Coping with Conundrums: Lower Ranked Pakistani Policewomen and Gender Inequity at the Workplace

Scholarship on gender and policing has frequently applied gendered organizational theory to understand how this type of organization and the men who run it produce gendered difference and inequity at the workplace. In this article, I draw on ethnographic research on lower ranked policewomen in Pakistan and contend that to fully fathom women’s marginalization at work, an analysis must not limit itself to the organization or the men who create the inequity but must also focus on women’s workplace behavior. My research sheds light on women’s anxieties about working with a large number of men and about people questioning their morality and character because they do so. I also demonstrate how their subsequent coping strategies can impede their professional development and reproduce their marginalization at their workplace. This woman-centric approach, which examines how policewomen navigate gendered landscapes in different patriarchal social spaces, therefore shows that workplace inequity is the collective result of the interplay between different actors and social structures, and leads to a more complex understanding of this phenomenon.

The Determinants of Deviant Workplace Behavior of Faculty Members working in Public Sector Universities of Punjab, Pakistan

The aim of the research is to empirical evaluate the effect of organizational formal control and workgroup norms on the deviant workplace behavior of the university faculty members of Pakistan. It further investigates the moderating effect of self-regularity efficacy. The study is primary in nature and used survey method to collect the responses from the teaching faculty of Pakistan. A total of 168 suitable responses were analyzed by using SMART PLS version 3 (Licensed). A PLS-SEM was used for analysis of the collected data. The result showed that when employees find themselves in under the influence of reference others, self-regulatory efficacy help them to attain compliance with significant organizational norms and doing that keep them away from involving in deviant workplace behaviors. Additionally, the results suggest that self-regularity efficacy have a significant part in regulating behaviors and observance to right self-sanctions for flawed behavior.

Relationship Between Conflict and Deviant Workplace Behavior in Family Business

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.

Learning through automated processes: negative social influence among coworkers

Purpose This paper discusses how minor counterproductive workplace behavior (CWB) scripts can be acquired or learned through automated processes from one employee to another. Design/methodology/approach This research is based on insights from social information processing and automated processing. Findings This paper helps explain the automated learning of minor CWBs from one’s coworkers. Practical implications While some employees purposefully engage in counterproductive workplace behaviors with the intent to harm their organizations, other less overt and minor behaviors are not always carried out with harmful intent, but remain counterproductive, nonetheless. By understanding how the transfer of minor CWBs occurs, employers can strive to set policies and practices in place to help reduce these occurrences. Originality/value This paper discusses how negative workplace learning can occur. We hope to contribute to the workplace learning literature by highlighting how and why the spread of minor CWBs occurs amongst coworkers and spur future research focusing on appropriate interventions.

Impact of work-family conflict on deviant workplace behavior through stress and burnout A sequential mediation model

Even though growing importance has been given to work-family conflict and deviant workplace behavior, the link between employees’ feelings of work-family conflict and deviant workplace behavior is still missing. To explain this mechanism the study examines sequential mediation through stress and burnout.It’sa time lag study; data were collected through self- reported questionnaires. For a sample of 147nurses at government hospitals in Pakistan structural equation modeling was conducted.The results revealed strong support for the hypothesized relationships. The findings indicate work-family conflict indirectly but positively associated with deviant workplace behavior, sequentially mediated first through stress and then burnout.The study connects the dots, four main workplace attitudes as variables of action, reaction, outcome, and consequence,and figures out how this mechanism works and WFC leads to burnout.Limitations of the study along with the future research directions are also discussed.

PENGARUH SPIRITUAL QUOTIENT DAN WORKPLACE SPIRITUALITY TERHADAP DEVIANT WORKPLACE BEHAVIOR DENGAN JOB SATISFACTION SEBAGAI VARIABEL INTERVENING PADA TENAGA KEPENDIDIKAN SEKOLAH DASAR ISLAM DI KOTA SURABAYA

