Current Approaches, Typologies and Predictors of Deviant Work Behaviors: A Scoping 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.

Abusive leadership and proactive behaviours: Role of family motivation as a moderator

BACKGROUND: Negative impact of abusive leadership has always been the focus of attention for researchers, however, the asymmetrical relationship of abuse with its outcomes has never been studied. OBJECTIVE: Drawing on Affective Events Theory (AET), this study investigates the moderating role of family motivation (FM), a prosocial intent, in yielding positive behavioural reactions among individuals facing workplace abuse. Negative emotions (NE) are taken as a unique mediating factor between abusive leadership (AL) and proactive behaviours (PB). METHODS: Data were collected from 309 employees of Pakistani manufacturing organizations. SEM is used for studying the proposed relationships and Smart PLS is used for data analysis. RESULTS: Results of the study suggest that negative emotions mediate the indirect relationship between abusive leadership and proactive behaviours. Family motivation strongly moderates and strengthens the positive direct relationship of negative emotions and proactive behaviours, concluding that it has a strong influence in altering behavioural reactions in response to negative triggers. CONCLUSIONS: This research study adds to the body of knowledge in suggesting FM as a strong intrinsic factor to be considered while creating synergy between organizational and human resource strategies.

Understanding Adverse Outcomes in Gulf Migration: Evidence from Administrative Data from Sri Lanka

For many in South Asia, international migration to the Gulf countries provides access to lucrative employment opportunities without domestic comparison. Yet higher wages in Gulf countries are often coupled with poor working conditions, employer malpractice, and abuse. We utilize a unique administrative dataset on Sri Lankan migrant workers and complaints made by them to Sri Lankan Consulates to analyze the prevalence of workplace abuse and employer malpractice along this complex supply chain. Our analysis reveals that Sri Lankan migrants are systematically exposed to fraud and abuse that can, in part, be attributed to factors specific to the local recruitment agency who placed them. Understanding why recruitment agencies systematically differ in the quality of their placements may inform regulatory policy aimed at reducing the risks faced by migrants in destination countries.

Violence against physicians in Jordan: An analytical cross-sectional study

Background High numbers of violence incidents against physicians are reported annually in both developing and developed countries. In Jordan, studies conducted on healthcare workers involved small number of physicians and showed higher percentages of violence exposure when compared to other investigations from the Middle East. This is a large study aiming to comprehensively analyze the phenomenon in the physicians’ community to optimize future strategies countering it. Methods The study has a cross sectional, questionnaire-based design. It targeted 969 doctors from different types of healthcare Jordanian institutions in Amman, between May to July, 2019. The questionnaire was designed to evaluate properties of reported abuse cases in terms of abusers, timing, and type of abuse, in addition to the consequences of this abuse. Results Prevalence of exposure to violence in the last year among doctors was 63.1% (611 doctors). 423 (67.2%) of male doctors had an experience of being abused during the last 12 months, compared to 188 (55.3%) of females (p< 0.001). Governmental centers showed the highest prevalence. Among 356 doctors working in governmental medical centers, 268 (75.3%) reported being abused (p< 0.001), and they were more abused verbally (63.5%) and physically (10.4%) compared to other medical sectors (p <0.001). The mean score of how worried doctors are regarding violence at their workplace from 1 to 5 was 3.1 ± 1.3, and only 129 (13.3%) believed that they are protected by law. Conclusions The study emphasized on the higher rate of violence against physicians in the governmental sector, in addition to the negative effect of abuse on their performance. Moreover, male physicians had higher incidence of workplace abuse. Therefore, strategies that ease and promote the real application of anti-violence policies should become our future target.

Harvesting Hope

This 2018 report reviews the organizing model of the Pioneer Valley Workers Center (PVWC), an organization based in Western Massachusetts that builds the collective power of immigrants and workers. It illustrates how the PVWC practices participatory democracy and solidarity. The report also discusses the challenges facing its organizational structures and campaigns, including its Worker Committees, a decision-making body composed mainly of immigrant workers; Sanctuary in the Streets, a rapid response network against workplace abuse, the deportation apparatus, and hate crimes; and an ongoing campaign in solidarity with Lucio Peréz, an undocumented Guatemalan man who defied deportation and took sanctuary at a local congregation.

Modern forms of violations of dignity at work: Basic similarities and differences

The paper aims to analyze various notions that are often connected and considered within the concept of dignified work as modern forms of labour rights' violation. On this basis, we strive for a conceptual-applicative delimitation of the concepts of discrimination, workplace abuse, as well as sexual harassment at work in terms of exercising and protection of fundamental socio-economic rights. Violation of the dignity of human beings, i.e. workers is a general legal category that basically has a significant moral and ethical dimension, while standardizing the concepts of discrimination, abuse and sexual harassment and their clear concretization provides complete protection of fundamental rights. The solutions of domestic law and the need to de lege ferenda perform the necessary harmonization of various normative solutions in this area are especially pointed out.

Abusive supervision, co-worker abuse and work outcomes: procedural justice as a mediator

Purpose Based on the social exchange theory and the reactance theory, the purpose of this paper is to investigate the effects of workplace abuse from two sources. The study explores the linkage between abusive supervision and co-worker abuse on the targeted employee’s organizational commitment, organizational citizenship behavior and intention to quit as mediated by procedural justice. Furthermore, this study extends understanding workplace abuse consequences by investigating its effects on organizational citizenship behavior directed to individuals and organizational citizenship behavior directed to the organization. Design/methodology/approach To test the proposed hypotheses, a cross-sectional research design was used. The sample comprised 500 employees working in various private and public sector organizations in the Republic of Trinidad and Tobago. Using a split-sample approach, mediation analyses were performed on the test and validation samples. Findings The research results showed that procedural justice mediated the relationship between abusive supervision and affective and normative commitment, organizational citizenship behavior directed to individuals and intention to quit. Procedural justice was found to mediate the relationship between co-worker abuse and affective and normative commitment, and intention to quit. Originality/value This study extends previous academic studies on workplace abuse by comparing the effects of abusive supervision and the lesser researched source of co-worker abuse on the targeted employee’s organizational commitment, organizational citizenship behavior and intention to quit. It also reports on the effects of each source on an employee’s organizational citizenship behavior directed to individuals and organizational citizenship behavior directed to the organization, as there is limited empirical research within the workplace abuse literate on these two dimensions.