Deviant Workplace Behavior Research Articles

Retraction notice: The influence of spiritual leadership on spirituality, conscientiousness and job satisfaction and its impacts on the reduction of workplace deviant behavior

Retraction notice: The influence of spiritual leadership on spirituality, conscientiousness and job satisfaction and its impacts on the reduction of workplace deviant behavior

The Influence Of Organizational Culture, Leadership, and Organizational Commitment On Workplace Deviant Behavior Through Job Satisfaction In Government Employees Of The Riau Islands Province

This study aims to determine the direct and indirect effect of organizational culture, leadership, organizational commitment on workplace deviant behavior through job satisfaction in government employees of the Riau Island Province. This type of research uses quantitative research methods with primary and secondary data sources. The population in this study was 109 Civil Servants (PNS) who worked at the Bintan Regency Regional Secretariat office. In this study, data collection was carried out using the census method in which the entire population was taken as a sample. By using the census method, this study aims to obtain accurate and representative data from the entire existing population. This step will make it easier for researchers to analyze and describe the characteristics and events that occur in the population. This research uses Smart-Pls as a data processing tool. The results of this study, Organizational Culture variable (X1) on Job Satisfaction (Z), Leadership variable (X2) on Job Satisfaction (Z), Organizational Commitment variable (X3) on Job Satisfaction (Z), Organizational Culture variable (X1) on Workplace Deviant Behavior (Y1), Leadership variable (X2) on Workplace Deviant Behavior (Y1), Organizational Commitment variable (X3) on Workplace Deviant Behavior (Y1), Job Satisfaction (Z) on Workplace Deviant Behavior (Y1), Job Satisfaction variable (Z) mediates the effect of Organizational Culture (X1) on Workplace Deviant Behavior (Y1), Job Satisfaction variable (Z) mediates the effect of Leadership (X2) on Workplace Deviant Behavior (Y1), Job Satisfaction variable (Z) mediates the effect of Organizational Commitment (X3) on Workplace Deviant Behavior (Y1)

No More the Nice Guy: Coping with Abusive Supervision through Service Sabotage Behaviours

‘Atithi Devo Bhav’, implying that guests must be treated as Gods, is the philosophical belief of Indian society indicating the importance of treating the customers with utmost respect and courtesy. The current study examines service sabotage behaviours by utilizing time-lagged method to collect data in three waves from 332 employees from Indian hotel industry. The study highlights the effects of abusive supervision on the employees who perceive disrespect, public humiliation or rude supervisory behaviours towards them as breach of psychological contract, and they retaliate by displaying deviant workplace behaviour such as service sabotage. The unique proposition of the research is to investigate the sequential mediating role of psychological contract violation and retaliation intention on the relationship between abusive supervision and service sabotage. The research utilizes psychological contract theory and frustration–aggression theory to draw logical inferences from the findings. Findings indicate that when employees perceive mistreatment or injustice, they experience psychological contract violation that instigates an urge to retaliate against the unfair treatment by engaging in negative service behaviours, for example, sabotage. Therefore, the hospitality organizations must implement practices and processes to take care of any unjust, unfair or hostile behaviour at play in the organization, as the success of the industry is dependent on the service quality and frontline employees’ encounters with the customer. The study provides some interesting and useful managerial and theoretical implications.

A Fault Confessed Is Half Redressed: The Impact of Deviant Workplace Behavior on Proactive Behavior

A Fault Confessed Is Half Redressed: The Impact of Deviant Workplace Behavior on Proactive Behavior

Workplace Deviant Behavior, Stress, and Change in the Post-epidemic Era: the Case of the Catering/Hotel/Tourism Industry

Workplace Deviant Behavior, Stress, and Change in the Post-epidemic Era: the Case of the Catering/Hotel/Tourism Industry

Navigating the Darkness: Unveiling the Link between Dark Triad Traits, Human Governance, and Deviant Workplace Behaviour

This paper attempts to examine the impact of human governance on the complex relationship between Dark Triad traits (narcissism, Machiavellianism, and psychopathy) and deviant workplace behaviours. It integrates the theoretical concepts of Trait Theory, Al-Ghazali's theory of the soul, and Guman’s Governance Philosophy to analyse personality traits, spiritual influences, and ethical principles in deviant behaviours. This study aims to give scholarly insights into the comprehension and application of these significant issues by looking at theoretical and empirical aspects. It focuses on values, ethics, and internal guidance in fostering ethical behaviours and deterring deviant conduct. The study provides valuable insights into the interplay between human governance, Dark Triad traits, and deviant workplace behavior. However, it acknowledges limitations in generalizing findings across different organizational contexts. Further empirical research is needed to validate the effectiveness of human governance principles in mitigating deviant behaviours. The findings offer practical implications for organizational management in promoting human governance principles to cultivate a culture of integrity, transparency, and accountability, reducing the likelihood of Dark Triad traits and deterring the deviant behaviours among employees. The study contributes to existing literature by exploring the role of human governance in addressing these issues.

