scholarly journals Blame It on Individual or Organization Environment: What Predicts Workplace Deviance More?

2020 ◽  
Vol 9 (6) ◽  
pp. 99
Author(s):  
Ivana Načinović Braje ◽  
Ana Aleksić ◽  
Sanda Rašić Jelavić
Keyword(s):  
Organizational Culture ◽  
Hierarchical Linear Modeling ◽  
Deviant Behavior ◽  
Organizational Factors ◽  
Working Environment ◽  
Linear Modeling ◽  
Workplace Behavior ◽  
Related Factors ◽  
And Gender ◽  
Deviant Workplace Behavior

Deviant workplace behavior is one of the widely present employee behaviors that create significant organizational cost, create an unhealthy working environment, and lead to various social and psychological job- and non-job-related consequences. Although various personality, situational, and organizational factors have been analyzed as instigators of such behavior, literature calls for a more comprehensive approach that analyzes interaction and mutual effects of different sources of deviant behavior. This paper explores organizational culture and individual personality as the antecedents of deviant workplace behavior. A multilevel perspective is applied in empirical research that was done on a sample of 251 employees from 11 organizations in Croatia. Results of our research and hierarchical linear modeling imply that individual-related factors, namely, age and gender, as well as personality traits, are greater predictors of both individual and organizational deviance as opposed to organizational culture.

scholarly journals Creating Sustainable Work Environments by Developing Cultures that Diminish Deviance

2019 ◽  
Vol 11 (24) ◽  
pp. 7031 ◽  
Author(s):  
Ana Aleksić ◽  
Ivana Načinović Braje ◽  
Sanda Rašić Jelavić
Keyword(s):  
Organizational Culture ◽  
Work Environment ◽  
Deviant Behavior ◽  
Competing Values ◽  
Workplace Behavior ◽  
Research Results ◽  
Deviant Behaviors ◽  
Healthy Environment ◽  
Market Culture ◽  
Deviant Workplace Behavior

Sustainable work environment creation seeks the development of a healthy environment that diminishes all forms of deviant organizational and interpersonal workplace behavior. This paper explores the role of organizational culture and values of organizational culture that help to create a sustainable work environment where the presence of deviant workplace behavior is least present. Using Cameron and Quinn’s Competing Values Framework and FOCUS questionnaires as the grounds for the taxonomy of organizational culture and Robinson and Bennett typology of deviant workplace behavior, this paper analyzed the effects of different organizational cultures and their dominant values on the level of occurrence of different forms of deviant workplace behavior. Empirical analysis was done on a sample of 251 employees, belonging to 11 organizations. The research results imply that an emphasis on market and hierarchy culture can be related with occurrence of deviant behaviors. Emphasizing market culture value “job clarity” can reduce deviant behavior, unlike an emphasis on market culture value “efficiency” that could increase the level of deviant behavior. The research results are compared with previous similar studies and discussed in terms of creating a sustainable work environment.

scholarly journals Individual and group antecedents of satisfaction: One lab- multilevel study

2016 ◽  
Vol 32 (2) ◽  
pp. 565 ◽  
Author(s):  
Isabel M. Martínez ◽  
Eva Cifre
Keyword(s):  
Hierarchical Linear Modeling ◽  
Self Efficacy ◽  
Work Group ◽  
Gender Diversity ◽  
Group Cohesion ◽  
Future Research ◽  
Linear Modeling ◽  
Level 1 ◽  
And Gender ◽  
Individual Self

<p>This study examines the simultaneous effect of individual (self-efficacy) and group variables (cohesion and gender diversity) on satisfaction. A laboratory study was conducted involving 373 college students randomly distributed across 79 small groups, who performed a laboratory task in about five hours. Two-level Hierarchical Linear Modeling (HLM) method was used. Results show the main effect from individual self-efficacy to satisfaction (both level 1), the cross-level effect from group cohesion (level 2) to individual satisfaction (level 1), and the interaction effect between self-efficacy and gender diversity to satisfaction. These results suggest that in a work group, satisfaction has a background in individual and group variables. Group cohesion and gender diversity have important effects on satisfaction. The article concludes with practical strategies and with limitations and suggestions for future research.</p>

