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

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.

Role of Gender in Counterproductive Work Behavior

Deviance at the workplace is the displaying of counterproductive work behavior by the employees that includes in its ambit a set of behavioral activities that jeopardize, sabotage, and undermine the motives, goals, objectives, and interests of the organization at large. The present study makes a modest attempt to study the occurrence of negative deviance in the banking sector through the use of Counterproductive Work Behavior Checklist (CWD-C). The choice of this particular sector has been motivated by the researchers' academic interest and due to the presence of limited number of empirical studies in this area. Further, the study aims to identify the role of gender with regard to the occurrence of counterproductive work behavior among the bank employees. The results of the study point out female bank employees were found to be engaging in abuse and theft significantly more than the male employees, while the men were found to be significantly more likely to commit production deviance than their female counterparts.

A Cross-Cultural Review of Workplace Deviance Research

In the last two decades, workplace deviance becomes one of the most important topics to understand negative behaviors at work. However, many of the studies that examine deviance take a universal perspective and undermine cross-cultural differences. To address this gap, this chapter focuses on cross-cultural differences and its relationship with deviant workplace behaviors. The authors claim that cross-cultural differences can play an important role as an antecedent and/or moderator variable in influencing deviant behaviors. In order to discuss these effects, they first summarize recent developments in individualism-collectivism, tightness-looseness, and honor cultures. Based on their interpretations, target-oriented deviance might be highly contextualized in collectivist cultures, form of deviance and contents of deviance could be different from honor to dignity cultures. In addition, deviant behaviors as responses to specific events might differ whether a person belongs in a tight culture or not. The implications of our arguments and future research directions are discussed.

A Review Study of the Effects of Personality Traits on Destructive and Constructive Deviance

There are two streams of behavior—negative and positive—that have the same baseline (i.e., departure from norms) leading to deviant behavior, but these are not integrated. Constructive deviants are employees who break the rules and norms but intend to benefit the organization. They lead to violation of norms but also to positive impact on organizational growth. The author discusses the types of behavior that help the organization in achieving the goals and explore the causes or factors that relate to constructive deviance. Also, dysfunctional behavior like workplace aggression leads to destructive workplace deviance and will be explained with their impact on organization working. The occurrence of destructive deviant behavior imparts a chain of worrying negative outcome in the workplace. The author will provide an integrated approach that is how one type of deviance is related to another type of deviance in the workplace. The author has explained the existence of relationship between employee personality traits and workplace deviant behavior.

An Investigation of the Relationship Between Favoritism and Workplace Deviance

In today's human resource management practices, it is aimed to recruit skillful employees who will work hard to increase organizational performance. Notwithstanding this, patronage is observed as a big problem in today's organizations. Discrimination in organizations accordance with blood and friend relations harm employees' justice perceptions. It is well known that financial cost of workplace deviance in organizations increase with the negativity in the work environment. In this perspective, organizations need to reveal the antecedents of workplace deviance to minimize its impacts on the financial and operational performance outcomes. Reference to the literature, it is aimed to reveal the relationship between favoritism and workplace deviance in this study. It is also goaled to obtain mediation role of negative emotions in this relationship. For these purposes, theoretical framework was investigated, and research model was tested with the statistical analysis.

Exploring the Interplay Between Deviance and Loneliness at Work

Deviance and loneliness at work are two constructs, the public interpretation of which locates them as social and economic problems that risk wellbeing and productivity at work. In line with the dominant framing of these two concepts, the authors first examine the overlap between them, explicating how and why deviance and loneliness may be similar. Through exploration of academic evidence and framing of both concepts, they provide a typology of deviance and loneliness that flesh out both destructive and constructive interpretations of the two concepts with a view to identify behavioral patterns at their intersection.

Workplace Deviance

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.

Organizational Parasites

The efficient work of the employees is important for the adaptation of the business to the rapidly changing environmental conditions. Businesses should identify the factors that affect employee productivity and emerging threats because the efficient level of performance and the measurability of this output lead to rational use of the resources. Employees who do not fulfill their duties and responsibilities in the organization and take a share from the group product may lead to deviations in reaching the targets set by the organization. Justice in the organization, trust, the deterioration in the values may adversely affect the process. The existence of such employees is the indicator of parasitic relations in organizations. In literature, the number of applied studies is limited. The strength of the study is to provide a detailed evaluation and measurement tool in the subject of parasitism in organizations. The scale of parasitism was developed with self-directed and community-directed dimensions consisting of 20 statements and was validated by EFA, CFA, and reliability analysis.

Promoting Constructive Deviance as an Antidote to Organizational Stress

Constructive deviance has grabbed the attention of many firms as a more valuable research area. The potential for research in this area is huge as more researchers are actively contributing towards this topic. In this chapter, the authors aim to explore the impact of occupational stress on constructive deviant behavior among sales professionals by employing the general strain theory. Prior research has indicated sales profession to be highly stressful. The literature on stress suggests that stress doesn't only lead to negative impact on organizations, but it can be beneficial too. In this descriptive cross-sectional study, the sample included 247 sales professionals working in various firms in Delhi NCR. All of the participants were chosen by random sampling method. It has been found that stress has a significant impact on constructive deviant behavior among sales professionals. The implications and limitations of these findings are discussed.

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.