Determinants of Constructive Deviance: The Mediator Role of Psychological Ownership

Yıldız, Bora; Alpkan, Lütfihak; Ateş, Hamza; Sezen, Bülent

doi:10.5539/ibr.v8n4p107

Cited by 34 publications

(39 citation statements)

References 92 publications

(121 reference statements)

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“…Following exchange theory (Blau, 1964), employees who receive fair treatment from their organization will reciprocate by performing activities on behalf of the organization even if these activities violate formal rules and procedures. According to Yildiz et al (2015), if employees' perception of fairness is to their satisfaction, they might have some positive attitudes and exhibit some positive behaviors accordingly. Although past studies have indicated that poor levels of organizational justice (in other words, injustice) is associated with the negative outcomes, high levels of justice is also associated with some positive outcomes such as job satisfaction, organizational commitment, organizational citizenship behavior, positive work outcomes, and constructive deviance.…”

Section: Organizational Justice and Constructive Deviancementioning

confidence: 99%

Exchange variables, organizational culture and their relationship with constructive deviance

Cohen

Ehrlich

2019

MRR

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Purpose Constructive deviance is a behavior that can contribute to the effectiveness of an organization despite its problematic nature. Too few studies have examined the correlates of this behavior. The purpose of this study is to examine variables that represent exchange and organizational culture and their relationship to supervisor-reported and self-reported constructive deviance. Design/methodology/approach The survey data were collected from 602 employees (a response rate of 67 per cent) in a large municipality in central Israel. Hierarchical linear modeling (HLM) analyses were performed for each of the dependent variables (three self-reported constructive deviances and three supervisor-reported constructive deviance) controlling for divisions and departments. Findings The findings showed that self-reported constructive deviance was explained much better by the independent variables than supervisor-reported deviance. Organizational justice and moral identity had a strong direct effect on constructive deviance (self-reported). The mediation effect showed that an organizational climate for innovation had the strongest mediation effect among the mediators. Psychological contract breach was found to have a limited effect on constructive deviance. Practical implications Organizations should encourage procedural justice to encourage their employees to act in support of the organization, whether openly (formal performance) or more secretly (constructive deviance). Also, organizations should support innovation climate if they want to increase constructive deviance of their employees. Originality/value In a time when innovation and creativity are gaining increasing importance as behaviors that contribute to organizational success, more research on constructive deviance is expected. This study increases our understanding of this important concept stimulates additional studies of it.

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Section: Organizational Justice and Constructive Deviancementioning

confidence: 99%

Exchange variables, organizational culture and their relationship with constructive deviance

Cohen

Ehrlich

2019

MRR

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show abstract

“…Deviant workplace behavior (DWB) is one of the most vital research area that influencing the behavior of employees at workplace [2] and effecting the health of organization [3]. Deviance workplace behavior (DWB) is a vital concern for research due to its evolving [4] and growing level and possible outcome an influence [5].…”

Section: Introductionmentioning

confidence: 99%

“…But studies regarding workplace deviance behaviors are still need be considered [3]. Destructive workplace deviant behaviors are one of the most important research topics affecting well-being of organizational norms and performance [3]. Deviant workplace behavior is considered a key problem for every organization [8].…”

Section: Introductionmentioning

confidence: 99%

“…The literature review of various scholars has defined deviance workplace behavior [2] and clarify the outcomes of deviant workplace behaviors [7]. But studies regarding workplace deviance behaviors are still need be considered [3]. Destructive workplace deviant behaviors are one of the most important research topics affecting well-being of organizational norms and performance [3].…”

Section: Introductionmentioning

confidence: 99%

“…Deviant workplace behavior is considered a key problem for every organization [8]. Therefore, the understanding of these workplace behavior and work-related attitudes have become a significant research area [3] and emerging phenomenon [9]. Deviant workplace behavior, either internal or organizational, mostly occurred among the employees at workplace [9].…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

A Systematic Review on the Deviant Workplace Behavior

Baharom¹,

Sharfuddin²,

Iqbal³

2017

Review Pub Administration Manag

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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.

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Analyzing the inter-relation between workplace spirituality and constructive deviance

Garg

Saxena²

2020

Asian J Bus Ethics

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Researchers advocate that workplace spirituality has the potential to increase "constructive deviant behavior" among employees across different types of organizations and professions by engaging individuals in meaningful ways. This research examines the link between workplace spirituality and constructive deviant behavior. Literature on the issue of workplace spirituality suggests that meaningful work has the potential to increase positive organizational outcomes. This study was carried out on a purposively selected sample of 152 managers from the oil and gas industry in India. The paper investigates the relationship between workplace spirituality and constructive deviance with the help of a wide range of statistical tools including mean, factor analysis, correlation, and regression. Six Indian constructs of workplace spirituality were examined to assess the relationship between workplace spirituality and constructive deviance.

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Determinants of Constructive Deviance: The Mediator Role of Psychological Ownership

Cited by 34 publications

References 92 publications

Exchange variables, organizational culture and their relationship with constructive deviance

Exchange variables, organizational culture and their relationship with constructive deviance

A Systematic Review on the Deviant Workplace Behavior

Analyzing the inter-relation between workplace spirituality and constructive deviance

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