Deviant Workplace Behavior Research Articles

WORKPLACE DEVIANT BEHAVIOUR OF HEALTHCARE WORKERS IN ISLAMIC HOSPITAL

Workplace Deviant Behavior has a negative impact on the accomplishment of organizational goals, creates social and economic losses, as well as interferes with a person's safety at work. This study aimed to determine whether Islamic personality and workplace spirituality had any direct effects on work-deviant behavior. Workplace spirituality was also put to the test as a mediator at the same time. Islamic personality was assessed using the Ummatic Personality Inventory (UPI), workplace spirituality was assessed using the Spirituality of Work Scale (SWS), and workplace deviant behavior was assessed using the Workplace Deviant Behavior Inventory (WDB). Confirmatory factor analysis (CFA) and structural equation modeling (SEM) were used to analyze data from N = 311 healthcare professionals working in an Islamic hospital in Palembang, South Sumatera, Indonesia. Workplace spirituality, according to the study's findings, acted as a mediator between Islamic personality and deviant behavior at work, having a negative indirect influence. In conclusion, workplace spirituality and Islamic personality were the most significant influences on deviant behavior. In addition, coaching programs to improve collaboration and group cohesiveness among healthcare professionals should be implemented, as well as corrective teamwork training, to guarantee high productivity.

Transactional Leadership, Effective Commitment, and Workplace Deviance: Does Onboarding Experience Moderate the Relationship? Evidence from Nigeria

Workplace Deviance (WD) as a global phenomenon has become pervasive among academics and a thorn in the flesh of the management of Nigerian high institutions. How to mitigate it has become a major concern to policymakers and researchers. Based on the precepts of social exchange and organisational support theories, we examined the relationships between Transactional leadership (TL), Affective commitment (AC) and WD. Using a moderated mediation model, this paper also examined how Onboarding experience (OE) moderates the mediated relationship between TL and WD through AC. Partial least square-structural equation modelling (PLS-SEM) was used to analyse data elicited from 308 participants in a cross-sectional design conducted across federal polytechnics in Northwestern Nigeria. The data revealed that an employee’s commitment mediated the relationship between TL and WD. Additionally, the direction of this mediated interaction was moderated by OE. The current study adds a novel perspective to the literature on deviant workplace behaviour with its moderated mediation model that investigates AC and OE as underlying processes via which TL affects WD. Theoretical and practical implications for enhancing AC and OE are discussed.

Workplace Incivility and Employee Performance: Does Trust in Supervisors Matter? (A Dual Theory Perspective).

Employee performance is the backbone of achieving competitiveness and sustainability. This study aims to examine the impact of workplace incivility on employee performance. In addition, trust in supervisors is examined as a mediator. The conservation of resources (COR) theory and Maslow's hierarchy of needs theory provided the grounds for developing the framework. The data were collected through closed-ended questionnaires and were analyzed using structural equation modeling with SmartPLS. The results affirmed that incivility is harmful to the performance of employees, and that trust in supervisors helps employees to perform well. The trust in the supervisor significantly mediates the incivility-performance relationship. The examination of the proposed model through the lens of two theories as well as the study of low-intensity deviant workplace behavior in a collectivist and developing economy are the contributions of this study to the growing body of literature. However, the use of a single sector was one of the limitations of this study.

Linking corporate social irresponsibility with workplace deviant behaviour: mediated by moral outrage

PurposeThis study aims to examine the effects of external corporate social irresponsibility on organisational workplace deviant behaviours through the mediation of moral outrage (MO) among non-managerial employees.Design/methodology/approachThe primary quantitative data was collected from a sample of 328 non-managerial employees working in banking, refinery, petroleum and power distribution companies in Pakistan. Partial least square-structural equation modelling was used to estimate the modelled relationships.FindingsResults confirmed that external corporate social irresponsibility has a positive effect on organisational workplace deviant behaviours. MO mediated relationships between external corporate social irresponsibility and organisational workplace deviant behaviours positively.Research limitations/implicationsTheoretically, the findings indicate that moral values are also close to the hearts of non-managerial employees, as external corporate social irresponsibility has proved to be one of the significant predictors of organisational deviance.Practical implicationsThis study provides a new, substantial pathway for the executive management of organisations and evidence that eliminating social irresponsibility is equally important as pursuing sustainability initiatives for addressing workplace deviant behaviour.Originality/valueThe originality of this study is twofold. Firstly, it has confirmed the impact of external corporate social irresponsibility on employees’ deviant behaviours targeted at the organisation. Secondly, it has extended the scope of expectancy violation theory into the field of human resource management.

