Deviant workplace behavior

deviant workplace behavior questionnaire

Literature review 2. Some other examples include showing up late for work, calling in sick when in perfect health, sneaking out early or taking long lunch or coffee breaks.

Workplace deviance: its definition, its manifestations, and its causes.

Distributive justice , on the other hand, considers the actual decision. The first type, organizational deviance OD , refers to deviant behaviors targeting the organization such as theft, sabotage, coming to work late without permission, or putting little effort into work; they see property and production deviances as both targeting the organization and labeling this organizational deviance. Hence, we developed our other hypotheses as follows: H1. Research hypothesis There are significant differences between the primary and high schools with regard to workplace deviance. Workplace deviance may be viewed as a form of negative reciprocity. In total, people are the sample size of study that are divided into of managerial employees in the primary schools and 63 of managerial employees in high schools at civilization cities at Dakahlia region; the study did not include schools in village counties. Gossip ceases when people refuse to listen, stop spreading rumors themselves and encourage others to go to the appropriate person and address situations head-on. First step is that commitment is destroyed and employees stop caring about the welfare of the employer. Employees who are actively engaged in gossip sessions can have a negative impact on employee morale.

Supervisors who are partial towards one employee over another or prevent deserving employees from career advancement are also guilty of committing a deviant act. Distributive justiceon the other hand, considers the actual decision.

deviant workplace behavior pdf

DeVore insists that workplace deviance related to any intentional behavior on the part of an organization member is viewed by the organization as divergent and contrary to its valid or legitimate interests. A worker may spread false rumors or gossip about another in an effort to gain promotion or more favorable work assignment.

Deviant workplace behavior quizlet

When his or her expectations are not met, the employee may "perceive a psychological contract breach by their employers". Distributive justice , on the other hand, considers the actual decision. Resentment among co-workers and departments ensues and communication stops. Two hundred thirty-nine of the questionnaires were returned, females and males participated, of these were managerial employees in primary schools, and 51 of these were managerial employees in high schools at civilization cities. Procedural justice is concerned with how the decision-making process was made. Organization-directed deviance might include, for example, vandalism, theft, or sabotage. Strategies used for backstabbing include dishonesty , blame or false accusation , discrediting others and taking credit for another's work. Production deviance All behaviors in which deviant employees partake ultimately have a negative impact on the overall productivity of the organization. Property deviance is where employees either damage or acquire tangible assets without authorization [ 21 ]. Holding the employee at high esteem by reminding them of their importance, or setting up programs that communicate concern for the employee may also strengthen employee commitment. Research hypothesis There are significant differences between the primary and high schools with regard to workplace deviance. According to Bolin and Heatherly, [5] "dissatisfaction results in a higher incidence of minor offenses, but does not necessarily lead to severe offense". In other words, they feel the need to misbehave in ways that will benefit them [ 21 ].

Despite many similarities, several critical components distinguish deviant behaviors from other constructs. Property deviance is where employees either damage or acquire tangible assets without authorization [ 21 ].

what is workplace deviance explain
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Deviant workplace behavior