Interpersonal deviance, organizational deviance, and their common correlates: A review and meta-analysis.

2007 ◽  
Vol 92 (2) ◽  
pp. 410-424 ◽  
Author(s):  
Christopher M. Berry ◽  
Deniz S. Ones ◽  
Paul R. Sackett
Keyword(s):  
Meta Analysis ◽  
Organizational Deviance ◽  
Interpersonal Deviance

Supervisor-directed OCB and deviant behaviors: the role of LMX and impression management motives

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Fenika Wulani ◽  
Tarsisius Hani Handoko ◽  
Bernardinus Maria Purwanto
Keyword(s):  
Impression Management ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Organizational Deviance ◽  
Content Type ◽  
Deviant Behaviors ◽  
Interpersonal Deviance ◽  
The Impact ◽  
The Relationship

PurposeThis study investigates the effect of supervisor-directed organizational citizenship behavior (OCB) on leader–member exchange (LMX), the moderating role of impression management motives on this relationship, the effect of LMX on organizational and interpersonal deviance and the mediating effect of LMX on the relationship between supervisor-directed OCB and deviant behaviors.Design/methodology/approachThis study uses a survey questionnaire to collect data. Respondents were 342 nonmanagerial employees working in Surabaya Raya, Indonesia. Hypothesis testing is done using Partial least squares structural equation modeling (PLS-SEM).FindingsThe results show that supervisor-directed OCB is positively related to LMX, and LMX is negatively related to organizational deviance but not significantly related to interpersonal deviance. The study also finds that impression management motives moderate the positive relationship between supervisor-directed OCB and LMX. Furthermore, LMX mediates the relationship between supervisor-directed OCB and organizational deviance, but not interpersonal deviance.Practical implicationsThis study suggests the importance of human resource management (HRM) activities and managers being aware of subordinate OCB motives and the impact of LMX on interpersonal and organizational deviance, as well as what supervisors need to do to reduce these negative effects.Originality/valueFew studies examined the relationship between supervisor-directed OCB and workplace deviance behaviors (WDBs). This study provides a mechanism of their relationship by considering LMX as a mediator. Also, heretofore the existing studies tend to focus more on LMX as an antecedent of OCB. This study provides an understanding of OCB as an antecedent of LMX with the moderating effect of impression management motives.

Getting even

2019 ◽  
Vol 8 (3) ◽  
pp. 332-347
Author(s):  
Sajeet Pradhan ◽  
Lalatendu Kesari Jena
Keyword(s):  
Abusive Supervision ◽  
Moderating Effect ◽  
Workplace Deviance ◽  
Intention To Quit ◽  
Organizational Deviance ◽  
Content Type ◽  
Deviant Behaviors ◽  
Interpersonal Deviance ◽  
The Relationship ◽  
Research Studies

Purpose Unlike most empirical investigations that have tested the relationship between abusive supervision and subordinate’s workplace deviance in a large and formal organizational setup, this study investigates the effect of abusive behavior of owner-manager of small entrepreneurial establishments on subordinate’s workplace deviance. The purpose of this paper is twofold: first, it explores the moderating effect of intention to quit on the relationship between abusive supervision and organizational as well as interpersonal deviance; and second, it investigates whether the moderating effect between abusive supervision and intention to quit will be stronger for organizational deviance (supervisor directed) than for interpersonal deviance (others directed). Design/methodology/approach The participants of this study were 240 restaurant and hotel employees working in three small entrepreneurial organizations in the eastern state of India. The authors have collected data on the predictor and criterion variables at two time points with a separation of three to four weeks for reducing common method bias (Podsakoff et al., 2012). At Time 1, participants completed measures of the perception of their owner-manager’s abusiveness and their intention to quit. At Time 2, participants responded to organizational deviance and interpersonal deviance. Findings The findings of the study is in line with previous research studies (Tepper et al., 2007; Thau et al., 2009) that reported intention to quit will moderate the positive relationship between abusive supervision and organizational deviance and interpersonal deviance such that the relationship will be stronger when intention to quit is high rather than low. The finding of the study also corroborates the prediction that the interactive effect between abusive supervision and intention to quit will be stronger for organizational deviance (supervisor directed) than for interpersonal deviance (aimed at other members of the organization) when intention to quit is higher. Originality/value This study is among the very few empirical research studies that have investigated the effect of abusiveness of owner-manager on subordinate’s workplace deviance in small organizations. Another unique aspect of the study is that it is one of few to propose and test, how (whether organizational deviance or/and interpersonal deviance) and to what extent (more organizational or supervisor directed than interpersonal or others directed deviance) subordinates of abusive supervisor retaliate by engaging in workplace deviant behaviors.

scholarly journals Workload, Work Pressure and Interpersonal Deviance in Academia: The Mediating Role of Neutralization

