Property Deviance Research Articles

Effect of hotel employees’ workplace friendship on workplace deviance behaviour: Moderating role of organisational identification

• Workplace friendship (WF) negatively affects the workplace deviance behaviour (WDB) of hotel employees. • Organisational identity (OI) moderates the relationship between WF and WDB of the hotel employees. • WF includes friendship opportunities and friendship prevalence. • WDB includes production deviance, political deviance, property deviance, and personal aggression. This study aims to explore the effect of friendships at workplaces (including friendship opportunities and friendship prevalence) on the workplace deviance behaviour (including production deviance, political deviance, property deviance, and personal aggression). This study included an examination of organisational identification for moderating relationships. The surveyees were employees and supervisors in five-star hotels in Taiwan who were willing to cooperate with the survey; each supervisor managed ten employees. A purposive sampling method, a non-probability sampling method, was employed. A total of 600 employee questionnaires were distributed, and the number of valid questionnaires was 357. The results reveal the following: (1) the friendship opportunities and friendship prevalence of hotel employees negatively influenced production deviance and (2) friendship prevalence of hotel employees negatively influenced political deviance, property deviance, and personal aggression. Moreover, organisational identification moderates the relationship between hotel employees’ workplace friendship and deviance behaviour. Management implications and follow-up suggestions are proposed based on the study results.

Investigating curvilinear relationships of explicit and implicit aggression with workplace outcomes

ABSTRACT Although previous research has demonstrated the value of integrating explicit and implicit measures of aggression for predicting workplace outcomes, such investigations only examined linear and interactive effects. Here we examine nonlinear (i.e., curvilinear) effects of explicit and implicit aggression, which revealed subtleties in the manifestation of aggression. We found significant curvilinear effects of explicit aggression on peer-reported deviance (property deviance, production deviance, and personal aggression). In each case, deviance was lowest when explicit aggression was low, and increased as explicit aggression increased. However, production and property deviance decreased at elevated levels of explicit aggression. In contrast, for disciplinary actions, explicit and implicit aggression interacted, but there was also a curvilinear effect of implicit aggression. This pattern led to discipline being highest when explicit and implicit aggression were very incongruent, but being quite low when they were congruent. The results show that examining nonlinear effects with respect to explicit and implicit aggression can reveal unexpected relationships when predicting peer-reported criteria or organizational personnel data. Propositions for future research on the relationship of personality to workplace outcomes are presented deriving from the trait activation model, and implications for workplace interventions are discussed.

Workplace corruption: a resource conservation perspective

PurposeThe purpose of this paper is to provide elements for human resource management to better understand workplace corruption in order to prevent and to manage corrupt behaviors at work.Design/methodology/approachIn this study, a quantitative research methodology (n=575) is used; the sample is selected from French public sector employees. Multiple regression analysis assesses the impact on corrupt behaviors (e.g. bribary and property deviance) of selected determinant psychological resources (e.g. powerlessness, distributive and procedural justice and sense of mastery).FindingsMain results highlight that sense of mastery, distributive justice and procedural justice have a negative impact on workplace corruption, whereas powerlessness has a positive impact on workplace corruption. The direct impact and relationships that are explored between selected determinant psychological resources and workplace corruption contribute to the literature on corrupt acts and conservation of resources (COR) theory. Sense of mastery, power, procedural and distributive justices are considered as personal resources for employees at workplace. Individuals thoughtfully engage in corrupt acts and behaviors as a defensive move to protect perceived threats on valued motivation factors.Research limitations/implicationsAt an empirical level, the research is limited to a sample from public sector employees. Similar to the structures of public and private organizations, which are different, determinants of organizational corruption in public and private sectors are also different. Another main limitation is the cross-sectional design. Investigating motivation-based dynamics of corruption would benefit from longitudinal methodology.Practical implicationsThe present research suggests that a COR-based management of human resources can be of functional use on at least two grounds. First, COR theory shifts the perspective from a moral and macro-economic issues to a psychological plane. Second, and by staying in tune with motivational processes, a COR-based management is suited to prevent corrupt mechanisms fueled by frustrated or endangered motivational resources.Originality/valueOn the basis of an original taxonomy of workplace corruption, a research model is developed using the framework of COR theory (Hobfoll, 1989). As a non-inductive approach, corruption is considered from the standpoint of a rational defensive attitude on the part of employees seeking to preserve valued psychological resources. A COR-based perspective also allows for a preventive “salutogenic” management style of corrupt behaviors.