The polyphony of deviance: the impact of deviant workplace behavior on digital transformation

Purpose The purpose of this study is to explore the impact of deviant workplace behavior on digital transformation in the public sector. This contributes to the current literature on public sector digital transformation as well as to that of deviant workplace behavior in public sector contexts. Design/methodology/approach The authors conduct a qualitative case study of a digital transformation initiative in a Swedish municipality. Findings The authors identify three types of institutional drift related to digital transformation, i.e. decelerating digital transformation, maintaining infrastructural stability and accelerating digital transformation. The authors categorize mediators for said drift and theorize on the role of deviant workplace behavior as a strategic driver for digital transformation in public sector organizations. Research limitations/implications With the study being a qualitative case study, it is limited in terms of generalizability and transferability. Through this study, the authors sensitize the notion of digital transformation and show how deviant behavior results in strategic polyphony. Future studies are informed through offering a new perspective to public sector digital transformation strategy. Practical implications Practice should view deviant workplace behavior as simultaneously constructive and destructive in lieu of planned digital transformation, as well as see its presence as a potential sign of subpar prerequisites for digital transformation in the public sector. Social implications Through this study, deviant workplace behavior is highlighted as a source of strategic polyphony and hence an important aspect of public sector digital transformation strategy. Originality/value Through being the first paper, to the best of the authors’ knowledge, to apply the theory of institutional drift to digital transformation settings as well as identifying the impact of deviant workplace behavior on digital transformation, the study offers novel insights.

Predictors of Reducing Workplace Deviant Behavior Among Employees of Islamic Educational Institutions

This study uses a range of variables that can affect the likelihood of deviant conduct among employees in the workplace to contribute to workplace deviance. This study aims to investigate, using Social Exchange Theory as a framework, the effects of Workplace Deviant Behavior on Organizational Commitment, Workplace Spirituality, Ethical Leadership, Organizational Justice, and Job Satisfaction. This research is a quantitative research using the sample quota technique used as a non-random sample method based on the quota set by the researcher. This study had 432 respondents, with 216 employees from 3 Islamic Universities in Purwokerto City calculated with regard to a 5% margin of error when applying the Slovin formulaand the results reached 208 people. In this study, hardfile and softfile questionnaire questionnaires (Google fromulir) were used in research sampling. Data collection using Likert scale-based questionnaire, then data tested using Smart PLS Application. The results showed that although Organizational Commitment and Woekplace Spirituality showed a direct negative influence, it was not significant on Workplace Deviant Behavior. Conversely, Workplace Deviant Behavior is negatively but significantly influenced by Organizational Justice and Job Satisfaction. Furthermore, there is a minor but favorable correlation between ethical leadership and workplace deviant behavior.

The effect of perceived organizational justice on workplace deviant behavior of new nurses: the role of emotional labor and psychological capital

BackgroundNew nurses are prone to workplace deviant behavior in the constrained hospital environment, which will not only directly affect the safety of patients, but also reduce the work efficiency of nurses and bring negative results to the hospital. The purpose of this study was to investigate the relationship between perceived organizational justice, emotional labor, psychological capital, and workplace deviant behavior of new nurses.MethodsA cross-sectional study was used in this study. A survey was conducted in 5 hospitals in Henan Province, Chain from February to April 2023. The sample size was 546. The questionnaire included general information, perceived organizational justice scale, emotional labor scale, psychological capital scale, and workplace deviant behavior scale. SPSS 26.0 and PROCESS Macro were used for data analysis. PROCESS Model 4 and Model 14 were used to verify the model.ResultsThis study displays that perceived organizational justice was negatively correlated with emotional labor and workplace deviant behavior, and emotional labor was positively correlated with workplace deviant behavior. Meanwhile, emotional labor plays a partial mediating role between perceived organizational justice and workplace deviant behavior, accounting for 32.7% of the total effect. Moreover, the path of emotional labor on workplace deviant behavior is moderated by psychological capital.ConclusionThis study further understood the workplace deviant behavior of new nurses, and provided a new perspective for solving this problem. Nurse managers can reduce workplace deviant behavior by enhancing the perceived organizational justice and psychological capital of new nurses and improving emotional labor.

