Crossnational deviance in the workplace: Diverging impact of organizational commitment in Canada and Belgium

Ménard, Julie; Brunet, Luc; Savoie, André; Daele, Agnès Van; Flament, Aurore

doi:10.1080/13594320903432315

Cited by 9 publications

(4 citation statements)

References 30 publications

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“…The relationship between individuals' perceptions of the fairness of job demands and rewards distribution and organizational deviance are consistent with findings from Skarlicki and Folger (1997) and Henle (2005). These studies suggest that when a relationship is perceived as unfair, an individual will react to reduce the felt tension to re-establish an internal equilibrium (Ménard et al, 2011).…”

Section: Discussionmentioning

confidence: 99%

“…The research on employee deviance has highlighted the pervasiveness of wrongdoing acts at workplace amongst the employees (Appelbaum, Deguire, and Lay, 2005;Bennett and Robinson, 2000;Judge, Scott, and Ilies, 2006;Ménard, Brunet, Savoie, Van Daele, and Flament, 2011;O'Neill, Lewis, and Carswell, 2011) particularly from the Western scholars. Employee deviance is defined as an individual's voluntary behaviour that violates significant norms, and in doing so, threatens the well-being of an organization, its members, or both (Bennett and Robinson, 2000).…”

Section: Employee Deviancementioning

confidence: 99%

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Organizational Justice and Employee Deviance among Emergency Services Personnel in Malaysia

Weng

bin²

2019

Journal of Contemporary Research in Business, Economics and Fin

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Fairness in the workplace is imperative in the emergency services sector. Most of the organizational justice and workplace deviance literature addresses the non-emergency services perspective, while research involving the emergency services personnel have been lacking. The aim of the present study is to examine the relationship between emergency services personnel perception of organizational justice and employee deviance. A cross-sectional field survey was conducted utilizing a sample of 209 in 10 Emergency Services Centers in Malaysia. Employees rated fairness in the distribution of outcomes and rewards (distributive justice), fairness in interaction with managers (interpersonal justice) and candid explanation (informational justice), fairness in procedures implementation (procedural justice) and the frequency to exhibit deviant behaviors at work (employee deviance). Analysis results revealed that low levels of interpersonal justice and informational justice predicted deviant acts targeted at other individuals, while low levels of distributive justice and informational justice predicted deviant acts targeted at the organization. This study adds to the growing body of research on employee deviance literature by empirically validating the workplace deviance typology in an emergency services setting and by examining four types of organizational justice simultaneously on employee deviance.

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Section: Discussionmentioning

confidence: 99%

Section: Employee Deviancementioning

confidence: 99%

Organizational Justice and Employee Deviance among Emergency Services Personnel in Malaysia

Weng

bin²

2019

Journal of Contemporary Research in Business, Economics and Fin

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“…Ces résultats suggèrent de nouvelles pistes interprétatives concernant l'impact des facteurs organisationnels sur les jugements et les conduites déviantes au travail. Par exemple, on sait que les distances psychologiques dépendent des structures organisationnelles (Poppe, 2003 ;Van Dijke & Poppe, 2003 ;, ces dernières ayant un impact sur les comportements antisociaux au travail (Desrumaux-Zagrodnicki, Lemoine & Mahon, 2004 ;Flaherty & Moss, 2007 ;Ménard, Brunet, Savoie, Van Daele & Flament, 2007). D'autres variables comme le climat, la culture ou la perception de justice organisationnelle pourraient elles aussi être reliées à l'élaboration des distances psychologiques vis-à-vis des conduites au travail.…”

Section: Discussionunclassified

L’impact des distances psychologiques et des valeurs de distances de pouvoir sur le jugement socio-moral vis-à-vis de transgressions et de conduites atypiques en milieu professionnel

Auzoult

Abdellaoui

Gangloff

2015

Psychologie du Travail et des Organisations

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National audienceOn étudie auprès de 178 sujets la relation entre les valeurs de distances de pouvoir, les distances psychologiques et les jugements de sévérité et de rejet de conduites transgressives et/ou atypiques. Les résultats révèlent que le champ des conduites au travail se structure autour des valeurs et des distances psychologiques, l’accentuation des distances conduisant à augmenter la sévérité vis-à-vis des déviances. Ces résultats suggèrent qu’il est nécessaire de considérer les jugements vis-à-vis des conduites déviantes au travail du point de vue des différents registres normatifs invoqués par les salariés

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“…However, Ménard et al (2011) revealed that at the high levels of continuance commitment (CC) and NC (but not at the low levels), individuals from low power-distant country (Canada) displayed more interpersonal deviance compared to those from high power-distant country (Belgium). Future studies are needed to enrich our understanding about undesirable consequences of increasing NC and CC among employees in certain cultures.…”

Section: Organizational Commitmentmentioning

confidence: 94%

Three essays on national and organizational cultures

Kawasaki

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Crossnational deviance in the workplace: Diverging impact of organizational commitment in Canada and Belgium

Cited by 9 publications

References 30 publications

Organizational Justice and Employee Deviance among Emergency Services Personnel in Malaysia

Organizational Justice and Employee Deviance among Emergency Services Personnel in Malaysia

L’impact des distances psychologiques et des valeurs de distances de pouvoir sur le jugement socio-moral vis-à-vis de transgressions et de conduites atypiques en milieu professionnel

Three essays on national and organizational cultures

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