Keywords : Workplace deviance


The Conceptual Review on the Impact of Organizational Justice on Workplace Deviance and the Mediating Role of Psychological Contract Breach

Shuja Ilyas Chaudhary; Omar Khalid Bhatti; Huseyin Cipran; Ali Haider Bajwa

International Journal of Organizational Leadership, 2022, Volume 11, Issue 2, Pages 235-252
DOI: 10.33844/ijol.2022.60328

The prevalence of deviant behavior such as fraud, robbery, withholding effort, hostile acts, and sexual harassment in the workplace is a major problem for organizations. For good reasons, it is highly significant for executives and researchers to avoid deviant activity in the workplace. A recent report revealed that employees are found to be more involved than customers in deviant activities at the workplace. One in every fifteen employees steals from their employer.” The study finds that 33 to 75% of all workers have participated in deviant behaviors, and as many as 42% of women have been sexually abused at work. This article aims to analyze the phenomena of workplace deviance and destruction caused by workplace deviance in the form of huge psychological and financial losses to organizations. First, we discuss the need for research on workplace deviance, especially in the collectivistic culture, by reviewing previous studies from deviance literature. Next, we present the role of organizational justice in triggering workplace deviance. Then we also propose a new mediating variable in the form of a Psychological Contract Breach between Organizational justice and Workplace deviance. This paper also contributes significantly to the dimensions/facets of Organizational Justice. The presented theoretical framework can be useful for conducting future empirical research. Finally, we present the conclusion and future research in conducting cross-national research with respect to workplace deviance.

Linking workplace deviance and abusive supervision: moderating role of positive psychological capital

Basharat Raza; Alia Ahmed; Sabahat Zubair; Abdul Moueed

International Journal of Organizational Leadership, 2019, Volume 8, Issue 1, Pages 95-111
DOI: 10.33844/ijol.2020.60472

Workplace deviance is one of the undesirable behaviors which is responded by employees due to abusive supervision in the workplace. Abusive supervision is one of the crucial topics in the knowledge of the body of management literature. The employees display aggression and retaliation behavior against supervisor interpersonal mistreatment, and ultimately employees engage with deviant behavior. Psychological capital reduces the effect of workplace deviance in the presence of abusive supervision. This study presents a motivational model of how to decrease the effect of workplace deviance in the presence of abusive supervision. The total sample size was 300 pharmaceutical representatives, and simple random sampling technique was used. The structural equation modelling (SEM) technique was used, and the study found that psychological capital moderates the relationship between abusive supervision and employee workplace deviance. Practical implications give few reasons for abusive supervision and guidelines on how to reduce the influence of deviant behaviors and offer new directions for future research and report unexplored theoretical predictions.