Why does leadership non-contingent punishment lead to bystander workplace deviance behavior? – Dual path perspective of cognition and affection

Purpose Based on the cognition-affection personality system theory, this study constructs and tests a mediation model of leadership non-contingent punishment on bystander workplace deviance behavior through bystander affective rumination and bystander psychological contract violation, as well as a chain mediation effect of bystander affective rumination and bystander psychological contract violation, and explores the moderation role of bystander performance pressure in this model.Design/methodology/approach This study takes 454 employees and their colleagues from several Chinese enterprises as the research subjects and conducts a paired survey at three-time points using Mplus 7.4 to analyze the empirical data.Findings The research results are as follows: Bystander affective rumination and bystander psychological contract violation play a mediation role between leadership non-contingent punishment and bystander workplace deviance behavior, respectively. Bystander affective rumination and bystander psychological contract violation play a chain mediation role in the positive role of leadership non-contingent punishment on bystander workplace deviance behavior. Bystander performance pressure moderates the chain mediation path by enhancing the positive role of leadership non-contingent punishment on bystander affective rumination.Originality/value This study comprehensively explores the internal path of the impact of leadership non-contingent punishment on bystander workplace deviance behavior from the perspective of bystanders through dual paths of cognition and affection. It enriches the result variables of leadership non-contingent punishment, expands existing research on the mediation mechanism of leadership non-contingent punishment and deepens the understanding of the mechanism of leadership non-contingent punishment. At the same time, it has practical guidance significance to promote the suppression of leadership non-contingent punishment in organizations, reduce the occurrence of employee workplace deviance behavior, help employees better integrate into the organization and build a harmonious organizational environment.

Relationship between workplace spirituality with organization-based self-esteem and workplace deviant behaviors among Iranian nurses

BackgroundDespite the numerous studies conducted on workplace spirituality, there is still lack of studies that have explored the relationship between workplace spirituality with organization-based self-esteem and workplace deviant behaviors. This study aims to examine the relationship between workplace spirituality with organization-based self-esteem and workplace deviant behaviors among Iranian nurses.Methods236 nurses from 5 hospitals participated in this descriptive, analytical, and cross-sectional study from August to December 2022. Data was gathered by four questionnaires: demographic information, workplace spirituality, organization-based self-steam, and workplace deviant behaviors. The data were analyzed by SPSS 26 based on descriptive and inferential statistics (Independent Two-sample t Test, Pearson correlation coefficient and multiple regression).ResultsBased on the findings, nurses had a moderate level of perception of workplace spirituality and organization-based self-esteem while having a low level of perception regarding the occurrence of workplace deviate behaviors. Results of Pearson correlation coefficient test showed a positive and statistically significant relationship between workplace spirituality and organization-based self-esteem. Additionally, there was an inverse and significant relationship between workplace spirituality and organization-based self-esteem with workplace deviant behaviors. Results of multiple regression analyses indicate that by controlling the demographic characteristics of nurses, the meaningful work and sense of community have a significant relationship with organization-based self-esteem. Furthermore, by controlling the demographic characteristics of nurses, permanent employment status, sense of community, alignment with the organization’s values, and organization-based self-esteem have a significant relationship with workplace deviant behavior.ConclusionsThe study suggests that organizations must prioritize promoting workplace spirituality and organization-based self-esteem to ensure a healthy work environment and prevent workplace deviant behaviors.

Servant leadership’s dimensions and deviant workplace behavior: Perspective at five-star hotels in Jakarta Indonesia

This investigation intends to figure out the implementation of servant leadership’s dimensions to deviant workplace behavior. The data utilized in this investigation is primary data, the content of a questioner filled by employees. The sample collection was carried out utilizing the purposive sampling technique and collected 213 samples. The techniques that were used to analyze this investigation are instrumental tests such as validity and reliability and multiple linear regressions with SPSS 25. Servant leadership variables have seven dimensions, which are emotional healing, creating value for the community, conceptual skills, empowering, helping subordinates grow and succeed, putting subordinates first, and behaving ethically. Deviations made against the company as violating existing norms and regulations will threaten the sustainability of the company. The results prove that all the dimensions of servant leadership have a negative significant effect on deviant workplace behavior. It shows that a great supervisor must find out the career objectives of a staff member. This can be accomplished by improving employees to stay to expand and improve, such as preparing practice, unique adventures in terms of ability to enhance personality-character to diminish employee aim to have deviant activities.