Endangered Resources: The Role of Organizational Justice and Interpersonal Trust as Signals for Workplace Corruption

This study examines workplace corruption from the perspective of individual psychological processes. Existing literature has shown how corrupt behaviours can emerge from various kinds of motivations, including manipulation, retaliation, and conformity. This research suggests yet another path, where corruption stems from a motivation to preserve resources that individuals perceive to be threatened by their professional environment. As such, the study is grounded in conservation of resources (COR) theory (Hobfoll, 1989, 2001). We put forward an original model that introduces the notion of resource signals. An enrichment of original COR theory, resource signals correspond to individuals’ perceptions that the work environment is supportive, or, otherwise, of their need for resource development and preservation. Specifically, the study tests a moderated mediation model where a sense of mastery, a personal resource, moderates the impact of resource signals, including distributive justice, procedural justice, and interpersonal trust, on occupational corruption. Results are drawn from a sample of French public sector employees (n = 575). They validate the hypothesized mediating role of trust between both facets of organizational justice and measures of corruption, including bribery and property deviance. An indirect negative effect, however, is strongest between procedural justice and workplace corruption. As hypothesized, a sense of mastery significantly moderates the link between trust and both corruption types. This research contributes to both theory and practice. By integrating resource signals within a COR framework, it shows that corrupt behaviours are to be gauged against interacting motivations for preserving psychological resources. Consequently, this study also suggests that organizations should go beyond ethics and procedures, and to consider workplace corruption as a potential symptom of organizational signals perceived as threats to individuals’ valued resources.

Impact of Workplace Deviance Behaviors on Turnover Intention of Employees in Pakistan

Workplace deviance behaviors are a negative fact that damages people who working within them and organizations without sound. This particular study is on finding out the Impact of Workplace Deviance Behaviors on Turnover Intentions of Employees in Pakistan. For this purpose researcher conduct a one short study that examine a sample of 110 employees from private and governmental organizations from Lahore, Pakistan. Our research help to people who want to know about Workplace Deviance and its consequences, and corrective measures of this behavior. For analysis purpose researcher used descriptive, frequency and correlation analysis. Result shows that most of people in Pakistan thing to leave an organization/ current job with offering new one. Turnover Intentions has positive and significant relationship with Political Deviance, Personal Deviance, and Production Deviance but Turnover Intentions has insignificant relationship with Property Deviance.

Phenomenological Analysis of Teachers’ Organizational Deviance Experiences in a Rural Primary School in Turkey

The purpose of this study was to analyze organizational deviance experiences of teachers. The study was in phenomenological design among qualitative research methods. In the research convenience sampling technique was used. The research was conducted in a rural primary school in Mugla province in Turkey. Nine teachers participated in the study, seven of them were women and two of them were men. The data of the study was collected via semi-structured interviews in 2015-2016 school year. In the exploration of the phenomenon, content analysis was used. According to the findings of the research, teachers experienced deviance on organizational and individual levels. The themes emerged on organizational level were production deviance and property deviance, and on individual level were political deviance and personal aggression. The codes appeared under production deviance were using long breaks and excusing absenteeism, and under property deviance was sabotage. The codes occurred under political deviance were gossip and favoritism in managerial processes, and under personal aggression was stealing colleague’s ideas.

The Association between Big-Five Personality and Property Deviance

Objective - Property deviance is an inverse behaviour that has received widespread attention from all forms of organisations. This behaviour can be characterised as theft, embezzlement, bribery and corruption.The public sector has experiences wide exposure to this behaviour due to its prevalence among public sector employees. Thus, in this study, emphasis is given to the personality of the public administrator in identifying the contribution of personality in curbing property deviance. Methodology/Technique - The study was conducted on public organisations and questionnaires were distributed to public administrators using a convenience survey. The questionnaire uses the Big-Five Personality Dimensions developed by Lussier (2008), whilst the property deviance uses a three-item questionnaire developed by Robinson and Bennett (1995). Data was analysed through correlation analysis. Findings - The findings demonstrated that personality does contribute to property deviance, with all dimensions of personality having a significant negative association with property deviance. These findings highlight major implications for public organisations in identifying the personality of their staff, in order to control the rate of property deviance and establishing a system for translating these findings into action to be taken, in order for the existing staff and future employees to regulate desirable workplace behaviour. Novelty - The study suggests that screening should be conducted periodically in the selection process as well as in the form of employee training for staff with the personality traits found in people likely to engage in property deviance. Type of Paper - Empirical Keywords: Property Deviance; Personality; Surgency; Conscientiousness; Agreeableness; Emotional Stability; Openness to Experience.

To fight, sabotage or steal: are all forms of employee misbehaviour created equal?