The emergence of servant leadership and its effectiveness in bureaucratic organizations

2020 ◽  
Vol 41 (8) ◽  
pp. 1235-1249
Author(s):  
Jungin Kim
Keyword(s):  
Organizational Culture ◽  
Servant Leadership ◽  
Organizational Structure ◽  
Social Exchange ◽  
Hierarchical Linear Modeling ◽  
Social Exchange Theory ◽  
Positive Influence ◽  
Linear Modeling ◽  
Content Type ◽  
Bureaucratic Organizations

PurposeBy following the leadership theory, social exchange theory and social learning theory, we aimed to examine the conditions under which servant leadership (SL) develops in bureaucratic organizations and explore its influences on organizational culture and member behavior.Design/methodology/approachBased on a survey of the South Korean Army, this study conducted the hierarchical linear modeling (HLM) analysis to investigate the research model.FindingsWe found that SL was positively associated with formalized organizational structure and negatively associated with centralized organizational structure. Additionally, SL created a relation-oriented organizational culture (ROOC) and significantly enhanced battalion members' organizational commitment (OC). Furthermore, ROOC significantly mediated the relationship between SL and OC.Originality/valueThese results suggest that SL could emerge in both formalized and decentralized bureaucratic organizations. Moreover, SL appears to create an organizational culture that promotes collaboration, and such a ROOC seems to mediate the positive influence of SL on followers' OC.

What matters more? The impact of industry and organizational factors on organizational culture

2016 ◽  
Vol 54 (3) ◽  
Author(s):  
Anjali Chaudhry ◽  
Ling Yuan ◽  
Jia Hu ◽  
Robert A. Cooke
Keyword(s):  
Organizational Culture ◽  
Cultural Values ◽  
Human Resource ◽  
Hierarchical Linear Modeling ◽  
Design Methodology ◽  
Leadership Behaviors ◽  
Organizational Factors ◽  
Cultural Norms ◽  
Human Resource Practices ◽  
The Impact

Purpose Writings on organizational culture suggest that cultural values and norms are influenced by factors at the organizational, industry, and societal levels. While the effects of societal and organizational factors have been researched extensively, those of industry factors have not received commensurate attention. This paper investigates the relative importance of industry versus organizational variables in explaining the cultural norms reported by individuals within organizations. Design/methodology/approach The effects of two industry characteristics, (growth rate and research and development intensity) and two sets of organizational factors (leadership behaviors and human resource practices) on the strength of constructive, passive/defensive, and aggressive/defensive organizational cultural norms were investigated. Findings Results of hierarchical linear modeling (HLM) analysis of survey data from 3245 respondents in 424 organizations in twelve different industries revealed significant between-organization variation but no significant between-industry variation in the three types of cultural norms measured. Furthermore, while industry-level factors were unrelated to culture, significant variance in the culture measures was explained by leadership behaviors and human resource practices (use of rewards and fairness of performance appraisal). Research limitations/implications The strength of cultural norms and expectations within an organization evolve in response to attributes specific to the organization and do not necessarily reflect industry characteristics. The results indicate that organizations using surveys to assess their cultures may learn as much (if not more) by comparing their feedback to data on organizations across a spectrum of industries as opposed to organizations exclusively in their own industry. Originality/value Most of the frameworks developed to examine and describe the cultures of organizations delineate specific dimensions or types that are assumed to be relevant to all organizations regardless of the industries within which they operate. The purpose of this paper was to explore the validity of this assumption by investigating the relative impact of industry and organizational factors on organizational culture.

scholarly journals Exploring Types of Deviant Workplace behavior in a Public Organization in Malaysia.

