Role of Work Motivation as Moderator between Breach of Psychological Contract and Workplace Deviant Behavior among Employees

Malik, Sehrish; Bakri, Norhani; Ajmal, Muhammad; Malik, Beenish

doi:10.6007/ijarbss/v9-i9/6392

Cited by 4 publications

(4 citation statements)

References 25 publications

(20 reference statements)

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“…The higher the perceived work motivation, the lower the workplace deviant behavior. This research supports the study conducted by Malik et al (2019) which states that work motivation has a negative and significant effect on workplace deviant behavior. If employees are intrinsically and extrinsically motivated, they will not cause negative and dangerous behavior and have friendly relationships with all colleagues.…”

Section: The Effect Of Work Motivation On Workplace Deviant Behaviorsupporting

confidence: 90%

“…Love for incentives can lead to workplace deviant behavior, such as a lack of effort to channel work and not contribute to organizational goals but increase profits. Malik et al (2019) found a positive and significant relationship between psychological promise violations and workplace deviant behavior. Work motivation has a significant relationship between psychological contract violations and workplace deviant behavior.…”

Section: Introductionmentioning

confidence: 87%

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The Role of Work Motivation Mediation on Workplace Deviant Behavior of Class C Private Hospital at Bekasi

Widjaja

Anindita²,

Indrawati³

2023

EJBMR

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Workplace deviant behavior is an important thing that the hospital must pay attention to since it can threaten the organization and employees. Workplace deviant behavior unnoticeable can affect the entire process both in terms of work productivity and organizational profitability. Results of the interviews showed that the organizational climate felt less conducive, and the motivation and reward system was still low. This study aims to analyze the effect of organizational climate and reward system on workplace deviant behavior mediated by simultaneous work motivation. This research is explanatory research with a quantitative approach in the form of hypothetical causalities with a sample of 107 permanent employees, both medical and non-medical. This research uses SEM-PLS method with SmartPLS 3.0 and SPSS version 25 for validity and reliability pretest. This research found that organizational climate has a negative and insignificant effect on workplace deviant behavior, work motivation, and reward system, which have a negative. Meanwhile, a significant effect on workplace deviant behavior and organizational climate, the reward system has a positive and significant impact on work motivation. Organizational climate and reward systems have a negative and significant effect on workplace deviant behavior through work motivation as an intervening variable. The implications of this research theoretically prove that the influence of research variables and managerial will further fix the evaluation system of services in hospitals.

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Section: The Effect Of Work Motivation On Workplace Deviant Behaviorsupporting

confidence: 90%

Section: Introductionmentioning

confidence: 87%

The Role of Work Motivation Mediation on Workplace Deviant Behavior of Class C Private Hospital at Bekasi

Widjaja

Anindita²,

Indrawati³

2023

EJBMR

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“…Recent literature has shown a prevalent presence of deviant work behaviours in Asian countries (Malik, Bakri, Ajmal, & Malik, 2019b;Qureshi & Hassan, 2019;Sarwar, Naseer, et al, 2019). Furthermore, nurses face family pressure, and nursing is a stressful profession in Asia, especially in Pakistan because of long duty hours and high physical demands (Sarwar, Bashir, & Karim Khan, 2019).…”

Section: Introductionmentioning

confidence: 99%

Effects of social undermining in families on deviant workplace behaviours in Pakistani nurses

et al. 2020

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Aims:To examine whether negative emotions could mediate the association linking social undermining in families (i.e. negative judgements that prevent the maintenance of positive familial ties) to nurses' deviant workplace behaviours (i.e. behaviours that disrupt the normal functioning of organisations), and whether neuroticism could moderate the association linking social undermining in families to negative emotions by adopting the spillover theory.Background: This study tested a moderated mediation model based on the hospital industry in Pakistan. Negative familial stressors can disrupt work-related behaviours, but it remains unknown as to how negative emotions and personality traits can affect this family-to-work relationship.Method: Temporally segregated survey data were collected from nurses (n = 325 dyads) working in the hospitals of Pakistan.Results: Findings showed that social undermining in families triggered deviant workplace behaviours in Pakistani nurses through the mediating effect of negative emotions.High levels of neuroticism strengthened the association linking social undermining in families to negative emotions.Conclusion: Our moderated mediated model showed that family-related stressors can "spill over" to the workplace and disrupt employee behaviours under the mediating effect of negative emotions. The perception of family-related negative emotions can also be increased among individuals with high levels of neuroticism. Implications for Nursing Management:We recommend the establishment of social support networks and workshops for nurses to cope with the negative emotions they experienced from family and non-work domains. K E Y W O R D S deviant work behaviour, negative emotions, neuroticism, social undermining, spillover theory | 939 SARWAR et Al.

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“…Haldorai et al (2020) demonstrated that all employees have the propensity to engage in this damaging behaviour at the workplace. Malik et al (2019), Robinson et al (2019), and Shoaib and Baruch (2019) confirmed that work-related deviant behaviour is more rampant among the support personnel since it is assumed that the lower-level workers are more prone to participating in misconduct because they have more time to take revenge on those who have mistreated them. While administrators in the majority of organisations have demonstrated an inadequate intention of implementing research findings on deviant behaviour because they view it as counterproductive, Qu et al (2020) suggested that relatively insignificant deviant behaviours by the support staff may lead to the high-profile controversies such as those occasionally featured in the news.…”

Section: Work Deviant Behaviourmentioning

confidence: 80%

Evaluation of Performance Appraisal Practices and Organisational Justice Towards Work-Related Outcomes: A Case Study of a Malaysian Government Agency in the Northern Region

Mohd Pauzi,

BABA RAHIM

2023

International Journal of Management Studies

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Performance appraisal practices and work-related outcomes have become a serious matter of concern to many organisations. Theseissues would jeopardise the employees’ well-being if there is no fairness in treatment in the organisation. As a result, this researchaims to evaluate the effect of performance assessment practices on work-related outcomes, with organisational justice serving as amediator. This research examined a randomly selected sample of 127 administrative employees from a Malaysian government institution located in the northern region. It examined the relationships between performance assessment practices and organisational justice, work performance, work deviant behaviour and the mediating consequences of organisational justice on these linkages. The research model was tested based on the Social Cognitive Theory. Results from the Partial Least Squares Structural Equation Modelling (PLS-SEM) indicated that performance assessment practices positively impacted organisational fairness and work performance. The results suggest that organisational fairness mediates the correlation between the work-related deviant behaviour and the impact of performance assessment practices on work performance. Looking at the study’s findings, enforcing HR practices would gain positive favour among its employees, who are vital assets in executing the organisation’s agenda. As a result, the transformation programme will be more aligned, allowing it to continue providing talent to the economy by improving its performance through its employees.

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Role of Work Motivation as Moderator between Breach of Psychological Contract and Workplace Deviant Behavior among Employees

Cited by 4 publications

References 25 publications

The Role of Work Motivation Mediation on Workplace Deviant Behavior of Class C Private Hospital at Bekasi

The Role of Work Motivation Mediation on Workplace Deviant Behavior of Class C Private Hospital at Bekasi

Effects of social undermining in families on deviant workplace behaviours in Pakistani nurses

Evaluation of Performance Appraisal Practices and Organisational Justice Towards Work-Related Outcomes: A Case Study of a Malaysian Government Agency in the Northern Region

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