PurposeThe endless manifestation of employee misbehaviours can be classified according to Robinson and Bennett’s (1995) employee deviance typology. Using this typology, the purpose of this paper is to examine the level of “judicial” tolerance for offences committed by employees across Australian workplaces that culminated in an arbitration hearing before the country’s federal industrial tribunal.Design/methodology/approachA content analysis was performed on 565 misbehaviour related, unfair dismissal arbitration decisions made by Australia’s federal industrial tribunal between July 2000 and July 2010. Using the count data that resulted, a logistic regression model was developed to determine which unfair dismissal claim characteristics influenced whether or not a dismissal was deemed to be an appropriate course of disciplinary action.FindingsThe results suggest that an arbitrator’s gender, experience and background have influence on his or her decision. Significance tests also verified that personal aggression, production deviance, political deviance and property deviance were all considered unacceptable in Australian workplaces. Importantly, the results enable the ordering of the range of tolerance. From this ordering, a picture emerged as to what factor may be framing the extremities of the arbitrators’ tolerance for the misbehaviours: the target (or victim) of the behaviour.Research limitations/implicationsUnfair dismissal claims that are settled through private conciliation, as they occur off the public record, could not be included in the analysis.Practical implicationsSociety’s implicit stakeholder interest in what constitutes appropriate workplace behaviour is further testament to the HRM obligation to facilitate sustainable workforces. Management should consider whether dismissing a misbehaving employee is a reactionary approach to broader organisational issues associated with employee well-being and cultural norms. In order to contribute to sustainable workforces, HRM policies and actions should focus on limiting triggers that drive misbehaviour, particularly behaviours that result in harm to individuals as a matter of priority, followed closely by triggers to behaviours that result in harm to organisational profitability.Originality/valueThis paper presents new insights about the degrees to which various forms of employee misbehaviour are accepted in the workplace.

The Role of Co-Workers’ Solidarity as an Antecedent of Incivility and Deviant Behavior in Organizations

ABSTRACTDrawing on the social exchange theory this study assesses the relationship between co-workers’ solidarity as an antecedent of incivility and deviant behavior. More specifically we hypothesize that reduced co-workers’ solidarity will increase not only incivility but also deviant behaviors of employees. An additional hypothesis predicts that incivility will enhance co-workers’ deviant behavior. Data was collected in 15 organizations of various types using an online questionnaire in 2014. We analyze the data using structural equation modeling. Our findings reveal interrelationships between all three variables. Co-workers’ solidarity reduces uncivil and deviant behaviors of employees, whereas incivility increases organizational deviance. Moreover, we found that the explained variance of property deviance by incivility was twice as high compared to production deviance.

Organizational Determinants of Workplace Deviant Behaviours: An Empirical Analysis in Nigeria

This study examines the relationship between employee’s organizational reactions and deviant behaviours in the workplace. Drawing on the organizational climate and workplace deviance literatures, we hypothesize that deviant workplace behaviours of males will be significantly different from that of their female counterpart. Likewise, that there will be a significant positive relationship between employees organisational reactions and various facets of deviant behaviour in the workplace. The study was anchored on Affective Events Theory, Agency Theory and Robinson & Bennett Typology of Deviance behaviour Theory. Six hundred and ninety six employees completed the surveys. The results supported our hypotheses. First, male participants were significantly different from their female counterparts on production deviance, personal aggression, political deviance and property deviance respectively. Specifically, production deviance, personal aggression and political deviance were higher among females than males. Second, multiple regression analysis revealed that organisational reaction variables (supervision, company identification, kinds of work, amount of work, co-workers, physical work conditions and financial rewards) are significant predictors of different facets of workplace deviant behaviours among workers. Finally, mean deviant behaviours of males at both controlled work environment and less controlled work environment was higher and significantly different from that of their female counterparts. Interaction between gender and work environment control was not significant as expected. The results were discussed in the light of extant literature on deviant workplace behavior, and implications for management practices.

Can Childhood Factors Predict Workplace Deviance?

Compared to the more common focus on street crime, empirical research on workplace deviance has been hampered by highly select samples, cross-sectional research designs, and limited inclusion of relevant predictor variables that bear on important theoretical debates. A key debate concerns the extent to which childhood conduct-problem trajectories influence crime over the life-course, including adults' workplace crime, whether childhood low self-control is a more important determinant than trajectories, and/or whether each or both of these childhood factors relate to later criminal activity. This paper provides evidence on this debate by examining two types of workplace deviance: production and property deviance separately for males and females. We use data from the Dunedin Multidisciplinary Health and Development Study, a birth cohort followed into adulthood, to examine how childhood factors (conduct-problem trajectories and low self-control) and then adult job characteristics predict workplace deviance at age 32. Analyses revealed that none of the childhood factors matter for predicting female deviance in the workplace but that conduct-problem trajectories did account for male workplace deviance.

