Current Approaches, Typologies and Predictors of Deviant Work Behaviors: A Scoping Review of Reviews

Abstract

This study provides a scoping review of the recent conceptual developments about the deviant work behavior and counterproductive work behavior constructs. It also examines the specific types of deviant work behavior that have been more consistently investigated in the last decade, and whether they cover the interpersonal or organizational type of deviant behavior. In addition, individual, group, and organizational predictors of deviant work behaviors are examined. A scoping review of reviews was conducted on Scopus and Web of Science databases and 54 studies published from 2010 to June 2021 were taken into account. Results show that more recent conceptualizations are based on well established models in the literature and consider the hierarchical structure of these two constructs. Recent reviews examine the relationships of deviant work behavior with job performance and ethical behavior constructs, the multilevel nature of deviant work behavior, and the consequences for the actor of the deviance. The specific types of deviant work behavior more frequently reviewed in the last decade are workplace abuse, incivility, ostracism, bullying and sexual harassment, and abusive and destructive leadership; this evidence suggests a much greater attention to interpersonal, rather than organizational, forms of deviant work behavior. Regarding antecedents, results show the continuing prevalence of personality factors antecedents. Limitations of the study and theoretical and practical implications for the field are also provided.

The Effect of Deviant Workplace Behavior on Job Performance: The Mediating Role of Organizational Shame and Moderating Role of Perceived Organizational Support

“…Generally, deviant workplace behavior can be described as voluntary behaviors that violate important organizational norms, including behavior aimed at the organization (e.g., intentionally arriving late and leaving early, or utilizing company resources for convenience) and other colleagues (e.g., being arrogant, rude, and insulting) [1]. Deviant workplace behavior has both constructive and destructive effects.…”

How and when workplace ostracism influences employee deviant behavior: A self-determination theory perspective

“…Thus, when employees realize that they are being ostracized by others, they take retaliatory actions such as deviant behavior ( Shafique et al, 2021 ). In addition to productive errors, violating organizational norms, such as purposely arriving at the workplace late or leaving early and stealing public assets can also undermine the wellbeing of the organization and its members ( Zappalà et al, 2022 ). There are only a few studies about the relationship between workplace ostracism and deviant behavior, and they arrive at different conclusion.…”

Work accident viewed on counterproductive work behavior: The case study of PT. Pertamina

“…Counterproductive work behavior is an action taken by workers that influences work activities where the causes for engaging in counterproductive work behavior and the ways of expressing such counterproductive work behavior vary from time to time, and as a result it will be difficult for organizations to determine exactly what sources related to counterproductive work behavior (Zappalà, et. al., 2022).…”