A Systematic Review on the Deviant Workplace Behavior

Baharom, Mohd Nazri; Sharfuddin, Mohd Dino Khairi Bin; Iqbal, Javed

doi:10.4172/2315-7844.1000231

Cited by 43 publications

(37 citation statements)

References 21 publications

(31 reference statements)

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“…The null hypothesis was also rejected and the alternative hypothesis was accepted, which states that perceived breach of psychological contract is significantly associated with the spread of discretionary behaviour among academics of federal universities in North-Central Nigeria. This is in tandem with studies by Baharom, Sharfuddin, and Iqbal (2017), and Oyelakin and Agu (2017) who revealed significant factors, such as atmosphere of spirituality in the workplace and having employees' positive attitude to work and stay in an organisation.…”

Section: Discussion Of Findingssupporting

confidence: 81%

Breach of Psychological Contracts and Discretionary Behaviour in Nigerian Academics

Akinwale

Shadare

Aliyu

2021

JBMA

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This study explored the breach of psychological contracts and discretionary behaviour by Nigerian academics. A survey was employed to elicit information from 378 academics that were randomly selected from 7,131 academics in federal universities in the North-Central Nigeria. The results from the hypotheses testing revealed that most of the universities in the North-Central zone did not comply with the psychological contract (as supported by the negative results from statistical estimates and Levene’s t-values). There was a positive correlation between breach of psychological contract and organisational citizenship behaviour (OCB) as well as positive relationship between breach of psychological contract and deviant workplace behaviour (DWB) (r=0.196; p<0.05 and r=0.126; p<0.05, respectively). The breach of psychological contract has influenced academics in different ways showing a tendency for OCB and DWB. Unfortunately, the tendency for DWB outweigh that of OCB. Therefore, academics who uphold OCB despite the perceived BPC should be encouraged to sustain their good behaviour.

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Section: Discussion Of Findingssupporting

confidence: 81%

Breach of Psychological Contracts and Discretionary Behaviour in Nigerian Academics

Akinwale

Shadare

Aliyu

2021

JBMA

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“…Examples of interpersonal deviance include: being rude to others at work and making fun of others within the workplace (Bennett and Robinson, 2000). Deviance can therefore take many different forms Baharom et al (2017), from minor acts such as spreading rumours and embarrassing co-workers to serious acts of misconduct, including theft and sabotage (Singh, 2019). The organisational costs of deviance are staggering (Marasi et al, 2016;Kidwell, 2005;Maher and Youssef, 2016).…”

Section: Workplace Deviancementioning

confidence: 99%

Organisational embeddedness as a moderator on the organisational support, trust and workplace deviance relationships

Singh

2019

EBHRM

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Purpose Emerging research calls for the exploration of the potential negative side of organisational embeddedness. It is important to assess such negative aspects to fully understand the power of embeddedness, and how to address the potential undesirable effects on employees and organisations. The purpose of this paper is to answer this call by assessing the extent to which organisational embeddedness can negatively influence the perceived organisational support-workplace deviance and the organisational trust–deviance relationships. Design/methodology/approach A sample of 969 employees across the financial services sector in the Caribbean nation of Trinidad is used, with a two-wave research design. Multiple hierarchical regression analysis is used to test the research relationships. Findings The findings support the propositions that organisational support and trust each negatively predicts workplace deviance and organisational embeddedness moderates each of these relationships in an undesirable way, such that, higher embeddedness weakens the desirable relationships between support, trust and deviance. Originality/value This study addresses a clear gap since limited studies explore the potential negative impact of organisational embeddedness on various work perceptions and behaviours. Embeddedness is largely considered a predictor of various desirable employee and organisational outcomes.

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“…"Political deviance" related to behaviors including gossiping, spreading rumors, favoritism; making fun, rudeness, and disobeying supervisor"s instructions. "Personal aggression" refers to behaviors such as harassment, abuse, incivility, cursing, humiliating, and telling hurtful things to coworkers [27], [28], [29].…”

Section: Literature Review and Theoretical Frameworkmentioning

confidence: 99%

The Impacts of Perceived Ethical Climate and Codes of Ethics on Employees’ Deviant Behaviors in Organizations

Taştan

2019

LUMEN Proceedings

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This study investigates how ethical climate and perceived existence of organizational ethical codes impact employee deviance. Due to the importance and extensiveness of the employee deviant behavior problem, it is found denotative to examine the antecedents contributing to the occurrence of employee deviance in organizations. In the light of the previous literature study, several factors that have been associated with employee deviance have been reviewed and it was seen that workplace ethics was examined as a contextual variable influencing such behaviors in the organizations. Thus, in the current study, it was aimed to evaluate the impacts of existence of ethical codes and ethical climate on employees' deviant behaviors within the organization. A quantitative survey was performed among 230 employees in public and private organizations in various sectors, such as education, health, insurance, banking, telecommunication, and retailing. The data obtained from the research were evaluated with statistical programme and the findings revealed that all five dimensions of ethical climate had significant impacts on organizational deviance. The instrumental and independence dimensions had positive impacts on organizational deviance, whereas caring, law and codes and rules dimensions had negative impacts on such behaviors. Further, it was reported that the perceived existence of organizational code of conduct had significant negative impact on organizational deviance. The findings of the research were evaluated and discussed with the implications of the previous empirical findings and both conceptual and practical suggestions were provided for the future studies.

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A Systematic Review on the Deviant Workplace Behavior

Cited by 43 publications

References 21 publications

Breach of Psychological Contracts and Discretionary Behaviour in Nigerian Academics

Breach of Psychological Contracts and Discretionary Behaviour in Nigerian Academics

Organisational embeddedness as a moderator on the organisational support, trust and workplace deviance relationships

The Impacts of Perceived Ethical Climate and Codes of Ethics on Employees’ Deviant Behaviors in Organizations

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