Constructive Deviant Behavior Research Articles

Innovative horizons: the role of cultural intelligence in encouraging constructive deviance and the mediating role of employee engagement in hotels

PurposeThe purpose of this paper is to study the influence of cultural intelligence on employee engagement and constructive deviant behavior in the workplace. It also captures the moderating role of organizational support in the relationship between employee engagement and constructive deviance.Design/methodology/approachData were collected through a questionnaire (n = 416) from hotel industry employees using a convenience sampling approach. The hypotheses were tested using structural equation modeling.FindingsThe results suggest that cultural intelligence has a significant positive relationship with constructive deviance, and employee engagement also mediates this relationship between cultural intelligence and constructive deviance.Practical implicationsDrawing on the findings of this study, we offer several practical implications for practitioners. We suggest that organizations should invest in training programs that may help employees increase their knowledge, skills and attitudes toward different cultures; in doing so, employees may develop a sense of inclusivity and appreciation for diverse cultures.Originality/valueFirst, by concentrating on those working in the hotel industry, this study offers a more effective explanatory perspective on the social cognitive theory for future research. Second, this study explored hotel workers' constructive deviations, particularly in non-Western contexts.

A business ethics perspective on constructive deviant behavior in organizations: A literature review and an integrated framework proposal

AbstractConstructive Deviant Behavior (CDB) raises an ethical dilemma that poses a significant challenge within the realm of business ethics. This ethical dilemma is the extent to which individuals should be allowed, or even encouraged, to challenge established norms in the name of organizational and stakeholder well‐being before compromising ethical principles. Despite the growing body of research in this field, which highlights the emergence of a new domain, there remains a lack of a comprehensive framework to define and understand CDB within organizational contexts. Therefore, the main objective of this study is to fill this gap by conducting a thorough analysis of the literature using the PRISMA methodology. In order to systematically review previous research, a sample of relevant articles was selected and analyzed in depth with the aim of defining a comprehensive framework clarifying the nature, forms, and dimensions of CDB. In addition, the relationships between CDB and its antecedents and outcomes were investigated from a business ethics perspective. Within this context, the study proposes a unified CDB framework while acknowledging and integrating the diverse perspectives that have emerged in past studies. Furthermore, this research reveals that individual and organizational characteristics are the predominant antecedents of CDB. Finally, as an emerging domain of increasing practical relevance within business ethics, this subject offers fertile avenues for future research, as delineated by the findings of this study.

Frontline employees’ impression management strategies after engaging in constructive deviant behavior: A leader-centric perspective

While previous research has achieved consensus on the benefits of constructive deviant behavior within the hospitality industry and has proposed various solutions to promote this behavior, there remains a gap in understanding what frontline employees do after engaging in constructive deviant behavior. Drawing on impression management theory, we established a model in which constructive deviant behavior impacts feedback-seeking behavior (FSB) and defensive silence (DS). Study 1 used scenario manipulations to examine the mediation effect of Leader–member exchange (LMX) ambivalence linking constructive deviant behavior with FSB and DS. Study 2, a survey of 362 frontline employees from 11 hotels, revealed that constructive deviant behavior was positively related to LMX ambivalence and that LMX ambivalence mediated the relationship between constructive deviant behavior and actor's FSB and DS. We also found that proactive personality positively moderated the impact of LMX ambivalence on FSB. We discussed the theoretical and practical implications of our findings.

From HR Practices to HR Performance: A Psychological Ownership Meta-Analysis Across Cultures

This study utilizes psychological ownership theory as theoretical framework to examine high-performance work practices, and attitudinal and behavioral performance as associations of psychological ownership on the population level. Psychological ownership describes a mindset which allows individuals to experience ownership feelings for a target (e.g., organization) regardless of legal ownership rights. Further, psychological ownership theory is integrated with and extended by contingency theory to analyze the moderation effects of societal culture. These effects have been assumed for over 30 years but hardly backed by empirical evidence from cross-cultural samples. Thus, this study analyzes data from 351,919 individuals who participated in 139 published and unpublished studies, using rigorous and advanced meta-analytic techniques. The results show that compensation and benefits, job and work design, and communication practices foster psychological ownership, which in turn enhances constructive deviant behavior, task performance, and favorable attitude while weakening unfavorable attitude. Societal culture significantly strengthens these relationships.

