scholarly journals Demographic Drivers of Workplace Deviance: A Survey of Clinical and Non-Clinical Hospital Professionals

2021 ◽  
Vol 7 (2) ◽  
pp. 1-22
Author(s):  
Rogério J. Lunkes ◽  
Ernesto López-Valeiras ◽  
Jacobo Gómez-Conde
Keyword(s):  
Deviant Behavior ◽  
Negative Impact ◽  
Demographic Characteristics ◽  
Workplace Deviance ◽  
Workplace Behavior ◽  
Specific Knowledge ◽  
Behavioral Issues ◽  
Clinical Hospital ◽  
Administrative Professionals ◽  
Deviant Workplace Behavior

This paper aims to determine the extent to which employee demographic characteristics (gender, age, tenure and professional group) predict an employee’s decision to participate in deviant workplace behavior. We conduct a quantitative field study consisting in a survey of 113 clinical and non-clinical professionals at the three largest hospitals in Brazil. ANOVA and linear regression were used to test the hypothesized model. Our results reveal that those most prone to deviant behavior are the short tenure, young and administrative professionals. Although we found no association between gender and workplace deviance, our results generate specific knowledge on relevant behavioral issues involving clinical and non-clinical hospital professionals. The knowledge of the demographic characteristics that may predict workplace deviance will allow managers to design and implement more accurate control systems and training programs that could reduce this dysfunctional behavior and its negative impact on organizations and society.

Workplace Deviance

2020 ◽  
pp. 1-22
Author(s):  
Yuvika Singh
Keyword(s):  
Conceptual Framework ◽  
Deviant Behavior ◽  
Workplace Deviance ◽  
Common Goal ◽  
Workplace Behavior ◽  
Wide Range ◽  
Employee Behaviors ◽  
Deviant Workplace Behavior ◽  
Negative Acts

Deviant workplace behavior has become a most costly phenomenon as it includes a wide range of negative acts performed by the employees to harm the organization and its members. The workplace is a forum where employees are seen behaving in different productive manners in order to achieve a common goal. As people spend a lot of time interacting with each other at the workplace, some of the employee behaviors are unpredictable. That is why managing the behavior of employees is a major concern of authorities. Thus, the organizations wish to have employees who do not bring harm to the workplace but instead carry out tasks, duties, and responsibilities of their position. Such behavior that causes harm to the organization is undesirable and is considered to be deviant. This chapter will focus upon the conceptual framework of the deviant behavior at the workplace by discussing the constructive and destructive workplace behavior, antecedents of negative deviant behavior, and which factors trigger deviant behavior.

scholarly journals Exploring Types of Deviant Workplace behavior in a Public Organization in Malaysia.

2016 ◽  
Vol 10 (3) ◽  
pp. 2146-2155
Author(s):  
Malini a/p Sathappan ◽  
Dr. Zoharah Omar ◽  
Prof Aminah Ahmad ◽  
Prof Azimi Hamzah ◽  
Associate Prof Ismi Arif
Keyword(s):  
Law Enforcement ◽  
Deviant Behavior ◽  
Productivity Loss ◽  
Law Enforcement Officers ◽  
Public Organization ◽  
Workplace Behavior ◽  
High Turnover ◽  
Work Time ◽  
On Line ◽  
Deviant Workplace Behavior

Deviant workplace behavior among employees is becoming a universal issue at various organizations, not excluding enforcement agencies. Deviant behavior need to be studied by scholars to prevent detrimental effects such as jobdissatisfaction, intention to quit, stress, decreased productivity, loss of work time, high turnover rate and financial costs among employees. The purpose of this paper is to explore the types of deviant workplace behavior in the government sector in Malaysia. Data collection for the research was carried out by interviewing 14 law enforcement officers in Malaysia. This study involves various departments. The study found that there are various types of misconduct existing at the organization e.g. bribery, uninformed polygamy, drugs, on-line gambling, absenteeism, and lateness. This study also provided a framework on types of misconduct to the enforcement agency. 