The meta-analysis of organisational deviant behaviours research: past, present, and future

PurposeThis study aims to reach a perception of the advance of research on deviant organisational behaviours.Design/methodology/approachThis research has been done through the text mining method. By reviewing, the papers were selected 360 papers between 1984 and 2020. Based on the Davis–Boldin index, 11 optimal clusters were gained. Then the roots were ranked in any group, using the Simple Additive Weighting technique. Data were analysed by RapidMiner and MATLAB software.FindingsAccording to the results obtained, clusters are included leadership styles, job attitudes, spirituality in the workplace, work psychology, personality characteristics, classification and management of deviant workplace behaviours, service and customer orientation, deviation in sales, psychological contracts, group dynamics and inappropriate supervision.Originality/valueThis study provides a landscape and roadmap for future investigation on deviant organisational behaviours.

Compulsory Citizenship Behavior and Deviant Behavior: A Mediated Moderation Model

This study examined how and when compulsory citizenship behaviors (CCB) lead to employees’ workplace deviant behavior (WDB) through psychological entitlement. In addition, this study integrates moral licensing and equity demand perspectives to further understand the psychological entitlement raising process. More specifically, this study verifies the moderating role of leader-member exchange (LMX) on the relationship between CCB and WDB and see if the strong supervisor-subordinate relationship facilitates CCB-workers to increase their entitlement and enhance their willingness to engage in WDB. Based on a sample of 299 elementary school teachers, the results provided supports for the hypotheses. This study found that CCB was directly positive related to WDB. Psychological entitlement was been verified the mediator role of the relationship between CCB and WDB. Moreover, the results also indicated that LMX moderated the mediating effect of psychological entitlement on the relationship between CCB and WDB such that the effect is stronger when LMX is high than when it is low. The effect of CCB on WDB found in this research supports the anticipation that CCB may bring about WDB. Furthermore, by confirming the mediating role of psychological entitlement in the linkage between CCB and WDB, such a finding substantially widens the scope of subordinate behavioral outcomes caused by CCB to include an important but neglected aspect of psychological mechanism, and thus is helpful for us to gain a more complete picture of the negative consequences of CCB. By applying moral licensing theory and focusing on a negative psychological configuration, this research also highlights the self-value inflation and vindictive mentality for explaining the transition process of CCB to WDB. By empirically testing LMX as one moderated mediating mechanism that underlies the influence of CCB on WDB, this research establishes an important theoretical perspective for explaining why high LMX employees are more likely to exhibit WDB, thereby contributing to understanding the “black box” of the transforming processes from CCB to WDB.

Investigating Employees’ Responses to Abusive Supervision

Abusive supervision has been found to negatively impact employees. Extant literature based on the Social Exchange Theory (SET) has suggested that employees who experience abusive supervision are likely to engage in workplace deviant behaviors to respond to abusive supervision. However, from the standpoint of power distance, employees do not always respond to abusive supervision in negative ways. This paper aims to investigate employees’ perceptions and reactions to abusive supervision over time as well as factors that can impact their coping strategies to abusive supervision. By conducting two studies, including (1) a lagged-designed study with path analysis and mediation and moderation tests and (2) an experiment with independent sample t-tests, I examine employees’ reactions to abusive supervision over time as well as factors that impact their reactions. Results suggest that, over time, employees are likely to reconcile with their abusive supervisors. Furthermore, employees are less likely to reconcile with their abusive supervisor after engaging in workplace deviant behaviors. Furthermore, employees’ need for harmony (NFH) and the perceived value of the relationship with the supervisor (VOR) can impact their reactions to abusive supervision. This paper moves beyond the Social Exchange Theory, the overarching theory in abusive supervision literature, expands our understanding of abusive supervision, and discusses employees’ responses to abusive supervision over time. Contributions, implications, and future research are discussed.

Materyalizme Karşı Gönüllü Sadelik: Hayat Tarzı İşyeri Sapma Davranışlarını Etkiler mi?

Workplace deviation literature has mainly focused on the effects of organizational practices on workplace deviation behaviors. It has been ignored that the individual characteristics of the employees can also cause workplace deviation. This research aims to determine the effect of employees' lifestyles on deviant behavior in the workplace. Materialism and voluntary simplicity were discussed as lifestyles in the research. The research was designed as cross-sectional quantitative research. Research data were collected through a questionnaire consisting of materialism, voluntary simplicity, and workplace deviant behavior scales. Research data were obtained from 387 professionals working in the service sector. Hypotheses are tested using regression analysis. According to the research findings, while materialism affects workplace deviance positively, voluntary simplicity affects negatively. These results show that managers should also take into account the lifestyle of employees while making decisions to prevent workplace deviant behavior.

