Relationship between Openness to Experience and Perception to Political Organizations to Workplace Deviant Behavior

Dwi Hastuti

doi:10.20884/1.jame.2017.19.1.530

Abstract

    This study aims to determine the relationship that exists between openness to experience (one of the personality traits) and perceptions of organizational politics to workplace deviant behavior. Research was conducted by collecting 263 responses from the civil servants in Pekanbaru, Riau. Applying the latest PLS 3.0 analysis tools the results of this research identified positive correlation between openness to experience and perception of the political organization to workplace deviant behavior. The perception of the organization politics has managed to moderate the relationship between openness to experience deviant behavior in the workplace.              

Highlights

The workplace deviant behaviour (WDB) is not a new phenomenon in the organization, researches on workplace deviant behavior has been increasing throughout the last three decades (Nielsen, Glaso, & Einarsen, 2017; Farhadi, Omar, Nasir, Zarnaghash & Salehi, 2015; Colbert, Mount, Harter, Witt & Barrick, 2004)
From the previous study there is evidence of some of the factors that may contribute to the occurrence of workplace deviant behavior, these factors of which came from individual factors and situational factors (Colbert, et al; 2004; Farhadi, Fatimah, Nasir & Shahrazad, 2012 & Diefendorff & Mehta, 2007)
This study using three variables which is workplace deviance behaviour, personality trait and perception of organizational politics and before distributed to the respondent of all variables in this study done back to back translation process, and below will explain in detail: WDB measurement: Workplace deviant behaviour is measured using Bennett and Robinson’s (2000) Workplace Deviant Behavior Scale, which consists of 19 items question and measure using a likert scale of value from 1 to 7

Summary

Introduction

The workplace deviant behaviour (WDB) is not a new phenomenon in the organization, researches on workplace deviant behavior has been increasing throughout the last three decades (Nielsen, Glaso, & Einarsen, 2017; Farhadi, Omar, Nasir, Zarnaghash & Salehi, 2015; Colbert, Mount, Harter, Witt & Barrick, 2004). Workplace deviant behavior is a voluntary behavior that violates organizational norms significantly and can threaten the well-being of an organization, its members, or both (Robinson & Bennett, 1995). From the previous study there is evidence of some of the factors that may contribute to the occurrence of workplace deviant behavior, these factors of which came from individual factors and situational factors (Colbert, et al; 2004; Farhadi, Fatimah, Nasir & Shahrazad, 2012 & Diefendorff & Mehta, 2007). Individual factors are factors that are within the individual person as a person's personality differences, age, sex and so forth while situational factors include organizational factors, social factors and interpersonal relationships (Robinson & Greenberg, 1998)

Objectives

Methods

Results

Discussion

Conclusion