can further contribute to this positive relationship. This paper proposes a theoretical framework that utilizes questionnaires to evaluate employee engagement, job characteristics, organizational justice, and workplace deviance. The study targets employees with diverse roles within higher educational institutions, employing convenience sampling to elucidate the relationships between these constructs. The outcomes of this research can guide higher educational institutions in optimizing strategies for fostering employee engagement, enhancing organizational justice, and mitigating workplace deviance. Tailored interventions that address specific job characteristics and fairness perceptions can be designed to create a more harmonious and productive work environment. Policymakers and administrators can also benefit from evidence-based policy development to promote engagement and address deviant behaviors within educational institutions. In conclusion, this conceptual paper emphasizes the importance of understanding the dynamics between employee engagement, job characteristics, organizational justice, and workplace deviance in higher educational institutions. It provides a foundation for further empirical research and offers practical insights to stakeholders in the field of education, contributing to a more conducive and prosperous educational environment.