Assessing the impact of corporate environmental irresponsibility on workplace deviant behavior of generation Z and millennials: a multigroup analysis

PurposeDrawing on expectancy violation theory, this study aims to assess the impact of corporate environmental irresponsibility (CEI) on workplace deviant behaviors (WDB) of Generation Z and Millennials through the mediation of moral outrage.Design/methodology/approachThe data were collected from 328 nonmanagerial employees working in the refinery, petroleum and power distribution companies who have been convicted for committing environmental irresponsibility by a court of law. Multigroup analysis (MGA) was used to estimate the hypothesized relationships.FindingsResults revealed that CEI affects WDBs positively. Moreover, the MGA results demonstrated that the deviant behavior of Generation Z in response to environmental irresponsibility is higher than of the Millennials.Research limitations/implicationsTheoretically, the findings implicate that harming the environment will cost organizational performance through deviant behaviors.Practical implicationsThis study provides a new lens for the executive management that eliminating social irresponsibility is more important than incurring sustainability initiatives, especially from the new generation’s perspective.Originality/valueThe originality of this study is that it confirmed the impact of CEI on employees’ deviant behaviors; and extended the scope of expectancy violation theory to the field of human resources.

The moderating role of transformational leadership on the relationship between deviant workplace behaviors and employee turnover intentions in China.

This study aimed to analyze the effect of deviant workplace behaviors, such as mistreatment, bullying, and incivility on employee turnover intention and identify the transformational leadership role as a moderator. The data was collected through a survey questionnaire with the help of a purposive sampling technique. A total of 318 respondents’ data was gathered from university academic and general staff in China. The results were analyzed through SPSS and structural equation modeling structural equation modeling (SEM) software. The findings indicate that deviant workplace behavior, i.e., mistreatment, bullying, and incivility, significantly affect employee turnover intention. Moreover, a result shows that transformational leadership has a significant moderating role on the relationship between turnover intention and workplace bullying and incivility but was insignificant between turnover intention and workplace mistreatment. Lastly, implications and limitations were also discussed in this article.

The Mediating Role of Job Satisfaction in the Relationship between Perceived Union Instrumentality and Workplace Deviance: Does Industrial Relations Climate Matter?

The harmful effects of workplace deviance constitute a significant concern on a global scale. However, it is alarming the scope it has assumed among Nigerian academics. This study aimed to investigate the influence of perceived union instrumentality on workplace deviance and whether the industrial relations climate can moderate the relationship. The study drew from exit-voice and social exchange theories to achieve the research objectives. In a cross-sectional design, data from 211 academics from federal polytechnics in Northwestern Nigeria were analysed using Partial least square-structural equation modelling (PLS-SEM). The results indicated that perceived union instrumentality significantly and negatively affected workplace deviance. As expected, job satisfaction was found to mediate the relationship between union instrumentality and workplace deviance. Similarly, the industrial relations climate was found to moderate the relationship significantly and negatively between union instrumentality and workplace deviance. The study bridges significant theoretical gaps in the literature by using exit-voice theory and social exchange theory to explain employees’ deviant behaviour. Moreover, exploring the mediation mechanism by which perceived union instrumentality influences workplace deviance helps close critical knowledge gaps in labour relations and deviant workplace behaviour literature. The result suggests that Government and management of Nigeria's higher education institutions need to address the rising incidence of workplace deviance by accommodating the demands of labour unions and fostering harmonious labour relations. However, the cross-sectional design of this study and the fact that only federal polytechnics were used as samples limit the findings' generalizability. Other implications and recommendations for future research were discussed.

A multigroup SEM analysis of the antecedents and moderating influence of culture on workplace deviance behavior

PurposeAntecedents and outcomes of workplace deviance have been studied over the past few decades but there is still a lack of research from an organizational climate, witness and cultural point of view. Theoretical considerations for the present research are based on the social cognitive theory perspective where the authors expect employees's involvement in workplace destructive deviance would depend on their organizational climate perception, witness behavior and cultural orientation.Design/methodology/approachA total of 987 participants from India (N = 404) and USA (N = 583) completed an online questionnaire, and multi-group structural equation modeling analysis was conducted to test the hypothesized model.FindingsAcross cultural groups, higher collectivism is associated with lower engagement in workplace deviance. Furthermore, employees' higher intervening witness behavior is associated with lower destructive deviant behaviors when employees showed higher endorsement of collectivism in India (not USA). However, employees' higher self-serving witness behavior is associated with higher destructive deviant behaviors. Interestingly, employees with higher endorsement of individualism associated with organizational climate are more likely to engage in destructive deviance.Originality/valueThe main originality of this study is to further increase the understanding of the relationship between organizational climate, witness behavior (self-serving and intervening behavior) and workplace deviance (organizational and interpersonal destructive deviance) considering the role of employees' cultural orientation (individualism vs collectivism).

