scholarly journals Current Approaches, Typologies and Predictors of Deviant Work Behaviors: A Scoping Review of Reviews

2022 ◽  
Vol 12 ◽  
Author(s):  
Salvatore Zappalà ◽  
Maha Yomn Sbaa ◽  
Elena V. Kamneva ◽  
Leonid A. Zhigun ◽  
Zhanna V. Korobanova ◽  
...  
Keyword(s):  
Scoping Review ◽  
Deviant Behavior ◽  
Work Behavior ◽  
Personality Factors ◽  
Work Behaviors ◽  
Destructive Leadership ◽  
Organizational Type ◽  
Workplace Abuse ◽  
The Hierarchical Structure ◽  
Review Of Reviews

This study provides a scoping review of the recent conceptual developments about the deviant work behavior and counterproductive work behavior constructs. It also examines the specific types of deviant work behavior that have been more consistently investigated in the last decade, and whether they cover the interpersonal or organizational type of deviant behavior. In addition, individual, group, and organizational predictors of deviant work behaviors are examined. A scoping review of reviews was conducted on Scopus and Web of Science databases and 54 studies published from 2010 to June 2021 were taken into account. Results show that more recent conceptualizations are based on well established models in the literature and consider the hierarchical structure of these two constructs. Recent reviews examine the relationships of deviant work behavior with job performance and ethical behavior constructs, the multilevel nature of deviant work behavior, and the consequences for the actor of the deviance. The specific types of deviant work behavior more frequently reviewed in the last decade are workplace abuse, incivility, ostracism, bullying and sexual harassment, and abusive and destructive leadership; this evidence suggests a much greater attention to interpersonal, rather than organizational, forms of deviant work behavior. Regarding antecedents, results show the continuing prevalence of personality factors antecedents. Limitations of the study and theoretical and practical implications for the field are also provided.

Predicting counterproductive work behaviors: A meta-analysis of their relationship with individual and situational factors

2010 ◽  
Vol 8 (1) ◽  
pp. 66-81 ◽  
Author(s):  
Coralia Șulea ◽  
Laurențiu Maricuțoiu ◽  
Horia Dumitru Pitariu ◽  
Cătălina Zăborilă Dumitru
Keyword(s):  
Meta Analysis ◽  
Empirical Studies ◽  
Positive Association ◽  
Situational Factors ◽  
Work Behavior ◽  
Counterproductive Work Behaviors ◽  
Personality Factors ◽  
Big Five Personality ◽  
Work Behaviors ◽  
Counterproductive Behaviors

The present article details a meta-analysis on 35 empirical studies which included 9897participants within 39 independent samples. The research investigated individual andorganizational predictors for counterproductive work behavior (CWB). The variables consideredfor this study are organizational justice (interactional, procedural and distributive), job satisfaction,negative affectivity, Big Five personality factors – as predictors for counterproductive behavior.Furthermore, the relationships between the organizational and interpersonal dimensions of CWBwere analysed. Results indicate a negative association between justice dimensions andcounterproductive behaviors, and an average positive association between negative affectivityand counterproductive behaviors. Low levels of Agreeableness and Conscientiousness areassociated with counterproductive behaviors. Job dissatisfaction is also associated withcounterproductive behaviors. The analysis includes a discussion of the implications of theseresults for further research, and suggestions regarding the management of counterproductivebehaviors in organizations.

scholarly journals The effect of destructive leadership on self-efficacy and counterproductive work behaviors: A research on service sector employees in Mersin, Turkey

2021 ◽  
Vol 6 (2) ◽  
pp. 186-206
Author(s):  
Murat Aydinay ◽  
Aysehan Cakici ◽  
A. Celil Cakici
Keyword(s):  
Self Efficacy ◽  
Service Sector ◽  
Leadership Behaviors ◽  
Descriptive Statistics ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Destructive Leadership ◽  
Convenience Sample ◽  
Explanatory Factor Analysis ◽  
Practical Implications

The aim of this study was to find out the effect of destructive leadership on employees’ self-efficacy and counterproductive work behaviors. The data was collected from a convenience sample of 486 service sector employees in Mersin, Turkey. Descriptive statistics, explanatory factor analysis, and regression analysis were conducted to analyze the data. The results showed that lack of competence in leadership, excessive authoritarianism, and favoritism dimensions increased the organization-oriented counterproductive work behaviors while resistance to technology and change dimension decreased these behaviors. In contrast, insensitivity to subordinates had no effect on counterproductive work behaviors. Furthermore, destructive leadership had no effect on employees’ self-efficacy, but self-efficacy affected counterproductive work behaviors. This study provides theoretical and practical implications for understanding the effect of destructive leadership behaviors on the employees’ self-efficacy and counterproductive work behaviors in the context of the service sector.