2017 ◽  
Vol 7 (4) ◽  
pp. 1 ◽  
Author(s):  
Michael Olalekan Adeoti ◽  
Faridahwati Mohd. Shamsudin ◽  
Chong Yen Wan
Keyword(s):  
Structural Equation ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Organizational Deviance ◽  
Mediating Role ◽  
Work Pressure ◽  
Interpersonal Deviance ◽  
The Relationship

Extant empirical researches on deviant workplace behaviour have concentrated on negative deviant acts directed towards both the organizations (organizational) and its members (interpersonal) simultaneously while others solely focused on deviant behaviours directed at organization and its properties (organizational deviance). However, studies have not investigated interpersonal deviance as a major focus without considering organizational deviance. Drawing from theory of neutralization and job demand control model, the present study examined the mediating role of neutralization on the relationship between workload, work pressure and interpersonal deviance. The data was obtained from 356 academics in public universities in Nigeria. Using partial least square structural equation modeling, results revealed that workload and work pressure were significantly related to interpersonal deviance. On the other hand, neutralization significantly mediated the positive relationship between workload and interpersonal deviance. Similarly, neutralization mediated the relationship between work pressure and interpersonal deviance. Conclusively, it is essential to review the existing workloads and working conditions of faculty members in Nigerian public tertiary institutions with a view of minimizing interpersonal deviance.

scholarly journals Dimensions of Employee Deviance among Emergency Services Personnel in Malaysia

2019 ◽  
Vol 3 (1) ◽  
pp. 1-6
Author(s):  
Muhammad Madi Abdullah ◽  
Keyword(s):  
Statistical Analysis ◽  
Work Environment ◽  
Emergency Services ◽  
Organizational Deviance ◽  
Emergency Services Personnel ◽  
Employee Deviance ◽  
The Common ◽  
Interpersonal Deviance ◽  
Descriptive Statistical Analysis

Employee deviance represents a costly behavior to many organizations. The present study attempts to analyze dimensionality of employee deviance among emergency services personnel in Malaysia. A survey was conducted, with 201 respondents. Descriptive statistical analysis indicated that said something hurtful to someone at work, cursed at someone at work, made fun of someone at work, played a mean prank on someone at work and spent too much time fantasizing and daydreaming are discovered as the most common forms of interpersonal deviance. While taken an additional or longer break than is acceptable at your workplace, come in late to work without permission, intentionally worked slower than you have worked showed and littered your work environment are the most common forms of organizational deviance. This research has highlighted the common forms of employee deviance engaged by the respondents of this study.

The antecedents of salesperson deviant behavior: the role of work meaningfulness

2020 ◽  
Vol 18 (1) ◽  
pp. 254-262
Author(s):  
Jovi Sulistiawan ◽  
Dian Ekowati ◽  
Zainiyah Alfirdaus
Keyword(s):  
Regression Analysis ◽  
Job Stress ◽  
Deviant Behavior ◽  
Hierarchical Regression ◽  
Organizational Deviance ◽  
Work Meaningfulness ◽  
Ultimate Objective ◽  
Interpersonal Deviance ◽  
The Relationship

Employees tend to engage in certain behavior, either good or deviant. Drawing from control theory, the employees’ behavior will be controlled as the organization can fulfill their needs. The ultimate objective of the study is to examine how Salesperson-Organization Fit will affect job stress and, in turn, salesperson deviant behavior. Besides, this study also examined how employees’ work meaningfulness moderates the relationship between job stress and workplace deviant behavior. This study employed hierarchical regression analysis and moderated regression analysis to test the hypotheses. Using 182 salespeople for both manufacturing and services companies, the results showed that Salesperson-Organization Fit negatively affects three types of deviant behavior: organizational deviance, interpersonal deviance, and frontline deviance. The results of this study also found a mixed result for job stress on deviant behavior. Job stress has a positive effect on organizational (β = 0.092; p < 0.1) and frontline deviance (β = 0.092; p < 0.05), while it has an insignificant effect on interpersonal deviance. Work meaningfulness only moderates the relationship between job stress and organizational deviance. AcknowledgmentThis work was supported by the Faculty of Economics and Business, Universitas Airlangga research grants.

The effects of low-ratio n-6/n-3 PUFA on biomarkers of inflammation: a systematic review and meta-analysis

2021 ◽  
Author(s):  
Yali Wei ◽  
Yan Meng ◽  
Na Li ◽  
Qian Wang ◽  
Liyong Chen
Keyword(s):  
Systematic Review ◽  
Fatty Acid ◽  
Polyunsaturated Fatty Acid ◽  
Meta Analysis ◽  
Chain Polyunsaturated Fatty Acid ◽  
Inflammation Markers ◽  
Pufa Supplementation ◽  
Long Chain

The purpose of the systematic review and meta-analysis was to determine if low-ratio n-6/n-3 long-chain polyunsaturated fatty acid (PUFA) supplementation affects serum inflammation markers based on current studies.

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