PERCEIVED EXTERNAL PRESTIGE ON DEVIANT WORKPLACE BEHAVIOR WITH MEDIATION OF JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT

This study focuses on perceived external prestige in reducing deviant workplace behavior by mediating job satisfaction and organizational commitment. This study aimed to determine and analyze the effect of perceived external prestige on deviant workplace behavior, either directly or indirectly, through the mediation of job satisfaction and organizational commitment. This study used saturated sampling. The sample used in this study is the civil servant of the Regional Government of Kediri Regency, East Java, especially the Regional Apparatus Organizations. Three Regional Apparatus Organizations are the Regional Personnel Agency, the Department of Transportation, and the Region Financial and Asset Management Agency, with a sample of 117 civil servants. The analytical method used is a causal study. Data were analyzed and processed using PLS-SEM statistical programming to evaluate the outer and inner structure of the model. The results reveal that perceived external prestige negatively and significantly affects deviant workplace behavior. The results of the mediation test show that job satisfaction and organizational commitment partially mediate the effect of perceived external prestige on deviant workplace behavior. Subsequent research studies will yield different results in another industry or region. Further research can conduct thorough research on all Regional Apparatus Organizations to obtain comprehensive research results, and systematic sampling techniques can be used to avoid cognitive bias from respondents.

JOB STANDARDIZATION AND DEVIANT WORKPLACE BEHAVIOR

Facing fiercely competitive global environments, organizations use widespread mass production of goods and services for lower cost and larger market shares for survival and growth. Thus, a job design and characteristic of standardization has long been adopted and recognized to be essential for the competitiveness of organizations by sustaining output consistency, effectiveness and efficiency. However, Keeley (1988) maintained that organizations have a fundamental tension between the goal of efficiency and the goal of morality and struggle for a delicate balance between these competing objectives. This tension elicits the question whether job standardization relates to deviant workplace behavior (DWB), which is immoral, pervasive in the workplace and harmful to organizational competitiveness. Using conservation of resources theory as an underlying explanation, this study developed an interesting theoretical model that specified how and why job standardization enhances DWB directed at the organization (DWB-O) and attenuates DWB directed at organizational members/individuals (DWB-I). Three-wave panel survey data were collected from 283 employees with various occupations. Empirical results found job standardization evokes employee boredom, which, in turn, translates into increased DWB-O and decreased DWB-I, suggesting employees’ concern for workplace relationships. With job design of standardization, organizations can use the influence of coworkers to stifle DWB-O. This study extends and shifts the understanding of job standardization consequences from the side of employee positive behavior to the side of negative behavior. DWB literature on situational antecedents, focusing on the organizational systems/social context and theory, is enriched by invoking a job perspective of standardization and resource theory.

High‐commitment HRM, organizational engagement, and deviant workplace behaviors: The moderating role of person‐organization fit

AbstractThis study examines the relationship between perceptions of high‐commitment HRM, person‐organization (P‐O) fit, organizational engagement, and deviant workplace behaviors. Drawing on social exchange theory (SET) and P‐O fit theory, a mediated moderation model is proposed in which P‐O fit moderates the relationship between high‐commitment HRM and organizational engagement, which, in turn, relates to deviant behaviors. Using two multilevel multisource datasets, from a shipping management company (Study 1) and an international seaport (Study 2), the results of generalized multilevel structural equation modeling (GSEM) revealed that the relationship between high‐commitment HRM and deviant behaviors was mediated by organizational engagement. Furthermore, a significant indirect relationship was found from high‐commitment HRM perceptions to deviant behaviors through organizational engagement for low, but not for high, P‐O fit. Theoretical and practical implications are discussed.

