Examining Organizational Cronyism as an Antecedent of Workplace Deviance in Public Sector Organizations

Abstract

This study examines the relatively new phenomenon of organizational cronyism as a determinant of deviant workplace behavior in public sector organizations in Pakistan. It also examines the mediating role of psychological contract breach. Data were collected from 180 employees working in various public sector organizations in Pakistan. The results indicate that organizational cronyism is positively related with psychological contract breach, which in turn results in deviant workplace behavior in public sector organizations.

Organizational Cronyism as an Antecedent of Ingratiation: Mediating Role of Relational Psychological Contract

“…As a result, influential tactics have been practiced and employees seem to be in a race to build a long-lasting and harmonious relationship with their supervisor in any way. Pakistani public sector organizations are characterized as high in corruption and lack merit-based decisions due to a weak culpability framework (Bashir and Nasir, 2013; Shaheen et al, 2017). Such organizations demand attention from academic researchers, but existing studies are restricted to only multinational companies and western cultures.…”

“…By doing so we tried to establish a complete path which explains that employees who get favor from their leaders/supervisors are much more enthusiastic to build long term relationships with the favor-giver so that they could enjoy long-term benefits. Employee ingratiation behavior is much accepted and valued in the public sector of Pakistan (Bashir and Nasir, 2013; Shaheen et al, 2017). For this reason, cronies enjoy exceptional favor and support from their leader.…”

Does Organizational Cronyism Lead to Lower Employee Performance? Examining the Mediating Role of Employee Engagement and Moderating Role of Islamic Work Ethics

“…Organizational cronyism has several undesirable work outcomes such as job dissatisfaction, deviant workplace behavior, low organizational commitment, and employee disengagement with their work ( Turhan, 2014 ). The perception of organizational cronyism entails unfair, partial, and inequitable treatment with others, due to the reason it is considered as a workplace stressor ( Shaheen et al, 2017 ). In line with the COR theory ( Hobfoll and Lilly, 1993 ), organizational cronyism (workplace stressor) may be a cause of reducing employee’s performance.…”

“…IWE help to maintain social status, improve society’s welfare, and reiterate faith ( Ali and Al-Owaihan, 2008 ). According to organizational cronyism literature, employees who face organizational cronyism at the workplace, they react with negative workplace attitudes and behaviors ( Shaheen et al, 2017 ). IWE also teaches Muslim workers to fight against injustice and discriminatory system.…”

“…Employees who are ignored have to bear the loss in financial and non-financial matters ( Bernstein et al, 2010 ). Where public sector employees are not safe from such evil practices, private sector employees also have to encounter such exploitation of power by their leaders and managers ( Shaheen et al, 2017 ). Practices of organizational cronyism have the potential to damage the goodwill of private sector organizations ( Begley et al, 2010 ).…”