The Effect of HRM Practices Enhancing Employees’ AMO Framework on Constructive Deviant Behaviors: The Pivotal Roles of Psychological Empowerment and Empowering Leadership

The Effect of HRM Practices Enhancing Employees’ AMO Framework on Constructive Deviant Behaviors: The Pivotal Roles of Psychological Empowerment and Empowering Leadership

Work calling and abusive supervision: Boon or bane in hospitality organization?

Although research on calling is increasing, there is still ample opportunity for a deeper understanding of how calling impacts employee behaviors in the workplace. Precisely, whether calling makes employees engage in constructive deviant behaviors for customers has remained unexplored. Drawing upon the attribution theory and the theory of planned behavior, the study proposes that work calling fosters a customer-focused constructive voice that prompts employees to engage in pro-customer rule-breaking. The study further examines the role of abusive supervision and job autonomy as boundary conditions to explain such employee behaviors. Two independent multi-wave and multi-source studies were conducted in hospitality organizations to examine the proposed hypotheses. This study extends the literature on constructive deviance by supporting the association between work calling and pro-customer rule-breaking mediated through constructive voice. This study also lends support for positive impacts of abusive supervision on individual employee level outcomes. The implications for academicians and practitioners are discussed.

Constructive workplace deviance for rising Africa: A case of selected South African farmworkers

The rapid population growth in Africa is estimated to double by 2050, which could create food security challenges. The agriculture industry, especially the farming sector, is considered one of the industries that can proactively rise and provide the needed African solutions to solve not only food security and economic stability but also unemployment and poverty. Proactive positive thinking and mechanisms are needed. This paper explores the forms of constructive deviant behaviors and managerial strategies to promote constructive deviance amongst farmworkers at selected South African fruit farms. As employees are important resources to assist organizations in realising their objectives, understanding the forms of constructive deviance amongst farmworkers and the managerial strategies, could assist the sector to continue rising. There seems to be limited research on the positive side of workplace deviance, especially in the African context. A qualitative research design within the paradigm of constructivism was employed to gather in-depth and invaluable data. Semi-structured interviews in the form of a narrative inquiry, were used to collect data. Thirty farmworkers and nine supervisors from three farms constituted the convenient sample for this research. Thematic analysis was used to analyse the collected narrative data. The findings revealed eight forms of constructive deviance, namely; extra-role job performance, high in-role job performance, creative job performance, whistle-blowing, urgent decision-making, disobedience of unreasonable orders and utilization of knowledge and skills. Nine managerial strategies to promote constructive deviant behaviors include effective communication, performance management, rewarding good performance, provision of training, supervisors’ support, degree of autonomy, opportunity to utilize skills, proper placement, and promotion of teamwork. The findings and further research could contribute positively towards assisting the agriculture sector to continue flourishing.

The relationship between institutional climate and constructive deviance

PurposeThis study aims to explore the impact of organizational climates on constructive workplace deviance by examining staff attitudes to four dimensions of institutional climate: academic; administrative; developmental; and financial. Though carried out with exclusively academic staff working in university environments, it has considerable potential as a pilot for adaptation to the needs of managers and carers working with intellectually challenged offenders and their families.Design/methodology/approachData from a purposive (non-probability) sample of 357 academicians used in technical education in public or private organizations were collected electronically using a Likert-type questionnaire. Analytic techniques used in this study include measurement model assessment and structural equation modeling.FindingsRespondents indicated that institutional climate significantly influences employees in how they exhibit constructive deviance in their workplace behavior. Practices such as whistle blowing, prosocial rule-breaking and openly expressing their concerns are common symptoms exhibited in constructive deviant behavior. An employee who is positively influenced by the organization’s climate would stand up against any policy or activity that could disrupt or harm the company’s operations and reputation. Results imply that, of the four climate variables analysed, financial climate has the most influence on positive deviance, followed by developmental and administrative climates, with academic climate having the least influence.Practical implicationsThe current study’s target population is the academicians working as faculty members in the field of technical education, having multiple implications for the management of institutions. The findings of the study emphasize the significance of their workplace policies and ethics. Given the indication that financial climate appeared to be the most influential of the dimensions under study, this would emphasize the need to develop an environment where there is no irrelevant discrimination in pay based solely on gender, caste or creed.Originality/valueTo the best of the authors’ knowledge, this study is the first attempt to understand and describe its four key elements together as contributory factors to constructive deviance in an organization.

Technostress, Academic Self-Efficacy, and Resistance to Innovation: Buffering Roles of Knowledge Sharing Culture and Constructive Deviant Behavior.