scholarly journals The Role of Discrete Negative Emotions in Predicting the Behavior of Misusing Time and Resources in Business Organisations in India

2019 ◽  
Vol 5 (2) ◽  
Author(s):  
J. Savitha ◽  
K.B. Akhilesh
Keyword(s):  
Negative Emotions ◽  
Counterproductive Work Behavior ◽  
Work Conditions ◽  
Work Behavior ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Deviant Behaviors ◽  
Extant Literature ◽  
Productive Time

Counterproductive work behaviors (CWB) are the deviant behaviors ofemployees that violate the organisational norms, and in turn harm theorganisation or its members. Misuse of time and resources (MTR), a form ofCWB is of increasing concern to business organisations world-wide. Suchbehaviors are mainly aimed at the organisations than the individuals,restricting productive time on the job and inappropriate or unauthorized use oforganisational resources. Extant literature informs that these behaviors arecaused by stressful work conditions mediated by negative emotions. However,the extant literature does not adequately consider multiple discrete emotions tostudy CWB. This study examines the influence of discrete negative emotions onmisuse of time and resources in the context of manufacturing and IT firms inIndia. It contributes to theory by linking individual emotions to the deviantbehaviors relevant to misuse of time and resources. Finally, the managerialimplications derived from the study helps to understand employees’ emotionalstates and their possible consequences.KeywordsMisuse of time and resources; Counterproductive work behavior; Time theft;Time banditry; Withdrawal

Employees Working Behavior under Different Shades of Destructive Leadership

2021 ◽  
Vol 39 (10) ◽  
Author(s):  
Muhammad Kayani ◽  
Imran Ibrahim Alasan ◽  
Waqas Ali ◽  
Shoib Hassan
Keyword(s):  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Dark Side ◽  
Destructive Leadership ◽  
Recruitment Process ◽  
Corporate Leaders ◽  
Counterproductive Behavior ◽  
Confirmatory Factor ◽  
Nursing Professionals ◽  
The Relationship

Still, there is a lack of research on the dark side or destructive leadership. The purpose of this research is to add the literature on the two shades of destructive leadership, that are aversive and exploitative leadership, and their shadow in the form of counterproductive work behavior on the nursing professionals. Using 485 samples collected from the nurses of different hospitals of Pakistan, the model is tested through multiple linear hierarchical regressions, correlation analysis, and confirmatory factor analysis in Smart PLS software. The results reveal that people working under aversive and exploitative leaders are more likely to indulge in counterproductive work behavior. Still, proactive personalities have an essential impact which weakens the relationship between destructive leadership and counterproductive work behavior. Results of this study describe a vital requirement for corporate leaders to strengthen their recruitment process in such a way that people with aversive and exploitative attitudes ought to understand how to treat their subordinates before they enter top roles to discourage their workers from indulging in counterproductive behavior.

The Effects of Leaders' Behavior on Job Satisfaction, Organizational Citizenship Behavior, Deviant Behavior, and Job Performance of Employees

2020 ◽  
pp. 100-113
Author(s):  
Pooja Agrawal ◽  
Omvir Gautam
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Deviant Behavior ◽  
Behavioral Outcomes ◽  
Citizenship Behavior ◽  
Work Behaviors ◽  
Organization Citizenship Behavior ◽  
Organizational Attention

The chapter investigates the impact of leaders' behavior on the employees' job satisfaction and how job satisfaction mediates three work behaviors: organization citizenship behavior, employees' deviant behavior, and job performance. A sum of 304 employees from higher learning institutes answered an adopted questionnaire. This chapter reflects a clear picture with respect to leaders' behavior the advanced era. Employees' deviance behavior emerged as organizational attention. This chapter is an attempt to identify the effects of superior' behavior on employees' job satisfaction. Further, the behavioral outcomes of job satisfaction in the form of job performance, organizational citizenship behavior, and workplace deviant behavior.

scholarly journals PERBEDAAN PERILAKU KERJA INOVATIF BERDASARKAN KARAKTERISTIK INDIVIDU KARYAWAN

2019 ◽  
Vol 17 (2) ◽  
pp. 107
Author(s):  
Arum Etikariena
Keyword(s):  
Demographic Data ◽  
Educational Background ◽  
Individual Characteristics ◽  
Work Behavior ◽  
Work Behaviors ◽  
Current Position ◽  
Innovative Work Behavior ◽  
Significant Difference ◽  
Innovative Work ◽  
Measuring Tool