Impacts of Workplace Culture on Deviant Workplace Behavior: A Systematic Review

Deviant workplace behavior violates organizational standards and has the potential to hurt either the entire organization or specific members of the organization. It is a serious and present problem in the workplace. Workplace culture have been linked to deviant workplace behavior however, there has been a scarcity of research and reviews on the impact of workplace culture on deviant workplace behavior. Scopus, Sage, MEDLINE and Web of Science Journals were used to look for terms relating to workplace culture (workplace culture, organizational culture) as well as terms related to deviant workplace behavior (deviant behavior, deviances). Original research, samples, or gendered employee subsamples were considered for this evaluation of workplace culture that have an impact on deviant workplace behavior, and the research must be completed in English. This evaluation has 19 publications that passed the eligibility criteria. This review’s results showed that deviant workplace behavior is significantly influenced by workplace culture with different interpretation of culture and measurement used. These findings are explored in light of existing gaps in the literature and fresh research opportunities.

Employee’s Spiritual Well-Being: Diminishing the Negative Fibs of Job Stress, Ego Depletion and Cyberloafing

Purpose: The present study aims to empirically examine a research model that investigates the impact of job stress and ego depletion on cyberloafing behavior. Also examining the role of Islamic workplace spirituality as a moderating factor in the relationship between job stress and ego-depletion, with cyberloafing and its consequences on employees’ spiritual well-being. Theoritical Framework: This study used the theory of self-regulation and control. Although there may be slight differences in the conceptualization of self-regulation of behavior but if a discrepancy is detected, the behavior is performed, or expectations are modified to mitigate the mismatch. It is the basis for examining the impact of work-related stress and ego depletion on human behavior. Design/methodology/approach: This research was conducted with 271 employees out of 547 population’s members of Islamic-based universities located in Banyumas Regency, Indonesia. The sampling technique used was purposive sampling, and the distributiin of questionnaires to employess was conducted haphzardly. Data were then analyzed using Partial Least Squares (PLS). Findings: The finding indicates a favorable relationship between job stress, ego depletion, and cyberloafing. A noteworthy finding also indicates that engaging in cyberloafing should nourish employes spiritual well-being. The presence of Islamic workplace spirituality did not seem to have a moderating effect on the association between job stress and cyberloafing. In contrast, Islamic workplace spirituality serves as a moderating factor in the relationship between cyberloafing and spiritual well-being. Research, Pratical & Social Implication: This finding does not align with previous research on job stress and cyberloafing. However, researchers have expanded the research model related to cyberloafing by including ego depletion and spiritual well-being variables. They have also examined the moderating influence of Islamic workplace spirituality on the relationship between cyberloafing and spiritual well-being. The purpose of this study is to incorporate academic literature regarding the impact of cyberloafing. This trend is not inherently negative but is associated with the value of spiritual well-being. The anticipated outcomes of this study encompass both theoretical and practical contributions to the fields of spiritual well-being and workplace deviant behavior. Originality/value: This research examines the impact of cyberloafing behavior on the spiritual well-being of individuals in a professional setting. Following the research subject, researchers also incorporate a spiritual value to the concept of well-being, as the study is conducted within an Islamic university that adheres to Islamic principles in its practices.

Investigating the relationship between nurses' workplace behaviour and perceived levels of ethical leadership in managers.

There is increasing research interest in the relationship between ethical leadership and deviant workplace behaviour. Ethical leadership encompasses altruism, courage, ethical orientation, integrity and fairness. Examples of deviant workplace behaviours include theft, fraud, sabotage, assault, abuse, manipulation and bullying. It appears that when leaders are fair and emphasise ethical conduct, followers are less inclined to engage in deviant workplace behaviour. To investigate the relationship between nurses' self-rated levels of deviant workplace behaviour and perceived levels of ethical leadership in managers. For this descriptive correlational study, 355 nurses from one university hospital in Egypt responded to an online questionnaire comprising the Ethical Leadership Scale and the Workplace Deviance Behavior Scale. Descriptive and inferential statistics were used to explore results and examine the relationships between study variables. There was a statistically significant negative relationship between respondents' self-rated levels of deviant workplace behaviour and their perceptions of levels of ethical leadership in managers. The results appeared to confirm previous research. Nurses who feel that they are treated fairly by their managers tend to have positive attitudes towards work, colleagues and management. Ethical leadership on the part of managers is a significant determinant of nurses' behaviour in the workplace and should therefore be fostered by healthcare organisations.

