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1 – 10 of over 4000Zahra Ahmadi Alvar, Davood Feiz and Meysam Modarresi
This study aims to reach a perception of the advance of research on deviant organisational behaviours.
Abstract
Purpose
This study aims to reach a perception of the advance of research on deviant organisational behaviours.
Design/methodology/approach
This 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.
Findings
According 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/value
This study provides a landscape and roadmap for future investigation on deviant organisational behaviours.
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Keywords
Munir A. Abbasi and Azlan Amran
This study aims to examine the effects of external corporate social irresponsibility on organisational workplace deviant behaviours through the mediation of moral outrage (MO…
Abstract
Purpose
This 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/approach
The 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.
Findings
Results 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/implications
Theoretically, 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 implications
This 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/value
The 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.
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Steven H. Appelbaum, Giulio David Iaconi and Albert Matousek
The purpose of this paper is to examine the impact on organizations of both negative deviant workplace behaviors – those that violate organizational norms, policies or internal…
Abstract
Purpose
The purpose of this paper is to examine the impact on organizations of both negative deviant workplace behaviors – those that violate organizational norms, policies or internal rules – and positive deviant workplace behaviors – those that honorably violate them. The reasons why people engage in such behaviors are explored, along with some of the reasons why organizations allow such behaviors to thrive within their walls. A typology of positive workplace behavior is determined and is compared with other pro‐social behaviors such as: whistleblowing, corporate social responsibility, organizational citizenship behavior and innovation. Possible solutions to overcome problems associated with negative deviant behavior in the workplace are examined, along with how to promote positive deviant behavior in the workplace.
Design/methodology/approach
A literature review on current positive and negative deviant workplace behavior was conducted.
Findings
Regardless of whether negative deviance is overt or implicit, it has negative consequences for the entity and its affiliates. The estimated impact of the widespread theft by employees on the US economy has been reported to be $50 billion annually. Toxic organizations depend on employees that are dishonest and deceitful in order to be successful. Furthermore, it is found that psychological empowerment is likely to be a key enabler of positive deviance.
Originality/value
It is proposed that the survival of an organization in the face of negative deviant employees is possible with a remodeling of an organization's norms, attitudes and social values to a specific organizational culture centered on important ethical core values; by addressing value differences between employee subcultures, and more frequent background checks when hiring. Adhering tightly to organizational norms may preclude positive deviant behaviors that would be beneficial to the organization, and thus employee psychological empowerment is recommended.
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Ana Sofia Aryati, Achmad Sudiro, Djumilah Hadiwidjaja and Noermijati Noermijati
The purpose of this study is to analyze and explain the influence of ethical leadership, ethical climate and organizational commitment toward employee deviance in a workplace.
Abstract
Purpose
The purpose of this study is to analyze and explain the influence of ethical leadership, ethical climate and organizational commitment toward employee deviance in a workplace.
Design/methodology/approach
This study was conducted in Malang Regency Government by using a sample of 120 respondents and Generalized Structured Component Analysis (GeSCA).
Findings
From the study, it is found that ethical leadership could influence the formation of ethical climate in an organization which in turn will negatively affect the deviant behavior in the workplace. The results also indicate that the effect of ethical leadership is either direct or indirect toward the deviant behavior in the workplace. The indirect impact of this ethical leadership includes the sharpened perception of ethical climate which eventually will reduce the deviant behavior in the workplace.
Originality/value
It is interesting that ethical leadership has no significant effect on organizational commitment but on ethical climate and in the end, it will influence the improvement of organizational commitment.
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Sanaz Vatankhah and Ali Raoofi
This study aims to report on the impact of psychological entitlement and egoistic deprivation on interpersonal and organizational deviant behavior among cabin crews. As a…
Abstract
Purpose
This study aims to report on the impact of psychological entitlement and egoistic deprivation on interpersonal and organizational deviant behavior among cabin crews. As a neglected theory in organizational research, attribution theory is used to link psychological entitlement to interpersonal and organizational deviant behavior through the mediating effect of egoistic deprivation.
Design/methodology/approach
A questionnaire survey was conducted in governmental and public airline companies in Iran. The survey yielded 294 effective questionnaires. Study relationships were gauged using structural equation modeling.
