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Workplace Deviance: a Conceptual Framework

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Workplace Deviance: a Conceptual Framework International Journal of Recent Technology and Engineering (IJRTE) ISSN: 2277-3878, Volume-8 Issue-4, November 2019 Workplace Deviance: A Conceptual Framework V. Utkarsh, T. Ravindra, N. Ananta Abstract: Workplace Deviance defined as a planned, organizational cynicism [9], Workaholism [10]. As per [11], purposeful, and hateful attempt to disrupt an organization by workplace deviance classified into two parts, constructive causing problems in the workplace. Workplace Deviance splits and destructive deviance, respectively. Constructive into two parts i, e Interpersonal Deviance (ID), and deviance leads to when employees sufficiently motivate to Organizational Deviance (OD), respectively. ID is that which perform for an organization, whereas destructive deviance attempts to harm relationships through activities like lying, gossiping, and apportioning blame, and OD relates to lateness or involved purposely engages in behavior that harms theft of equipment. The present aim of the study is to observe vast organizational as well as individual are potential. [12] literature existing online databases globally in the workplace Affirmed that 33 to 75 percent employee engages in deviant deviance by systematically analyzing the empirical studies of the activities. In western countries, research on WDB is an last 30 years. In India, minimal research has done in the area of integrity area, to understand various antecedents and deviant behavior. The purpose of the present study has tried to is consequences of deviant behavior and its impact on a significant amount for organizations. Vast research is going on organizational commitment and productivity. According to in the American continent to find out workplace deviance [13], workplace deviance resulted in a 20 percent cause of antecedent and try to minimize the effect at an organizational company failure and an annual lump sum loss of $6-10 level. The method used in the present paper is constructed on secondary sources, and with the help of the VOS software online billion in organizations like said above, WDB is burning database of a web of science, a systematic review of workplace topic in western countries, but in the context of Asian th deviance has done and framed a conceptual model for further countries, it is shallow. As per the 14 global fraud survey, empirical research. After a comprehensive study researcher high numbers of Indian employees reported misconduct in identified various antecedents of workplace deviance, such as job their present organization. Fraud, sabotage, theft, rude satisfaction, organizational justice, job design, and abusive behavior, information theft is supposed to be increasing in supervision, are the main variables often used by researchers? the Indian workplace. Workplace deviance directly impacts Previous research has done on destructive deviance instead of an organization, comprises higher employee turnover and constructive deviance. In recent trends, counterproductive absenteeism, and decreased employee commitment and behavior and psychological factor needed to study This study shows that organizations should discourage deviant workplace productivity, [14] [15]. Deviance behavior can also be behavior by providing ethical organizational climate and conducted toward organizations as well as individuals. The practicing conducting proper counseling, refresher program for employee who is facing such deviant behavior is a move employees; also, an organization should form a personality likely to resign, low motivated towards the job, feel stress assessment program at regular intervals to avoid individuals with on the job station, which will eventually lead them to low negativity personality characteristics. In this context, relatively confidence, increase fear of retrenchment, and to suffer few studies have presented a thorough review of the literature. psychological problems [16]. Workplace deviance behavior The current study frames a robust conceptual framework for the categorized into two parts positive and negative deviant investigators and researchers by examining the vast essay on behavior. Harmful behavior can also be termed as antisocial workplace deviance in Indian organizations. Index Terms: workplace deviance, organizational justice, job behavior, counterproductive behavior [17] misbehavior, design, antecedents, India whereas positive behavior considers as pro-social behavior or whistleblower. I.INTRODUCTION II. RESEARCH DESIGN In today's organization, Workplace Deviant Behavior (WDB) is a critical problem among employees [1]. They A. Need For The Study classify deviance into two types, namely, minor and severe Workplace deviance has critical offense in organization