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Abstract
Employees tend to engage in certain behavior, either good or deviant. Drawing from control theory, the employees’ behavior will be controlled as the organization can fulfill their needs. The ultimate objective of the study is to examine how Salesperson-Organization Fit will affect job stress and, in turn, salesperson deviant behavior. Besides, this study also examined how employees’ work meaningfulness moderates the relationship between job stress and workplace deviant behavior. This study employed hierarchical regression analysis and moderated regression analysis to test the hypotheses. Using 182 salespeople for both manufacturing and services companies, the results showed that Salesperson-Organization Fit negatively affects three types of deviant behavior: organizational deviance, interpersonal deviance, and frontline deviance. The results of this study also found a mixed result for job stress on deviant behavior. Job stress has a positive effect on organizational (β = 0.092; p < 0.1) and frontline deviance (β = 0.092; p < 0.05), while it has an insignificant effect on interpersonal deviance. Work meaningfulness only moderates the relationship between job stress and organizational deviance. AcknowledgmentThis work was supported by the Faculty of Economics and Business, Universitas Airlangga research grants.
Highlights
INTRODUCTIONSupplementary fit refers to fits that occur since there are similar characteristics between the individual and the organization (Kristof, 1996), while need-supply refers to fits that occur since the organization can fulfill its employees’ needs (Kristof, 1996)
Salesperson-Organization Fit negatively affects all types of workplace deviant behavior, which consists of organization deviance, interpersonal deviance, and frontline deviance
The results failed to support a prior study that job stress is positively related to interpersonal deviance, while work meaningfulness only moderates the relationship between job stress and organizational deviance
Summary
Supplementary fit refers to fits that occur since there are similar characteristics between the individual and the organization (Kristof, 1996), while need-supply refers to fits that occur since the organization can fulfill its employees’ needs (Kristof, 1996) This study examines how the fit between the employees and the organization affects WDB, which consists of organizational, interpersonal, and frontline deviance. It examines the moderating effect of work meaningfulness since employee who feels that his/her work is meaningful in his/her life will consider deviant behavior as a behavior that threatens him/her even in an adverse situation
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