Findings
According to the results, psychological entitlement boosts cabin crews’ egoistic deprivation and interpersonal and organizational deviant behavior. Consistent with hypothesized proposition, cabin crews’ egoistic deprivation fosters interpersonal deviant behavior. Particularly, it appears that egoistic deprivation among cabin crews partially mediates the effect of psychological entitlement on interpersonal deviant behavior. Contrary to the authors’ prediction, egoistic deprivation does not act as the mediator in the relationship between psychological entitlement and organizational deviant behavior.
Originality/value
This study sheds light on relatively limited psychological entitlement literature by extending attribution theory to cabin crews’ deprivation and workplace deviant behavior.
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Amjad Iqbal, Iftikhar Ahmad and Khawaja Fawad Latif
This study aims at ascertaining the relationship between servant leadership and employees’ organizational deviant behaviour in public sector organizations of Pakistan. Drawing on…
Abstract
Purpose
This study aims at ascertaining the relationship between servant leadership and employees’ organizational deviant behaviour in public sector organizations of Pakistan. Drawing on social cognitive and social exchange theories, this research also proposes to determine the mediating role of self-efficacy and trust in leader in this relationship.
Design/methodology/approach
Using convenience sampling method, three-wave time-lagged data were collected from 204 employees working in secretariats of two federal ministries in Pakistan.
Findings
The results derived from partial least squares structural equation modelling (PLS-SEM) analysis using SmartPLS 3.2.9 software revealed that servant leadership is not negatively related to employee organizational deviant behaviour. Although the findings indicate that servant leadership is positively related to employee self-efficacy and trust in leader, these factors do not mediate the relationship between servant leadership and organizational deviant behaviour.
Practical implications
Empirical evidence of this research emphasizes the role of servant leadership in fostering employees’ trust and self-efficacy. Additionally, this research suggests that alongside servant leadership, a moral climate and fairness in organizational policies and decisions are also inevitable to prompt employees to feel obligated to reduce undesirable workplace behaviours, particularly in public sector organizations.
Originality/value
This is amongst the earlier studies that investigates the association between servant leadership and organizational deviant behaviour of public sector employees in a developing context and examines the mediating role of trust in leader and self-efficacy simultaneously. Being contradictory to the underlying theories, findings of this research open the debate on effectiveness of servant leadership in public sector organizations of developing countries and expose avenues for future research.
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Mohammad Nisar Khattak, Roxanne Zolin and Noor Muhammad
The main purpose of this study is to examine the catalytic impact of perceptions of politics in organizations on the relationship between perceived unfairness and deviant behavior…
Abstract
Purpose
The main purpose of this study is to examine the catalytic impact of perceptions of politics in organizations on the relationship between perceived unfairness and deviant behavior at work.
Design/methodology/approach
To test the proposed research model, the authors collected field data in a public sector university located in Islamabad Capital Territory, Pakistan. A two-wave questionnaire was distributed to 400 employees. In the first wave, the questionnaire was used to collect data on participants’ perceptions of perceived injustice and organizational politics. After two weeks, the second wave of data collection was conducted by sending another questionnaire to the same respondents to collect data on their organizational and interpersonal deviance.
Findings
Empirical findings revealed that perceived interactional injustice results in interpersonal deviance, and perceived distributive and procedural injustice results in organizational deviance. Moreover, the direct relationship between perceived injustice and deviant behaviors was stronger when the perception of politics factor was high.
Originality/value
To the best of the authors’ knowledge, this study is one of the first to test the detrimental effect of perception of politics on deviance in a public organization in Pakistan.
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Eka Pariyanti, Andiana Rosid and Wiwiek Rabiatul Adawiyah
The purpose of this study is to determine whether or not Islamic Workplace Spirituality (IWS) acts as a moderator in the relationship between Organizational Justice (OJ), Job…
Abstract
Purpose
The purpose of this study is to determine whether or not Islamic Workplace Spirituality (IWS) acts as a moderator in the relationship between Organizational Justice (OJ), Job Satisfaction (JS) and Workplace Deviant Behavior (WDB).
Design/methodology/approach
This research was conducted at Islamic-based universities in Lampung, with 213 employees as respondents out of 456 population’s members. The sampling technique used was purposive sampling, and the data were collected directly from respondents using a self-administered questionnaire. The analysis method used to test the research hypothesis was moderated regression analysis (MRA).
Findings
Out of six hypotheses proposed all were supported. This study confirmed the moderating role of Islamic Workplace Spirituality on the relationship of organizational justice and job satisfaction with workplace deviant behavior.