Penelitian ini bertujuan untuk mengetahui pengaruh Spiritual Quotient dan Workplace Sprituality terhadap Deviant Workplace Behavior dengan Job Satisfacation sebagai Variabel Intervening pada pegawai SDI AL Mufidah Surabaya. Populasi dalam penelitian ini adalah 30 orang dan sampel size sejumlah 30 responden dengan menggunakan sampel jenuh / sensus yang termasuk dalam non probability sampling. Alat analisis menggunakan data kuesioner yang diolah menggunakan uji validitas dan uji reliabilitas. Sedangkan untuk menguji hipotesis menggunakan alat analisis Partial Least Square. Hasil pengujian menunjukkan variabel Spiritual Quotient berpengaruh signifikan terhadap variabel Deviant Workplace Behavior dengan nilai T-Statistik (3,697) > nilai T-Tabel (2,04), variabel Workplace Spirituality berpengaruh terhadap variabel Job Satisfaction dengan nilai T-Statistik (5,010) > nilai T-Tabel (2,04) dan Workplace Spirituality berpengaruh terhadap variabel Deviant Workplace Behavior dengan nilai T-Statistik (2,418) > nilai T-Tabel (2,04), sedangkan untuk pengaruh Spiritual Quotient dan Workplace Spirituality melalui Job Satisfaction sebagai variabel intervening tidak terbukti berpengaruh.

From Social Burden to Support Elicitation: Development and validation of a new measure of workplace support elicitation experiences

Receiving social support is widely considered a positive workplace phenomenon, but what about the employees from whom the support is being sought? Following recent calls from social support scholars, we focus on the “potential support provider” perspective of the social support dynamic and propose that the measure of social burden (Yang et al., 2016) currently used to capture this dynamic is significantly limited. In Study 1, we refine and expand the measure of social burden byconstructing and validating a measure of support elicitation experiences (SEE) that distinguishes between emotionally laden SEE (SEE-E; explicit or implicit requests for support with an emotional valence) and instrumental SEE (SEE-I; explicit requests for work-related support). In Study 2, based on Conservation of Resources Theory, we examine how SEE-E and SEE-I differentially relate to work outcomes and explore the potential costs of providing support in response to these behaviors. Results demonstrate that our measure of SEE is an improvement over the social burdenmeasure and support the empirical distinctiveness of emotionally laden (associated with negative outcomes) and instrumental (associated with positive outcomes) support elicitations. In addition, we find some evidence that routinely providing support for both SEE-E and SEE-I carries implications for undesirable workplace behavior. Findings from this research support the notion that there are often differential effects for the kinds of support we elicit from our colleagues andprovides researchers with an improved instrument to assess the social support dynamic from the perspective of potential support providers.

Sales Performance dan Faktor yang Mempengaruhinya

This study aims to determine the effect of organizational justice, intrafirm competition, and salesperson organization fit on salesperson deviance workplace behavior and their impact on sales performance. This study uses a quantitative approach, with the method of collecting data through a questionnaire. The number of samples in this study was 108 employees. The analysis technique used is Partial Least Square (PLS). This study indicates that (1) organizational justice and intrafirm competition have a negative and significant effect on deviance workplace behavior. (2) intrafirm competition has a positive and significant effect on deviance workplace behavior. (3) salesperson organization fit has a negative and insignificant effect on deviance workplace behavior. (4) deviance workplace behavior has a negative and significant effect on the sales performance of sales force employees in the banking industry.Keywords : Deviance Workplace Behavior; Intrafirm Competition; Organizational Justice; Salesperson Organization Fit; Sales PerformanceCorrespondence to : [email protected] Penelitian ini bertujuan untuk mengetahui pengaruh organizational justice, intrafirm competition dan salesperson organization fit terhadap salesperson deviance workplace behaviour dan dampaknya terhadap sales performance. Penelitian ini menggunakan pendekatan kuantitatif, dengan metode pengumpulan data melalui kuesioner. Jumlah Sampel dalam penelitian ini 108 karyawan. Teknik analisis yang digunakan adalah Partial Least Square (PLS). Hasil dari penelitian ini menunjukkan bahwa (1) organizational justice dan intrafirm competition berpengaruh negatif dan signifikan terhadap deviance workplace behavior. (2) intrafirm competition berpengaruh positif dan signifikan terhadap deviance workplace behavior. (3) salesperson organization fit berpengaruh negatif dan tidak signifikan terhadap deviance workplace behavior. (4) deviance workplace behavior berpengaruh negatif dan signifikan terhadap sales performance pada karyawan tenaga penjualan yang ada di industri perbankan.Kata Kunci : Deviance Workplace Behavior; Intrafirm Competition; Organizational Justice; Salesperson Organization Fit; Sales Performance