Scholarly works have primarily found a negative relation between technostress and individual performance outcomes. Nevertheless, there needs to be more empirical research that casts light on the underlying causal mechanism. The current study hypothesizes that technostress affects students' resistance to innovation through the mediating role of academic self-efficacy. Further, the study proposes innovation as a salient goal as a meta-level moderator. To capture this factor, the study investigates constructive deviant behavior and knowledge sharing culture as the buffering agents stimulating these links. On a sample of 412 Chinese university students, the authors assess the structural model guided by the social cognitive theory to examine the predictive capability of the hypothesized relationships. The study found that technostress diminishes students' self-efficacy, which in turn augments resistance to innovation. Besides, constructive deviant behavior and knowledge sharing culture significantly moderate the direct association between technostress and self-efficacy and the indirect relationship between technostress and self-efficacy and then resistance to innovation. The study offers several meaningful theoretical and practical implications related to the critical role of technostress in deteriorating students' self-efficacy beliefs and enhancing resistance to innovation.

Organizational Diversity: A Multidisciplinary Meta-Analytic Structural Equation Model with Mediation

Following the theme “Creating a Better World Together” of the 82nd Annual Meeting of the Academy of Management, this study develops and tests meta-analytic structural equation models (MASEMs) to integrate research from multiple disciplines (i.e., management, economics, finance, and accounting research) on the diversity-performance relationship. Based on dominant theories of these disciplines, the results show that various diversity dimensions (i.e., gender, ethnic/racial, age, cultural, personality, functional, and tenure diversity) significantly affect team performance dimensions (i.e., task performance, innovative behavior, constructive deviant behavior, and destructive deviant behavior) and organizational performance dimensions (i.e., financial performance, innovative performance, and sustainability performance). Controlling for study-specific effects, the true effect sizes for each relationship are provided at the population level. These effect sizes indicate team compositions with regards to workforce diversity to reach specific outcomes. Mediation analyses provide various theoretical implications and empirically support the significant effect of team performance on organizational performance, which often has only been implied or assumed by previous research. Implications for future research and actionable practices for managers are derived to support responsible business conduct and social change.

임파워링 리더십과 건설적 일탈행동과의 관계 - 직무열의의 매개효과, 위험감수성향의 조절효과 -

Organizations have become more flexible, performance oriented, decentralized, and global, it has become necessary for employees to be more creative and innovative in how they perform their work. At times, employees will deviate from the norms and procedures of their organizations. Deviating from norms may be harmful however it can also be beneficial for the organization and can contribute significantly to organizational effectiveness. Constructive deviant behavior is defined as voluntary behavior that violates significant norms with the intent of improving the well being of an organization, its members or both(Galperin, 2003). The purpose of this study was to investigate the empowering leadership is antecedent of constructive deviant behavior. Also work engagement mediate those of relationships. Futher more risk taking propensity moderate between work engagement and constructive deviant behavior. Constructive deviant behavior consist of interpersonal and organizational challenge exclude innovative. Based on literature review that proposed direct, mediate, moderate and moderated mediation effect hypothesis. To test hypothesis, total of 404 questionnaires, gathered by multi source (supervisor, employee), were used for analysis. The results are as follows. First, empowering leadership positive related both of constructive deviant behaviors(interpersonal and organizational challenge). Also positive related work engagement. Second, work engagement positive related both of constructive deviant behaviors. Third, work engagement mediated between empowering leadership and constructive deviant behaviors. Fourth risk taking propensity moderate between work engagement and constructive deviant behaviors. Finally, work engagement of mediation effect are greater if high on risk taking propensity that moderated mediation are supported. Base on the results, demonstrates the empowering leadership determninant of employees’ constructive deviant behavior. The findings of this study provide both practical and theoretical insight to help understanding of empowering leadership, constructive deviant behavior, work engagment and risk taking propensity.

Impact of Transformational Leadership on Constructive Deviant Behaviors: The Mediating Role of Felt Obligation

The primary goal of this research is to determine the influence of transformational leadership on constructive deviant behaviors (pro-social behavior, expressing voice, taking charge, whistleblowing) with the mediating effect of felt obligation. Diverse sample (IT, banking, and health) was taken for the data collection. Data was collected through questionnaires. Data was collected in three different time lags. The result of this study showed that transformational leadership has a significant influence on constructive deviant behaviors. The findings also show that the association between transformational leadership and constructive deviant behaviors is mediated by felt obligation. The association between felt obligation and constructive deviant actions is also strongly moderated by challenge stressor.

