This Thesis Has Been Submitted in Fulfilment of the Requirements for a Postgraduate Degree (E.G

This thesis has been submitted in fulfilment of the requirements for a postgraduate degree (e.g. PhD, MPhil, DClinPsychol) at the University of Edinburgh. Please note the following terms and conditions of use: This work is protected by copyright and other intellectual property rights, which are retained by the thesis author, unless otherwise stated. A copy can be downloaded for personal non-commercial research or study, without prior permission or charge. This thesis cannot be reproduced or quoted extensively from without first obtaining permission in writing from the author. The content must not be changed in any way or sold commercially in any format or medium without the formal permission of the author. When referring to this work, full bibliographic details including the author, title, awarding institution and date of the thesis must be given. Workplace Destructive and Constructive Deviance Behaviour in India and the USA: Scale Development, Validation, Theoretical Model Development and Testing. Kanimozhi Narayanan Submitted for the Degree of Doctor of Philosophy The University of Edinburgh 2017 Statement of original authorship In accordance with the University of Edinburgh Regulations for Research Degree, I hereby declare that this thesis has been conducted by myself, the work is my own and it has not been submitted for any other degree or professional qualification. To the best of my knowledge and belief, this thesis contains no other material previously published by any other person, except where acknowledgement has been made. A review paper was also published from the thesis. Narayanan, K., & Murphy, S. E. (2017). Conceptual Framework on Workplace Deviance Behaviour: A Review. Journal of Human Values, 23(2), 1-16. Signature: _____________________________________________________ Date: _________________________________________________________ 1 Abstract Workplace deviance behaviour has resulted in 20% of business failure and annual loss of $6-$200 billion in US organizations and it was found that 33% to 75% of employees engage in deviant activities like withdrawal, theft, production deviance, abuse of co-workers etc., (Coffin, 2003; Diefendorff & Mehta, 2007). In addition, several researchers have concentrated on constructive deviance that would benefit the organizations. Thus, deviance has been a topic of interest for many researchers. However, previous research on deviance behaviour has concentrated predominantly in the USA despite proof that Indian organizations are indeed affected by workplace deviance (Pradhan & Pradhan, 2014) and on destructive or constructive deviance. In addition, from the deviance perspective, surprisingly no study so far has examined the presence and effects of individualism and collectivism within the same culture at the individual level. To contribute towards the extant deviance literature and to fill in the aforementioned gaps, this PhD thesis develops and tests a model using social cognitive theory as a lens to determine the relationship between environment, personality and behavioural outcomes of an individual. It incorporates workplace destructive and constructive deviance in the same study with individualistic and collectivistic orientation of individuals as moderators in India and the USA. What is the relationship of organizational and individual determinants with workplace destructive and constructive deviance when individual cultural orientation acts as a moderator? For this purpose, this research first determines the various factors that will be considered in the model by reviewing previous research done on workplace deviance. It was found that organizational climate, though it contributes to deviance behaviour in the workplace, has not yet been extensively researched so, climate was one of the factors examined in the research. In addition and despite its importance, an individual witness perspective towards deviance is still in its infancy. What are the behavioural responses of an individual while being a witness to supervisor, organizational, co-worker involvement in workplace destructive deviance? Therefore, the present study extended, developed and validated a construct to define and measure the witness behaviour towards workplace deviance behaviour using the theory of planned behaviour as its theoretical lens. This construct formed the second factor to be included 3 in the model. This research makes use of the multi-strategy research paradigm that consists of two main studies: Study 2, 3 and 4 involves the development and validation of the witness behaviour towards workplace deviance scale; Study 5 involves the development and testing of a theoretical framework. Study 2 to 4 made use of a mixed methods strategy and inductive approach where the results from analysing the qualitative one-to-one interviews conducted in India and the USA formed the basis of scale construction. The scale, after undergoing rigorous analysis by using the quantitative data collected from India and the USA, resulted in a two-dimensional self-serving and intervening behaviour 9-item measure that proved to be a universal construct. It was then validated for construct, discriminant and predictive validity to classify it within the nomological network. It was found to sit closer to the phenomenon of voluntary behaviours, thus contributing to deviance and scale development literature. Study 5 involved the development of a conceptual framework that was tested with the quantitative data collected from India and the USA. The results provided support that when an individual has high organizational climate experience as well as more self-serving and less intervening behaviour, he/she would be involved in more constructive and destructive deviance behaviour providing support that organizations should focus on these factors and a clear distinction should be made between negative and positive deviance accepted within the organization. The results also provided support that individualistic and collectivistic orientation of an individual did moderate the effect of organizational climate, self-serving and intervening behaviour with destructive and constructive deviance. Therefore, an individual’s orientation to individualism and collectivism would influence the relationship of organizational climate and witness behaviour towards workplace deviance so that organizations may benefit from implementing the study findings and suggestions. This would then prevent individuals from becoming involved in destructive deviance and enhance their involvement in constructive deviance. Thesis Summary Workplace deviance behaviour has resulted in 20% of business failure and annual loss of $6-$200 billion in US organizations. It is a subject of concern between 4 researchers of human resource management and organizational behaviour as it contributes to psychological, sociological and economic implications in the organization. The two main categories of workplace deviance behaviour are positive and negative deviance behaviours. The thesis begins with a review of literature on workplace deviance, highlighting the variation in the research findings. The thesis continues with an illustration of the various terminology used in deviance literature within the organizational context. The theories that have been extensively used in deviance, the need for research and gaps are then discussed. This is followed by the development and validation of the Witness behaviour towards the workplace deviance (WBTWD) scale, which was focused on answering two main questions: Firstly, what constitutes individual behaviour towards deviance? And secondly, to what extent do supervisor, organizational and co-worker behaviour as well as personal belief influence an individual behavioural response to organizational and interpersonal deviance? A new 9-item scale of Witness behaviour towards the workplace deviance (WBTWD) was developed from Study 2 (n=28 semi-structured one-to-one interviews) and further validated in study 3 and 4. Study 3 consists of exploratory factor analysis (EFA) (n= 202 India (Sample 2a), n=233 USA (Sample 3a)) and confirmatory factor analysis (CFA) (n= 202 India (Sample 2a), n=350 USA (Sample 3b) and Study 4 consists of Construct and Criterion-Related Validity (n=233 India (Sample 4), n=222 USA (Sample 5)). Study 5 deals with a multigroup model that is tested in India (n=404) and the USA (n=583) via Amos 22.0 using structural equation modelling (SEM) analysis. The results of the hypothesised model along with the theoretical and practical contribution of the model are discussed. The final chapter provides an overall discussion along with the implication and future directions of the research. 5 Dedication To my husband, Mr. Narayanan and kids, Aadhi and Yatra 7 ACKNOWLEDGEMENTS I would like to express my sincere thanks to many individuals without whom this would not have been possible. First, my husband who has been the mastermind behind my PhD journey and for all that he has done for me these past four years. Then, my mother (Mrs. Suguna) and my mother-in-law (Mrs. Chandrika) for all the sacrifices they have made to support and comfort my kids and me during my PhD. Thanks to my father (Mr. Ramamoorthy) and my father-in-law (Mr. Veeraraghavan) for trusting me and looking after the family for me in my absence. Special thanks also to my sister (Mrs. Krishnapriya) for always boosting my spirits and believing in me when I did not. I would like to express my sincere thanks to my supervisor Dr. Susan E Murphy for her support and guidance throughout

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