Workplace deviant behaviour : does psychological contract violation matter? An empirical evidence

Workplace deviant behaviour refers to "the voluntary behaviour that violates significant organizational norms". In this study, 355 manufacturing industry employees participated in an investigation into the impact of Psychological Contract Violation (PCV) on Workplace Deviant Behaviour (WDB). Three forms of deviant behaviour were identified: interpersonal deviance, production deviance, and property deviance. Further to this three PCV dimensions were also identified, namely, growth and development, autonomy and organizational support. The regression analyses performed yielded mixed results. PCV with respect to 'autonomy and control' demonstrated a negative relationship with interpersonal deviance and property deviance, but a positive relationship with production deviance. PCV with regard to 'growth and development' was found to exhibit a negative relationship with interpersonal deviance, but a positive relationship with property deviance. 'Organizational support' PCV exhibited no significant relationship with WDB.

In the eyes of the beholder: A non-self-report measure of workplace deviance.

Because employees may be reluctant to admit to performing deviant acts, the authors of this study reexamined the commonly used self-report measure of workplace deviance developed by R. J. Bennett and S. L. Robinson (2000). Specifically, the self-report measure was modified into a non-self-report measure based on multiple other-reported assessments to address methodological concerns with self-reported information regarding deviant workplace behaviors. The authors assessed the psychometric properties of this new measure by first conducting an exploratory factor analysis, which indicated a 3-factor structure (production deviance, property deviance, and personal aggression). Subsequent confirmatory factor analysis on a different sample verified these findings. Taken together, the results suggest that the content and psychometric qualities of this non-self-report measure of workplace deviance closely represent S. L. Robinson and R. J. Bennett's (1995) original typology of workplace deviance. The potential usefulness of this measure in organizational studies is discussed. (PsycINFO Database Record (c) 2009 APA, all rights reserved).

Trust in Organizational and Workplace Deviant Behavior The Moderating Effect of Locus of Control

This study seeks to investigate the moderating role of locus of control (LOC) in the relationship between trust in organization (TiO) and workplace deviant behavior (WDB). Three forms of deviant behavior are identified: interpersonal deviance, production deviance, and property deviance. The regression analyses carried out on a sample of 355 employees show mixed results. Trust in organization (TiO) demonstrates a negative relationship with production deviance and property deviance. In contrast, trust in organization (TiO) is positively related to interpersonal deviance. Furthermore, locus of control (LOC) is found to moderate the relationship between trust in organization (TiO) and deviant behaviors. Implications, limitations, and suggestions for future research are discussed.

A TYPOLOGY OF DEVIANT WORKPLACE BEHAVIORS: A MULTIDIMENSIONAL SCALING STUDY.

In this study, we developed a typology of deviant workplace behaviors using multidimensional scaling techniques. Results suggest that deviant workplace behaviors vary along two dimensions: minor versus serious, and interpersonal versus organizational. On the basis of these two dimensions, employee deviance appears to fall into four distinct categories: production deviance, property deviance, political deviance, and personal aggression. Theoretical and empirical implications are discussed.

A Typology of Deviant Workplace Behaviors: A Multidimensional Scaling Study

In this study, we developed a typology of deviant workplace behaviors using multidimensional scaling techniques. Results suggest that deviant workplace behaviors vary along two dimensions: minor versus serious, and interpersonal versus organizational. On the basis of these two dimensions, employee deviance appears to fall into four distinct categories: production deviance, property deviance, political deviance, and personal aggression. Theoretical and empirical implications are discussed.

Deviance in the fast‐food restaurant: Correlates of employee theft, altruism, and counterproductivity

Existing research suggests that employee deviance is highest in occupational settings that rely heavily on “marginal” workers—especially those who are young with little tenure—who believe that they are treated unfairly by their employers. As a test of this proposition, an anonymous survey was conducted among a two‐company national sample of 341 fast‐food restaurant workers. Three fifths of the respondents reported some level of personal involvement in theft of company property during the previous 6 months. In addition, more than one third were involved in “altruistic” forms of property deviance. Moreover, four fifths of the respondents reported involvement in counterproductive activities against the organization. Contrary to expectations, a slightly different explanatory solution emerged for each of the three forms of employee deviance. Personal property deviance was principally a function of age and perceived employer unfairness—both interacting with tenure. Involvement in altruistic property deviance wa...

Acts against the workplace: Social bonding and employee deviance

Research into the phenomenon of workplace deviance has separately focused on two types of employee rule‐breaking behavior, 1) acts against the property and assets of the organization and 2) various types of counter‐productive behavior. In an attempt to compare the theoretical and empirical similarity of these two forms of employee deviance, this paper examines the self‐reported involvement in both property and production deviance among a population of employees randomly sampled from three industry sectors and three metropolitan areas. Utilizing a weighted least squares logit regression analysis, the findings support continued conceptual separation of these two forms of employee rule‐breaking as they seem to be explained by slightly different configurations of the “social bonding” model. Involvement in property deviance seems to be primarily the result of a lack of future “commitment” to the organization, while counter‐productive behavior is better understood using a combination of “commitment, attachment,...