Moderation of Self-Regulatory Efficacy between Leader-Member Exchange and Procedural Justice on Workplace Deviance Behavior at Perum BULOG West Java Region

This study analyzes whether self-regulatory efficacy moderates the correlation between leader-member exchange and procedural justice on workplace deviance behavior. Based on resource allocation theory and cognitive social theory, this study examines the effects of self-regulatory efficacy of leader-member exchange and procedural justice on the deviant behavior of 155 employees at Perum BULOG, West Java Region. Researchers did not find a significant correlation between leader-member exchange and workplace deviance behavior. Similarly, the results show that procedural justice does not correlate with workplace deviance behavior. The researchers also did not find that self-regulatory efficacy could moderate the correlation between leader-member exchange and workplace deviance behavior. However, self-regulatory efficacy can moderate the correlation between procedural justice and workplace deviance behavior. Data collection in this study used a questionnaire distributed by google form. Data analysis in this study used Structural Equation Modeling (SEM) with the WarpPLS approach.

Investigating the Role of Optimism and Resilience on the Effect of Work Engagement on Emotional Exhaustion and Workplace Deviant Behaviors

Under what situations can work engagement predict emotional exhaustion? Working with the idea that work engagement and emotional exhaustion are two endpoints of a continuum, we relied on the conservation of resources (COR) theory – which evaluates them as two different variables – to undertake a multi-context, two-study research among bankers and miners. We asserted that work engagement would increase emotional exhaustion for people who are scaled lower in the optimism individual trait. Additionally, we recognized a three-way interaction, wherein work engagement heightened emotional exhaustion for less-optimistic persons who are also not resilient, while oppositely minimizing emotional exhaustion for high-optimism persons who are resilient. Our findings also lend credence to a moderated-mediation model, suggesting that when both optimism and resilience are high, deviant conduct in the workplace is reduced because workers are less emotionally exhausted from their work. We provide suggestions for future studies on work engagement and workplace deviant behavior.

Employees’ deviant workplace behavior, employee external prestige, and job satisfaction: Evidence from Nigeria

<p>The goal of this study is to examine how external prestige (PEP) affects workplace deviations, which are mediated by job satisfaction. The study’s sample consisted of 310 respondents who work in the hospitality industry in Nigeria, and data was collected using the purposive sampling method. Structural Equation Model (SEM) tests were performed. According to the study’s findings, job satisfaction is positively influenced by PEP, but it has a negative impact on deviant conduct in the workplace. It is clear that job satisfaction plays a detrimental role in mediating the harmful impacts of perceived external status on deviant behavior at work.<strong></strong></p>

Mediating role of organizational trust between transformational leadership and workplace deviant behavior of employees in banking sector of Pakistan

PURPOSE: Based on theory of social exchange and theory of the psychological contract, this explanatory study reconnoiters the mediating factor of organization trust on transformational leadership in connection with workplace contradictory behavior in the banking sector to mitigate the incidents as evident from different bank reports and newspapers. RESEARCH DESIGN: Cluster sampling is properly applied on the key recommendations of previous studies and survey questionnaire from 400 (Male = 240 Female = 160) potential respondents from various banks were carefully composed to test using SEM-Amos. FINDINGS: The results shown that TL characteristically considers no candid connection with WDB in the finance sector, however organizational trust purely clarified the unique bond between TL and WDB more commendably. Commercial Banking industry can persuasively progress the irregular conduct of local bankers by appropriately smearing this logical investigation, likewise, standing procedures can also be upgraded in the stern nimble of the extracted outcomes of this study. ORIGINALITY: This study realistically contributes to the literature of leadership style and deviant behavior based upon social Exchange and psychological contract philosophy and mediating factors affecting deviant behavior and transformational leadership. It established the causative factors that bridged the theoretical gaps between TL and WDB in the banking industry.

Deviant Workplace Behavior and Knowledge Sharing: The Relationship and Mediating Effect of Work Alienation

El objetivo de este artículo científico es determinar el nivel de asociación entre los comportamientos desviados en el trabajo, la alienación laboral y el compartir conocimiento; asimismo, se determinó en qué medida la alienación laboral media la relación entre los comportamientos desviados en el trabajo y la compartición de conocimiento. A partir de una revisión de literatura y bajo la perspectiva teórica de la “teoría del intercambio social” se formularon las hipótesis de investigación. Por medio de un estudio transeccional en organizaciones mexicanas del sector público, y con base en la percepción de 239 servidores públicos se probaron las hipótesis planteadas.Se realizó un análisis multivariante con la técnica de modelación de ecuaciones estructurales (SEM). Los resultados confirmaron la asociación entre las variables en estudio, y se corroboró que la alienación laboral funge como variable mediadora entre los comportamientos desviados en el trabajo y la compartición de conocimiento entre los empleados.