In recent years, research on innovation in organizations, particularly innovative work behaviors, has developed considerably. The objective of the study were to examine the role of individual characteristics such as age, gender, educational background, ethnic’s background, tenure and length in current position which presumably would have an impact on the formation of innovative work behaviors. The study is quantitative study with non-experimental design, conducted on 279 respondents working in a Syariah Bank and a television company. The measuring tool used is the Innovative Work Behavior Scale. Demographic data were asked to be completed in the questionnaire. Data were analyzed using t-test, one-way Anova, and crosstabs analysis. The results show that innovative work behavior differs significantly based on age (χ2(3, 276) = 17.54; p < .001), educational background (χ2 (4, 275) = 8.18; p = .04), and tenure (χ2(2, 277) = 6.98; p = 0.03), but has no significant difference based on gender (χ2(2, 277) = 1.68; p = .20), ethnic background (χ2(13, 266) = 8.12; p = .78) and length in the current position (χ2(3, 276) = 3.81; p = .15). Thus, the results of this study will contribute to enrich the knowledge about innovative work behavior in Indonesia. Furthermore, this result will also be a consideration for dealing with employees to encourage innovative work behavior.

scholarly journals Counterproductive Work Behaviors: a Socio-Demographic Characteristic-Based Study among Employees in the Nigerian Maritime Sector

2017 ◽  
Vol 5 (1) ◽  
pp. 117-138 ◽  
Author(s):  
Ignatius Ikechukwu Uche ◽  
Olusoji George ◽  
Wuraola Abiola
Keyword(s):  
Demographic Characteristic ◽  
Demographic Variables ◽  
Demographic Characteristics ◽  
Work Behavior ◽  
Counterproductive Work Behaviors ◽  
Citizenship Behavior ◽  
Work Behaviors ◽  
Maritime Industry ◽  
Organizational Fit ◽  
Multistage Sampling

AbstractThe prevalence of counterproductive work behavior (CWB) does not only differ across industries but also varies significantly according to socio-demographic characteristics. This study examines CWB and socio-demographic characteristics among selected employees in the Nigerian maritime industry. Causal research design was adopted to survey 1,000 employees selected through multistage sampling approach in three selected parastatals (Nigerian Ports Authority, Nigerian Maritime Administration and Safety Agency, and Nigerian Shippers Council). The data obtained were analyzed with ANOVA and t-test. Based on the analysis carried out, CWB was found to be significantly related to gender, age, marital status, employee cadre, and income, while employees’ level of educational attainment is not significantly related to CWB. Based on the abovementioned findings, the study concludes that the level of education is not significantly connected to the employees’ propensity towards CWB, while other socio-demographic variables are strongly associated to CWB in the workplace. The study recommends that management should develop a mechanism for identifying and selecting their potential employees as a guide against poor organizational fit of employees and that of the organization. Likewise, effort should be intensified to develop and improve organizational culture that will propel citizenship behavior in the workplace.

scholarly journals Beyond Blaming the Victim: Toward a More Progressive Understanding of Workplace Mistreatment

2017 ◽  
Vol 11 (1) ◽  
pp. 81-100 ◽  
Author(s):  
Lilia M. Cortina ◽  
Verónica Caridad Rabelo ◽  
Kathryn J. Holland
Keyword(s):  
Real World ◽  
Research Policy ◽  
Work Behavior ◽  
Policy And Practice ◽  
Human Aggression ◽  
Workplace Abuse ◽  
Workplace Mistreatment

Theories of human aggression can inform research, policy, and practice in organizations. One such theory, victim precipitation, originated in the field of criminology. According to this perspective, some victims invite abuse through their personalities, styles of speech or dress, actions, and even their inactions. That is, they are partly at fault for the wrongdoing of others. This notion is gaining purchase in industrial and organizational (I-O) psychology as an explanation for workplace mistreatment. The first half of our article provides an overview and critique of the victim precipitation hypothesis. After tracing its history, we review the flaws of victim precipitation as catalogued by scientists and practitioners over several decades. We also consider real-world implications of victim precipitation thinking, such as the exoneration of violent criminals. Confident that I-O can do better, the second half of this article highlights alternative frameworks for researching and redressing hostile work behavior. In addition, we discuss a broad analytic paradigm—perpetrator predation—as a way to understand workplace abuse without blaming the abused. We take the position that these alternative perspectives offer stronger, more practical, and more progressive explanations for workplace mistreatment. Victim precipitation, we conclude, is an archaic ideology. Criminologists have long since abandoned it, and so should we.

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