Workaholism Towards Constructive Workplace Deviance Behavior: The Mediating Role of Psychological Ownership

This research aims to unpack the nexus between workaholism and constructive workplace deviance behavior in the presence of the mediating mechanism of psychological ownership. Data was collected through self administrative survey from 136 frontline employees of the service-providing firms of metropolitan cities of Pakistan. The collected data was analyzed through empirical tests like ordinary least squares (OLS) regression, discriminant validity, convergent validity, bootstrap-based tests for overall model fit, measurement model, and structural model in smart PLS to test the hypothesis. The current study results show that psychological ownership mediates the effects of work enjoyment and work involvement on constructive organizational deviance. Furthermore, results also highlight that the frontline employees with a higher drive to work are less in psychological ownership, and therefore, are unlikely to engage in organizational deviance. This study further highlights the importance of psychological ownership in workaholic employees to foster their constructive deviant behavior in workplace settings. The current study adds value to the existing literature by investigating the mediating mechanism of psychological ownership.

Research on the Influence Mechanism of Dual Leadership on the Constructive Deviant Behavior of the New Generation of Employees-The Chain Mediating Effect of Promoting Regulatory Focus and Role Width Self-Efficacy.

Under the background of innovation to win, employees’ constructive deviant behavior has become an important way for organizations to break through the bottleneck of change and realize transformation and upgrading. At present, it has become the focus of academic and practical circles. Based on cognitive evaluation theory and social cognitive theory, this study explores the impact mechanism of dual leadership on employees’ constructive deviant behavior. Using hierarchical regression analysis and bootstrap method, this article empirically tests the questionnaire data of 333 new generation employees. It is found that dual leadership has a significant positive impact on constructive deviant behavior; role width, self-efficacy, and promoting regulatory focus play a complete intermediary role between dual leadership and constructive deviant behavior. Promoting regulatory focus and role width self-efficacy play a chain intermediary role in the action path of dual leadership on constructive deviant behavior. The research results enrich the theoretical framework of employees’ constructive deviant behavior from the perspective of leadership style, and provide a practical reference for leaders to effectively guide employees to make constructive deviant behavior.

Linking proactive behavior and constructive deviance to affective commitment and turnover intention: the mediating role of idea championing

AbstractThis paper explores how proactive behavior and constructive deviance relate to affective organizational commitment and turnover intention through idea championing. Based on a two-wave study (N= 310), structural equation model analyses revealed that constructive deviance had an inhibitory effect and proactive behavior a facilitatory effect on idea championing. In turn, idea championing was related to increased affective commitment and reduced turnover intention. The analyses of indirect effects further indicated that proactive behavior and constructive deviance had opposite indirect effects on affective commitment and turnover intention. This research underlines the importance of acting proactively upstream rather than deviating from the norm to promote innovation and build employee loyalty to the organization. Finally, this study also indicates that proactive and constructive deviant behaviors are conceptually different and exert opposite effects despite their similar orientation toward innovation and change.

Influence of Paternalistic Leadership Style on Innovation Performance Based on the Research Perspective of the Mediating Effect of the Constructive Deviance of Employees.

Innovation is the primary driving force behind the development of China as a modern economic power. This study examines the impact of paternalistic leadership on innovation, proposing a theoretical model using the three dimensions of paternalistic leadership (i.e., benevolence, morality, and authoritarianism) as independent variables, constructive deviance as a mediating variable, and innovation performance as the dependent variable. Empirical results showed that benevolent and moral leadership has a positive impact on innovation performance while authoritarian leadership has a negative impact. Constructive deviance by employees has a positive impact on innovation performance. Benevolent and moral leadership has a positive impact on the constructive deviance of employees, while authoritarian leadership has a negative impact on constructive deviance. In addition, benevolent and moral leadership has a positive impact on innovation performance through the constructive deviance of employees, while the impact of authoritarian leadership is negative. In practice, leaders should recognize that constructive deviance is a double-edged sword and guide employees to engage in reasonable constructive deviant behavior, thereby creating sound organizational environments to foster innovation, eliminate barriers, and benefit from the positive impact of the constructive deviance of employees to enhance innovation performance.

