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.

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.

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

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.

Dark traits, social loafing and team member exchange: Who slacks and when?

Purpose This paper aims to examine the workplace team member self-reported social loafing (SL) in relation to the dark triad personality traits of Machiavellianism, narcissism and psychopathy. The moderating effect of team member exchange (TMX), a social contextual factor, on each proposed dark trait-SL relationship was also examined. A person X situation interactionist perspective was adopted. Design/methodology/approach American employees were recruited to complete surveys consisting of previously published, validated and reliable scales. Correlations and hierarchical regressions were used to test the study hypotheses. Findings As hypothesized, all positive dark trait-SL relationships were supported. TMX moderated the Machiavellianism-SL and psychopathy-SL relationships, as hypothesized. Unexpectedly, TMX was not found to moderate the narcissism-SL relationship. Originality/value Findings imply increased managerial monitoring costs when supervising employees with elevated levels of dark traits. This is especially so when workers are assigned to team tasks and SL is a concern. To alleviate loafing tendencies, the nurturing of high-quality TMX relations among employees with elevated levels of traits Machiavellianism and psychopathy likely moderates the positive Machiavellianism- and psychopathy-SL relations. The emerging SL literature that accounts for both personality and situation, the dark trait-deviant workplace behavior literature stream and research evidencing the ability of TMX to remedy problematic characteristic behaviors are all extended by the present research.

Announcement of formal controls as phase-shifting perceptions: their determinants and moderating role in the context of mobile loafing

PurposeMobile loafing, or non-work-related mobile computing, is deviant workplace behavior that can reduce productivity and increase cybersecurity risks. To thwart mobile loafing, organizations often adopt formal controls that encompass rules and policies. These formal controls can serve as a phase-shifting event. Phase shifting is a process where individuals reevaluate and revise their perceptions of the regulation of deviant behaviors. Despite the importance of understanding this process, little research has examined the announcement of formal controls as an impetus for phase shifting. The primary objectives of this study were to induce a phase-shifting perception in an organizational setting and explore its determinants and moderating role in the context of mobile loafing.Design/methodology/approachThe authors proposed and tested a model using two-wave data collected from 231 Amazon Mechanical Turk workers. To test the research hypotheses, they used covariance-based structural equation modeling and logistic regression.FindingsThe authors found that peer's mobile loafing and neutralization positively influence mobile-loafing intention before and after the announcement of formal controls. This research also shows that the higher an employee's neutralization, the likelier they perceive the announcement of formal controls as phase shifting. Also, the authors found that the moderating effect of phase-shifting perceptions functions in such a way that the relationship between T1 and T2 mobile-loafing intention is weaker when employees perceive the announcement of formal controls as a phase-shifting event.Practical implicationsThe authors’ results provide managers with useful insights into effectively using formal controls to mitigate employees' deviant behavior. To effectively use formal controls, managers should articulate formal controls that can trigger employees to revise their perceptions of counterproductive workplace behavior policies.Originality/valueThis study is one of the first in information systems research to empirically examine the announcement of formal controls as a phase-shifting event and explore its antecedents and moderating role in the context of deviant workplace behavior in general and mobile loafing in particular.

Servant leadership’s dimensions and deviant workplace behavior: Perspective at five-star hotels in Jakarta Indonesia

This investigation intends to figure out the implementation of servant leadership’s dimensions to deviant workplace behavior. The data utilized in this investigation is primary data, the content of a questioner filled by employees. The sample collection was carried out utilizing the purposive sampling technique and collected 213 samples. The techniques that were used to analyze this investigation are instrumental tests such as validity and reliability and multiple linear regressions with SPSS 25. Servant leadership variables have seven dimensions, which are emotional healing, creating value for the community, conceptual skills, empowering, helping subordinates grow and succeed, putting subordinates first, and behaving ethically. Deviations made against the company as violating existing norms and regulations will threaten the sustainability of the company. The results prove that all the dimensions of servant leadership have a negative significant effect on deviant workplace behavior. It shows that a great supervisor must find out the career objectives of a staff member. This can be accomplished by improving employees to stay to expand and improve, such as preparing practice, unique adventures in terms of ability to enhance personality-character to diminish employee aim to have deviant activities.

A new, established approach to managing misbehavior: system justification theory

PurposeThe status quo for managing deviant workplace behavior is underperforming. The current research offers a new approach for scholars and managers in approaching these misbehaviors. Namely, we outline how system justification theory, which holds that people are motivated to rationalize and justify the systems—including workplaces—to which they belong even when those systems disadvantage them or others, offers value in explaining and addressing the prevalence of such misbehaviors and contemporary failures in managing them.Design/methodology/approachThis conceptual research explores the situated role of onlookers to patterns of workplace misbehavior, like harassment. We explore existing scholarship on why and how onlookers respond to such actions, including cultural elements, and draw parallels between those accounts and the foundational concepts of system justification theory to demonstrate an unrealized theoretical overlap valuable for its immediate applications in research.FindingsThe current paper establishes clear links between system justification theory and efforts to manage misbehavior, establishing system justifications as freezing forces in the culture of a workplace that must be unfrozen to successfully implement strategies for managing misbehavior. Further, we describe how organizational onlookers to misbehavior are subject to system justifications, which limit prescribed means of stopping these patterns of wrongdoing.Originality/valueVery limited organizational scholarship has utilized system justification theory, despite calls for such applications. Given the existing shortcomings in scholarship and management approaches to workplace misbehavior, the current research breaks from the status quo and offers an established theory as a new way to approach these misbehaviors.