deviance; and interpersonal vs. organizational deviance. nowadays as organizational has faced huge losses due to Minor deviant behavior includes go slow, showing deviant behavior in term of financial, productivity, and favoritism, leaving the office early, whereas severe behavior efficiency. The study of workplace deviance provides an includes accepting kickback, stealing the assets of the opportunity for an organization to reduce deviant behavior company, and endangering co-workers [2]. Deviant at the workplace. Although many studies have done on behavior might also consist of abusive supervision workplace deviance, none of them has given a broad advantage [3], moreover the term workplace deviance, there overview of the state of workplace deviance, and different are various term used to donate WDB such as an ethical variables explored by different researchers, through review climate [4], workgroup structure [5] work stress [6] literature researchers developed a conceptual model using organizational justice [7] and anti-social behavior [8], database of web science and VOS software. Revised Manuscript Received on November 15, 2019 Utkarsh Kumar Verma, Ph.D. Research Scholar, MNNIT Allahabad Dr. Ravindra Tripathi, Associate Professor, MNNIT Allahabad Ananta Narayana, Ph.D. Research Scholar, MNNIT Allahabad Published By: Retrieval Number: D9784118419/2019©BEIESP 12355 Blue Eyes Intelligence Engineering DOI:10.35940/ijrte.D9784.118419 & Sciences Publication Workplace Deviance: A Conceptual Framework B. Objectives Arthur, J. B. Incivility and HR plays a (2011). aggressive vital role in The specific objectives of the study are: interpersonal Behavior maintaining a To provide an update and vast review of workplace at the workplace healthy deviance; environment an To understand the latest trends of different research organization, aspects prevailing in the field of workplace and teamwork deviance related to the implementation of new help an individual to approaches through academic papers. achieve their To find out those variables, which is the least work goals associated with workplace deviance. Bennett, R. J., & Interpersonal deviance The scale was Robinson, S. L. developed to C. Sources and Methodology (2000) understand the interpersonal For the current study, the researcher has examined deviance and a detailed review of the existing empirical organizational literature. To know the existing empirical literature deviance. available in a global database related to workplace deviance. The researcher used a web of science databases Baharom MN, resistance,dysfunctional The study related to workplace deviance and examined Sharfuddin highlighted literature. MDKB, Iqbal J that personal (2017) behavior and non- information is The researcher used a Virtual operating system complaint behavior valid and (VOS) software to develop a conceptual framework (Puffer)worker reliable to for workplace deviance. evaluate deviant The researcher categorized data into three parts on Workplace network-based, density-based, and overlay based. behavior. Though using VOS software also categorized into Chernyak-Hai, L., married men and The study countries, years, and citation wise Kim, S. K., divorced women showed that &Tziner, A. the married III. REVIEW OF THE LITERATURE (2018) couple involved in Authors Research Focus Finding more deviant behavior /Years instead of a divorced couple. Ahmad, A., & Abusive control, work- The model Omar, Z. (2013) family interface describes that ChaiyasetPromsri., Organizational Lower middle abused Saudi J. (Jan effectiveness and management employees 2018) performance employees are generally avoiding experience involved in more work- deviant family conflict behavior as as compared compared to to other the executive employees; if level of their demands employees. not fulfilled by an organization, then they tend to involved in deviant behavior. Aleksic, A., Personality traits Results &Vukovic, M. external and showed that (2018) organizational personality leadership traits moderate deviant behavior; it is very from employee to employee. Published By: Retrieval Number: D9784118419/2019©BEIESP 12356 Blue Eyes Intelligence Engineering DOI:10.35940/ijrte.D9784.118419 & Sciences Publication International Journal of Recent Technology and Engineering (IJRTE) ISSN: 2277-3878, Volume-8 Issue-4, November 2019 Chiu, S. F., & Peng, J. C. Psychological The finding Grasmick, H. G., & Socially imposed Power of (2008) contract breach of the study is Kobayashi, E. (2002). shame and the that apparent employees inefficacy of engaged in embarrassme deviant nt as behavior inhibitors of when they deviance, it perceived the cannot be perception of explained as an employer methodologic against him. al artifacts. Dirk De Counterproducti A Clercq, InamUl Haq, Muham ve work Machiavellian mad Umer Azeem behavior,
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