The purpose of this paper is to highlight the concept deviant workplace behavior through review of previous studies on deviance workplace behavior area and understand the dynamics of deviant workplace behavior. The first, the researcher discuss the need for research in deviance workplace behavior of employees especially to understand the impact of various factors on deviant workplace behavior. Secondly, the research carried out with the review of previous literature from the area of deviance workplace behavior and presents the summary on review of the literature relevant antecedents of deviant workplace behavior and prevalence cost of DWB. The third, the current study is totally based on the secondary source of data based on various journal referred and collected from various websites. Finally, the study presents its implications, the future directions and its limitation and conclusion of the study with respect to deviant workplace behavior in public organizations.
Purpose-The purpose of this paper is to examine the social capital factors of career advancement of female academic staff in Nigerian universities. Design/methodology/approach-A measurement and structural analysis were conducted for the three independent variables and a dependent variable on 20 public universities. Data were collected using a structured self-administered questionnaire. The dependent variable was female academic staff career advancement and the independent variables were mentoring, networking and government machinery. Using stratified random sampling, 532 academic staff were selected as the study respondents. They represented sampling criteria such as federal and state universities. Findings-Structural modeling analysis showed that social capital variables, specifically mentoring, networking and government machinery variables, were significant contributors to the career advancement of the female academic staff in Nigerian universities. Practical implications-This study creates an insight into the knowledge of career advancement among female academic staff in public universities. These institutions dominate the university system in Nigeria and serve as the main avenue for university education in the country. At the level of higher institution, HRD is significant, particularly in creating awareness among academic staff about their career planning and aspirations, the role that the perceived environmental factors play in their advancement to higher positions in the university and how they should further utilize those factors. Originality/value-The paper examines social capital factors (limited to mentoring, networking and government machinery) that are of concern to managing the career advancement of female academic staff in public universities.
The present study examined the impact of organizational factors on deviant workplacebehavior and the moderating role of transformational leadership in managing theimpact of organizational factors on deviant workplace behavior (DWB) and, drawingon the theoretical supports of social exchange theory, social learning theory and thepsychological contract theory. A total of 380 individuals from 20 public organizationssituated in Lahore, the Punjabi provincial capital of Pakistan, participated in the presentstudy. The results from Structural Equation Modeling are presented using SPSS andAMOS. The results revealed significant relationship and supported the hypothesizeddirect impact of organizational factors on deviant workplace behavior in Pakistanipublic organizations. However, moderating effect of transformational leadershipamong organizational factors and deviant workplace is not supported as hypothesed.
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