Relationship Between Conflict and Deviant Workplace Behavior in Family Business

2022 ◽  
pp. 1125-1146
Author(s):  
Nurten Polat Dede
Keyword(s):  
Family Business ◽  
Role Ambiguity ◽  
Deviant Behavior ◽  
Negative Relationship ◽  
General Concept ◽  
The Other ◽  
Workplace Behavior ◽  
Main Challenge ◽  
Deviant Workplace Behavior ◽  
The Relationship

While family businesses are struggling with all the problems of any other business on one hand, they are also struggling to deal with problems arising from family dynamics on the other hand. The main challenge for the establishment and prevention of conflict, and organizational deviant behavior in these enterprises is the difficulty to separate family and business subsystems that are intertwined with each other without damaging them. This study focuses on organizational deviant behavior arising from probable negative relationship emotions after role ambiguity and conflict of family members in a family business. Furthermore, family effect (altruism) is also defined, which is another aspect affecting deviant behavior. Followed with the general concept of organizational deviations and conflicts and types of conflicts in family business, the last part covers deviation behavior reasons stemming from role conflict, role ambiguity, family altruism, and relationship conflict. The relationship between all these concepts are discussed with a conceptual literature review.

scholarly journals Study on the Types of Deviant Workplace Behavior in Croatian IT Companies

2021 ◽  
pp. 1-15
Author(s):  
Sanda RASIC JELAVIC ◽  
Marta GLAMUZINA
Keyword(s):  
Information Technology ◽  
Empirical Study ◽  
Deviant Behavior ◽  
Workplace Behavior ◽  
Technology Sector ◽  
Gender And Age ◽  
Information Technology Sector ◽  
The Difference ◽  
Deviant Workplace Behavior

This paper deals with the concept of deviant workplace behavior. The paper presents the results of an empirical study on the types of deviant workplace behavior in Croatian companies in the Information Technology sector (IT). The difference in the occurrence of deviant workplace behavior by gender and age was analyzed, after which the correlation between the types of deviant behavior was examined.

scholarly journals Workplace Deviance: A Conceptual Framework

2019 ◽  
Vol 8 (4) ◽  
pp. 12355-12364
Keyword(s):  
Conceptual Framework ◽  
Organizational Climate ◽  
Personality Assessment ◽  
Deviant Behavior ◽  
Empirical Studies ◽  
Workplace Deviance ◽  
Organizational Level ◽  
Secondary Sources ◽  
Deviant Workplace Behavior ◽  
Interpersonal Deviance

Workplace Deviance defined as a planned, purposeful, and hateful attempt to disrupt an organization by causing problems in the workplace. Workplace Deviance splits into two parts i, e Interpersonal Deviance (ID), and Organizational Deviance (OD), respectively. ID is that which attempts to harm relationships through activities like lying, gossiping, and apportioning blame, and OD relates to lateness or theft of equipment. The present aim of the study is to observe vast literature existing online databases globally in the workplace deviance by systematically analyzing the empirical studies of the last 30 years. In India, minimal research has done in the area of deviant behavior. The purpose of the present study has tried to is a significant amount for organizations. Vast research is going on in the American continent to find out workplace deviance antecedent and try to minimize the effect at an organizational level. The method used in the present paper is constructed on secondary sources, and with the help of the VOS software online database of a web of science, a systematic review of workplace deviance has done and framed a conceptual model for further empirical research. After a comprehensive study researcher identified various antecedents of workplace deviance, such as job satisfaction, organizational justice, job design, and abusive supervision, are the main variables often used by researchers? Previous research has done on destructive deviance instead of constructive deviance. In recent trends, counterproductive behavior and psychological factor needed to study This study shows that organizations should discourage deviant workplace behavior by providing ethical organizational climate and practicing conducting proper counseling, refresher program for employees; also, an organization should form a personality assessment program at regular intervals to avoid individuals with negativity personality characteristics. In this context, relatively few studies have presented a thorough review of the literature. The current study frames a robust conceptual framework for the investigators and researchers by examining the vast essay on workplace deviance in Indian organizations.

scholarly journals Blame It on Individual or Organization Environment: What Predicts Workplace Deviance More?

2020 ◽  
Vol 9 (6) ◽  
pp. 99
Author(s):  
Ivana Načinović Braje ◽  
Ana Aleksić ◽  
Sanda Rašić Jelavić
Keyword(s):  
Organizational Culture ◽  
Hierarchical Linear Modeling ◽  
Deviant Behavior ◽  
Organizational Factors ◽  
Working Environment ◽  
Linear Modeling ◽  
Workplace Behavior ◽  
Related Factors ◽  
And Gender ◽  
Deviant Workplace Behavior

Deviant workplace behavior is one of the widely present employee behaviors that create significant organizational cost, create an unhealthy working environment, and lead to various social and psychological job- and non-job-related consequences. Although various personality, situational, and organizational factors have been analyzed as instigators of such behavior, literature calls for a more comprehensive approach that analyzes interaction and mutual effects of different sources of deviant behavior. This paper explores organizational culture and individual personality as the antecedents of deviant workplace behavior. A multilevel perspective is applied in empirical research that was done on a sample of 251 employees from 11 organizations in Croatia. Results of our research and hierarchical linear modeling imply that individual-related factors, namely, age and gender, as well as personality traits, are greater predictors of both individual and organizational deviance as opposed to organizational culture.

