The Impact of Job Stress on Deviant Workplace Behaviour: A Study of Operational Level Employees of Comfort Apparel Solutions Company in Sri Lanka

Abstract

Although the direct effect of job stress on deviant workplace behavior is well documented, previous theoretical explanations and empirical findings of the relationship has been inconsistent. Thereby, drawing on General Strain Theory the current study attempts to examine the effect of job stress on deviant workplace behavior by exploring the dimensions of job stress effect of work overload, role conflicts and role ambiguity. The study was quantitative and a cross-sectional survey design was followed. Data was collected through a structured questionnaire. Convenience sampling technique was applied to select the sample, and the final sample consisted of 200 operational level workers from Comfort Apparel Company in Sri Lanka. It was found that job stress is significantly impact on deviant workplace behavior. Further, work overload, role conflict and role ambiguity are found positive significant relationship with deviant workplace behavior. Nevertheless among the dimensions of job stress, work overload and role conflict are identified as dimensions which have significant impact on deviant workplace behavior, exempt role ambiguity. Finally, it is concluded that though role ambiguity causes to Deviant workplace behavior it has International Journal of Human Resource Studies ISSN 2162-3058 2017 insignificant impact on deviant workplace behavior and work overload and role conflict have made significant impact on deviant work place of operational level employees of Comfort Apparel Solutions Company in Sri Lanka. The study concludes that job stressors must be considered when employees are performing deviant workplace behavior. It is suggested that managers and practitioners establish culture which free from job stressors to eliminate workplace deviance.

Weeding out Deviant Workplace Behaviour in Downsized Organizations: The Role of Emotional Intelligence and Job Embeddedness

“…Such outcomes are categorized by physical, psychological and behavioural reactions such as mental withdrawal from the job, reduced interactions with clients and co-workers, increased conflict with family and friends, absenteeism, substance abuse, turnover, burnout, health/medical problems (Lambert, Minor, Wells, & Hogan, 2016). In addition, a number of studies have reported a correlation between experienced job stress and the occurrence of deviant workplace behaviour such as absenteeism, alcoholism, and substance abuse (Omar, Halim, Zainah & Farhadi, 2011;Safaria, Othman & Wahab, 2011;Nasurdin, Ahmad & Razalli, 2014;Silva & Ranasinghe, 2017).…”

The Moderating Role of Leadership Style on the Relationship Between Job Stress, Emotional Intelligence and Deviant Workplace Behavior

“…In many studies work stress has a significant positive effect on deviant workplace behavior (Martin et al, 1996;Silva & Ranasinghe, 2017;Raza et al, 2017;Salami, 2010;Omar et al, 2011;Pitariu & Budean, 2015 ) Emotional intelligence has a significant negative effect on deviant workplace behavior found in Petrides et al (2004), Brackett et al, (2004) and Martin (2014). Leadership as a moderator variable is supported by many studies.…”

role of job satisfaction and job stress in mediate the effect of organizational justice on deviant behavior in the workplace

“…H2 : Job satisfaction has a negative and significant effect on deviant behaviour in the workplace. and Silva & Ranasinghe (2017), state that job stress can be an important predictor of employee behaviour in the workplace. Silva & Ranasinghe (2017), stated that one of the factors that cause deviant behaviour in the workplace, namely job stress adversely affects the organization.…”