Determinants of Workplace Deviant Behaviours among Non-academic Staff in Universities in South-South Nigeria

This paper studied the determinants of workplace deviant behaviours (WDB) among non-academic staff in universities in South-South Nigeria. Three hundred (300) non-academic staff were drawn equally from the six universities in the six states that make up the South-South region of Nigeria. Data were generated from two hundred and nineteen (219) questionnaires received from the respondents without errors and analyzed using Pearson's Product Moment Correlation. The results found that vandalism, manipulation of records, abuse of office, wastage of office resources, leaving early from work, favouritism, gossiping, and aggression towards colleagues were prominently workplace deviant behaviour. In addition, the study established that the individual-related factors that cause these deviant behaviours are job stress, personality traits, emotional intelligence and moral deviation, while interpersonal factors are group norms and group behaviours. In the same vein, the organizational factors include workplace religiousity, workplace support, job security, career management, and HR practices. The study concludes that a statistically significant relationship exists between the two major categories of workplace deviant behaviours, interpersonal and organizational factors responsible for deviant behaviours practiced among non-academic staff in universities in South-South Nigeria. The study recommends that university management should set up a committee to strictly address and combat the identified deviant behaviours that are commonly practiced among her non-academic staff in the institution.

Work Alienation, Deviant Workplace Behavior and Performance in Public Sector

The aim of this article is to analyze the level of association and effect between work alienation, deviant workplace behavior, and performance in public sector organizations. Based on a literature review and relying on the theoretical perspective of the knowledge-based view strategy, the hypotheses were formulated. The method consisted of a cross-sectional study in Mexican public organizations, and a multivariate analysis of structural equation modeling (SEM) was performed. The results confirmed the association between work alienation, deviant workplace behavior, and performance. Furthermore, findings showed a high and positive relationship between work alienation and organizational performance within the context. The originality lies in the positive incidence among the variables under study within the public sector context; this is not consistent with what is suggested by the related literature.

MEDIASI KEPUASAN KERJA PADA PENGARUH PERCEIVED EXTERNAL PRESTIGE TERHADAP WORKPLACE DEVIANT BEHAVIOR KARYAWAN PT. BPR PEDUNGAN

The background of the research is focused on phenomenon of workplace deviant behavior that occurs in employees of PT. Pedungan BPR. The purpose of this research was about determining role of job satisfaction in mediating effect of perceived external prestige on workplace deviant behavior. The total population in this study was 84 employees which were used as research samples because this study used the saturated sampling method. In collecting data, we used questionnaires distribution and interviews as the method. The data analysis techniques used in this research are Validity Test, Reliability Test, Classical Assumption Test, and Path Analysis.The results of this study indicate that perceived external prestige has a negative significant effect on workplace deviant behavior, perceived external prestige has a positive significant effect on job satisfaction, and job satisfaction has a negative but unsignificant effect on workplace deviant behavior. 
 Keywords: perceived external prestige; job satisfaction; workplace deviant behavior

Work-family conflict as antecedent to workplace deviance: a study among bankers

Hinged on the Job Demand-Resource model and Source Attribution Theory, this study assessed the relationship between work-family conflict (family-towork and work-to-family conflicts) and workplace deviant behaviours (organizational and interpersonal deviance) among bank employees in Ghana. The quantitative two-wave longitudinal design was used, and data collected from 301 respondents. Unique self-generated codes were used to match the responses from each respondent in both times. Work-to-family conflict predicted interpersonal deviant behaviour in both Time 1 and Time 2, and organizational deviant behaviour in Time 2 but not in Time 1. Also, family-to-work conflict predicted interpersonal deviant behaviour in both Time 1 and Time 2 and also predicted organizational deviant behaviour in Time 1 only. This is one of the few empirical studies assessing the relationship between work-family conflict and workplace deviance, and in particular, among bankers. Assessing such relationships in this study over time has shown that variations in nature of the hypothesized relationships could be a result of extraneous variables (dynamic employee behaviour or environmental changes) not anticipated. Banks must pay particular attention to the job demands imposed on employees and again take interest in the out-of-job experiences of staff that could affect their job performance and involvement in deviant behaviours.
 Keywords: Work-family conflict; workplace deviance; bankers; Ghana; antecedents

A Scoping Review and Qualitative Investigations to Develop A Workplace Deviance Typology

ABSTRACT Workplace deviant behaviors constitute a crucial research topic due to the various human, financial, and social costs for employees, organizations, and societies. Hence, to provide a holistic picture of workplace deviance, we use a scoping review to analyze 49 articles and the contents of nine employee focus group discussions, 51 one-on-one interviews with participants, and a discussion with a panel of experts. Our analyses enable us to identify three main types of workplace deviance: unacceptable outputs or behaviors, interpersonal deviance, and misuse of resources. We also classify deviant behaviors as non-respectful of organizational norms, laws, or ethical principles. We discuss the contributions of this new typology from theoretical and practical perspectives.