Relationship Between Conflict and Deviant Workplace Behavior in Family Business

2020 ◽  
pp. 159-186
Author(s):  
Nurten Polat Dede
Keyword(s):  
Family Business ◽  
Role Ambiguity ◽  
Deviant Behavior ◽  
Negative Relationship ◽  
General Concept ◽  
The Other ◽  
Workplace Behavior ◽  
Main Challenge ◽  
Deviant Workplace Behavior ◽  
The Relationship

While family businesses are struggling with all the problems of any other business on one hand, they are also struggling to deal with problems arising from family dynamics on the other hand. The main challenge for the establishment and prevention of conflict, and organizational deviant behavior in these enterprises is the difficulty to separate family and business subsystems that are intertwined with each other without damaging them. This study focuses on organizational deviant behavior arising from probable negative relationship emotions after role ambiguity and conflict of family members in a family business. Furthermore, family effect (altruism) is also defined, which is another aspect affecting deviant behavior. Followed with the general concept of organizational deviations and conflicts and types of conflicts in family business, the last part covers deviation behavior reasons stemming from role conflict, role ambiguity, family altruism, and relationship conflict. The relationship between all these concepts are discussed with a conceptual literature review.

scholarly journals Creating Sustainable Work Environments by Developing Cultures that Diminish Deviance

2019 ◽  
Vol 11 (24) ◽  
pp. 7031 ◽  
Author(s):  
Ana Aleksić ◽  
Ivana Načinović Braje ◽  
Sanda Rašić Jelavić
Keyword(s):  
Organizational Culture ◽  
Work Environment ◽  
Deviant Behavior ◽  
Competing Values ◽  
Workplace Behavior ◽  
Research Results ◽  
Deviant Behaviors ◽  
Healthy Environment ◽  
Market Culture ◽  
Deviant Workplace Behavior

Sustainable work environment creation seeks the development of a healthy environment that diminishes all forms of deviant organizational and interpersonal workplace behavior. This paper explores the role of organizational culture and values of organizational culture that help to create a sustainable work environment where the presence of deviant workplace behavior is least present. Using Cameron and Quinn’s Competing Values Framework and FOCUS questionnaires as the grounds for the taxonomy of organizational culture and Robinson and Bennett typology of deviant workplace behavior, this paper analyzed the effects of different organizational cultures and their dominant values on the level of occurrence of different forms of deviant workplace behavior. Empirical analysis was done on a sample of 251 employees, belonging to 11 organizations. The research results imply that an emphasis on market and hierarchy culture can be related with occurrence of deviant behaviors. Emphasizing market culture value “job clarity” can reduce deviant behavior, unlike an emphasis on market culture value “efficiency” that could increase the level of deviant behavior. The research results are compared with previous similar studies and discussed in terms of creating a sustainable work environment.

Coping With Deviant Workplace Behavior Through Employee Participation

2020 ◽  
pp. 270-283
Author(s):  
Shikha Rana ◽  
Anchal Pathak
Keyword(s):  
Banking Sector ◽  
Negative Impact ◽  
Participation Rate ◽  
Employee Participation ◽  
Workplace Behavior ◽  
Public Sector Banks ◽  
National Capital ◽  
Significant Negative Impact ◽  
Deviant Workplace Behavior ◽  
Managerial Level

In the present study an attempt has been made to explore the relationship and impact of employee participation on deviant workplace behaviors in the banking sector. For the purpose of data collection, 100 respondents of managerial level were selected from five public sector banks operating in the NCT (National Capital Territory) Delhi. Regression and correlation analysis was performed on the data to empirically test the hypothesized relationship between the two variables. It was concluded in the study that employee participation had a significant negative impact on deviant workplace behavior, which further infers that workplace deviance would decrease with the increase in employee participation rate and vice-versa.

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