Research limitations/implications
This study has several limitations on the self-report measures used, which may lead to general error bias. Also, because of the cross-sectional nature of data collection in this study, it can impact the inaccurate delineation of causal conclusions between the constructs examined (Clugston, 2000). Further research is suggested to conduct longitudinal research. This research was conducted in Lampung and is limited to religion-based agencies, limiting the generalizability of some findings in different places. Future studies are suggested to examine this construct in a broader scope. Generalizability problems were observed because people's responses to the questionnaires were so evident that they did not give importance to the research work, and they thought it was a waste of time to respond.
Practical implications
Since bearing the label “Islamic Higher Education” identifies them as part of Islamic education, all institutions that bear that label must follow Islamic law rulings in all of their operational activities. Islamic Spirituality in the Workplace (IWS) will make employees in organizations work on time and even manage their workload correctly. Having values related to spiritual constructs will make employees more ethical in understanding values and behavior, also increase trust among workers.
Social implications
ISW will make employees in organizations/agencies work on time and even manage their workload correctly. Management must understand that an organization needs to create a healthy environment by providing organizational justice and reducing people's deviant behavior in the organization. Positive individual behavior shall increase the quality of one's social life.
Originality/value
Most theories in human resources development in higher education came from the field of psychology while religious perspectives tend to be omitted. This study underlines some of the crucial advances and contributions in developing human resource management theory related to Islamic workplace spirituality as a strategy to mitigate employees' deviant behavior.
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Recent survey data suggest that salespeople's organisational deviant behaviours such as fudging an expense report, putting off work-related duties to attend to personal things…
Abstract
Purpose
Recent survey data suggest that salespeople's organisational deviant behaviours such as fudging an expense report, putting off work-related duties to attend to personal things etc. are growing uncontrollably out in the field. Directed towards the goal of mitigating these behaviours, this research attempts to apply the novel perspective of workplace spirituality. Jurkiewicz and Giacalone's value framework of workplace spirituality which consists of ten values (benevolence, generativity, humanism, integrity, justice, mutuality, receptivity, respect, responsibility and trust) is used to propose the theoretical linkages with salespeople's organisational deviant behaviours. The paper concludes with directions for further research, managerial implications and teaching implications.
Design/methodology/approach
The paper is a conceptual work, which derives research propositions from an extended literature review.
Findings
It is proposed that the ten values (benevolence, generativity, humanism, integrity, justice, mutuality, receptivity, respect, responsibility and trust) of value framework of workplace spirituality negatively affect salespeople's organizational deviant behaviours.
Research limitations/implications
Future research can extend the conceptual framework to salespeople's interpersonal and frontline deviant behaviours.
Practical implications
First, this paper attempts to help sales managers to fight out the epidemic of deviant behaviours by suggesting that adopting workplace spirituality could reduce salespeople's organisational deviant behaviours. Second, by proposing negative effect on organisational deviant behaviours, this paper extends the list of potential benefits of workplace spirituality in sales organisation to suggest that adopting workplace spirituality could be a sound sales strategy.
Originality/value
This is the first study in marketing literature which attempts to integrate workplace spirituality and salespeople's negative (deviant) behaviours.
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Mazni Alias, Roziah Mohd Rasdi, Maimunah Ismail and Bahaman Abu Samah
The purpose of this paper is to develop a theoretical model of the determinants of workplace deviant behaviour among support personnel in Malaysian Public Service organisations…
Abstract
Purpose
The purpose of this paper is to develop a theoretical model of the determinants of workplace deviant behaviour among support personnel in Malaysian Public Service organisations.
Design/methodology/approach
This study is based on reviews of past studies on workplace deviant behaviour. To conduct the literature review, several keywords were identified. Several electronic databases available at the university ' s library such as Springer, Proquest, SAGE, Emerald, EBSCOHost, Science Direct, and Blackwell Synergy were used to search for supporting materials and resources.
Findings
In the reviews, the authors found three potential groups of workplace deviant behaviour determinants among support personnel. The determinants are individual-related factors, organisational-related factors, and work-related factors. The paper established job satisfaction as a mediating variable between the three potential groups of determinants and workplace deviant behaviour.
Practical implications
Future research could provide a more definitive theoretical statement of workplace deviant behaviour and develop an additional proposition which may be derived from a more refined theory. Practical interventions for HRD professionals were suggested to assist individuals and organisations towards reducing the prevalence of workplace deviant behaviour.
Originality/value
The research yields a theoretical framework that outlines the predictive potential of the three key factors in explaining workplace deviant behaviour among support personnel. The factors can be considered in developing HRD practices.
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