Uncovering the Indirect Impact of Work Ethic on Engineering Students’ Productivity through Positive and Negative Organizational Behaviors and Workaholism

The main objective of this study is to investigate the mediating effects of organizational citizenship behavior (OCB), destructive deviant behaviors (DDB), constructive deviant behaviors (CDB), and workaholism (WA) in the relationship between work ethic (WE) and the productivity of engineering students. Another objective is to present a comprehensive holistic model of relationships of these organizational behaviors (OB), attitudes, and work ethic with the productivity. Structure equation modeling (SEM) and Hayes’ processes are used to analyze the hypothesized model. Data were randomly collected from 400 participants from the universities of Pakistan. The overall assessment of the model showed that WE indirectly effects productivity through mediating variables (OCB, DDB, CDB, WA). One of the implications of this finding is that education practitioners/planners should promote work ethic (considered essential for sustainable management practices by contemporary researchers also) among engineering students. This ethic will be reflected in students’ behaviors (enhanced positive behaviors/attitudes, i.e., OCB, CDB, and WA, and reduced negative behaviors i.e., DDB) which will in turn improve their productivity. The originality of this research lies in it being the first to explore the indirect effect of Islamic work ethic (IWE) on individuals’ productivity through OCB, DDB, CDB, and WA.

Research on the Influence of In-work Embedding on Employees’ Constructive Deviant Behavior

This paper takes the identity theory as the theoretical background, adopts the empirical research method, takes the embedded work of employees as the antecedent, studies the constructive deviant behaviour of employees, and explores the intermediary mechanism of the identity perception of insiders from the perspectives of role identity. This research use SPSS25.0 version and Mplus 7.0 to analyse the date, some conclusions are as follows: 1) Employees’ embeddedness in work has a significant positive effect on constructive deviant behavior.2) In-work embedding improves the role identity of employees, and has a significant positive impact on employees’ perception of insider identity.3) Insider identity perception play a intermediary role between employees’ embeddedness in work (in-work link, in-work match, in-work sacrifice) and constructive deviant behaviour. Starting from the perspective of double identity, this study has enriched the research on constructive deviant behaviour and provided beneficial reference for organizations to give play to the constructive power of employees in practice.

The Influence of the COVID-19 Event on Deviant Workplace Behavior Taking Tianjin, Beijing and Hebei as an Example.

Background: Since the beginning of 2020, the Corona Virus Disease has broken out globally. This public health incident has had a great impact on the work and life of the public. Aim: Based on the event system theory, this article explored the influence of the “COVID-19” event on emotional exhaustion and deviant workplace behaviors. Methods: This survey’s objects are employees working in Tianjin, Beijing, Hebei affected by the epidemic. Using the questionnaire star, the online platform of the Marketing Research Office of Peking University and “snowball” methods 700 questionnaires were collected. Results: The response rate was 89.71% (n = 700). Female employees are more sensitive to the perceived event strength of the novel coronavirus pneumonia than male employees (F = 10.94, p <0.001); Employees aged 30–40 affected by the epidemic have the highest level of emotional exhaustion (F = 5.22, p < 0.01); A higher education level leads to a higher level of emotional exhaustion (F = 4.74, p < 0.01); The emotional exhaustion is polarized with the annual family income (F = 4.099, p < 0.01). Conclusions: The novelty, disruption, criticality of the Corona Virus Disease event has had a positive impact on the emotional exhaustion of employees in the workplace; Emotional exhaustion plays a partly mediating role between event strength with constructive deviant behaviors, and destructive deviant behaviors. Emotional exhaustion has a positive effect on creative constructive deviant behaviors, challenging constructive deviant behaviors, and interpersonal destructive deviant behaviors. Emotional exhaustion has a negative impact on organizational destructive deviant behaviors, and has no significant impact on interpersonal constructive deviant behaviors.

Analyzing the inter-relation between workplace spirituality and constructive deviance

Researchers advocate that workplace spirituality has the potential to increase “constructive deviant behavior” among employees across different types of organizations and professions by engaging individuals in meaningful ways. This research examines the link between workplace spirituality and constructive deviant behavior. Literature on the issue of workplace spirituality suggests that meaningful work has the potential to increase positive organizational outcomes. This study was carried out on a purposively selected sample of 152 managers from the oil and gas industry in India. The paper investigates the relationship between workplace spirituality and constructive deviance with the help of a wide range of statistical tools including mean, factor analysis, correlation, and regression. Six Indian constructs of workplace spirituality were examined to assess the relationship between workplace spirituality and constructive deviance.