INVESTIGATING FACTORS AFFECTING EMPLOYEE WORKPLACE DEVIANT BEHAVIOR

Raashid Javed · Mudasra Amjad · Usman Yousaf Faqeer-Ul-Ummi · Rabia Abbas Baloch Syed Faheem Hasan Bukhari

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Job Satisfaction and Organizational Behavior Employee Performance and Management Cyberloafing and Workplace Behavior

Abstract

Copyright © 2014 ISSR Journals. This is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited. ABSTRACT: The purpose of this research is to investigate the impact of factors like personality factors, job factors, organizational factors, job burnout and work engagement on employee workplace deviant behavior. Moreover, this study also contributes to knowledge in the emerging literature on the subject matter of human resource management, organizational behavior and organizational development. The survey was conducted among three sectors of Pakistan, electronic, textile and sports where 170 questionnaires were distributed to the employees of these sectors. Structural Equation Modeling was used to examine the relationship among variables and to test the model, whereas AHP test was used to find the critical factors associated with this study. The personality factors, organizational factors, job burnout and work engagement are essential factors for the firm because these three factors have extremely vital effect on employee workplace deviant behavior. Personality factors like conscientiousness, trait anger and agreeableness were found to have a significant effect on job burnout. Similarly, personality factors like high level of conscientiousness and low level of trait anger enhance the level of work engagement which ultimately lowers the employee workplace deviant behavior. Organizational factors have significant impact on work engagement while job burnout has significant effect on employee work place deviant behavior. Work engagement impacts employee workplace deviant behavior. This study was limited to only three sectors of Pakistan

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References

2004Flow among music teachers and their students: The crossover of peak experiences 2003The Past, Present, and Future of Workplace Deviance Research 2004Toward a Dual-Process Model of Work-Home Interference 2008Consequences of Positive and Negative Feedback: The Impact on Emotions and Extra‐Role Behaviors 2005Core Self-Evaluations and Job Burnout: The Test of Alternative Models.2001Predictors of Employee Deviance: The Relationship Between Bad Attitudes and Bad Behavior 2010Counterproductive behaviour at work: an investigation into reduction strategies 2012An analysis of the causes and impact of deviant behaviour in the workplace. The case of secretaries in state universities

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