2016 ◽  
Vol 10 (3) ◽  
pp. 2146-2155
Author(s):  
Malini a/p Sathappan ◽  
Dr. Zoharah Omar ◽  
Prof Aminah Ahmad ◽  
Prof Azimi Hamzah ◽  
Associate Prof Ismi Arif
Keyword(s):  
Law Enforcement ◽  
Deviant Behavior ◽  
Productivity Loss ◽  
Law Enforcement Officers ◽  
Public Organization ◽  
Workplace Behavior ◽  
High Turnover ◽  
Work Time ◽  
On Line ◽  
Deviant Workplace Behavior

Deviant workplace behavior among employees is becoming a universal issue at various organizations, not excluding enforcement agencies. Deviant behavior need to be studied by scholars to prevent detrimental effects such as jobdissatisfaction, intention to quit, stress, decreased productivity, loss of work time, high turnover rate and financial costs among employees. The purpose of this paper is to explore the types of deviant workplace behavior in the government sector in Malaysia. Data collection for the research was carried out by interviewing 14 law enforcement officers in Malaysia. This study involves various departments. The study found that there are various types of misconduct existing at the organization e.g. bribery, uninformed polygamy, drugs, on-line gambling, absenteeism, and lateness. This study also provided a framework on types of misconduct to the enforcement agency. 

scholarly journals Couples experiencing private life constraints to their career: understanding home-to-career interference from a couple's perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Silke Op de Beeck ◽  
Marijke Verbruggen ◽  
Elisabeth Abraham ◽  
Rein De Cooman
Keyword(s):  
Social Support ◽  
Life Satisfaction ◽  
Hierarchical Linear Modeling ◽  
Career Decisions ◽  
Private Life ◽  
Linear Modeling ◽  
Work Centrality ◽  
Content Type ◽  
And Gender ◽  
Relative Resources

PurposeThis paper examines home-to-career interference (HCI), i.e., the extent to which employees perceive that their private life has constrained their career decisions to date, from a couple perspective. Building on scarcity theory, the authors expect higher levels of HCI among couples that need more and have less resources and, within couples, among the partner who is most likely to take care of home demands. Therefore, the authors explore the role of children and social support as between-couple differences and gender, relative resources and work centrality as within-couple differences. Moreover, the authors examine how one partner's HCI is related to both partners' life satisfaction.Design/methodology/approachHypotheses are tested using hierarchical linear modeling and APIM-analysis with a sample of 197 heterosexual dual-earner couples (N = 394).FindingsAs hypothesized, employees in couples with more children and less social support reported more HCI. No support was found for within-couple differences in gender, educational level or work centrality. Next, HCI was negatively related to employees' own life satisfaction but not to their partner's life satisfaction.Originality/valueThe authors enrich the understanding of HCI by examining this phenomenon from a couple perspective and shed light on couple influences on career experiences.

scholarly journals Students’ mathematics achievement in Mindanao context: A meta-analysis

2020 ◽  
Vol 5 (2) ◽  
pp. 148-159
Author(s):  
Roar Abalos Callaman ◽  
Estela Corro Itaas
Keyword(s):  
Mathematics Achievement ◽  
Hierarchical Linear Modeling ◽  
Meta Analysis ◽  
Effect Sizes ◽  
Linear Modeling ◽  
Related Factors ◽  
Public And Private ◽  
Factors Affecting ◽  
Learning Attitudes ◽  
Multi Stage

Over the years, there have been several studies exploring the factors affecting mathematics achievement. However, no study, specifically in the Mindanao context has attempted to summarize or illustrate the model for these sets of studies. This study aims to analyze the overall effect size of the factors on the student’s achievement in mathematics. The causal-comparative research design was utilized to synthesize the existing research about the student-related, teacher-related, and school-related factors that have -greatly influenced students’ mathematics achievement. Through the use of a multi-stage sampling design, 200 existing studies were funneled down to 50 with 158 effect sizes which met the inclusion criteria coming from the different colleges and universities in Mindanao. To determine the significant factors be included in the model that significantly influence students’ achievement, Hierarchical Linear Modeling (HLM) was utilized. The findings revealed that the overall effect sizes have a small effect on mathematics achievement. On the other hand, mathematical skills, attitude, and self-efficacy are found to be the predictors of students’ mathematical achievement. Further, it was concluded that the type of school where the student is studying could cause significant variation in the effect sizes. It is recommended that educational institutions may review regularly the curriculum addressing the disparity of achievement between public and private schools. Also, teachers may utilize varied teaching strategies so that students would develop interest and positive learning attitudes towards mathematics.

Workplace Deviance

2020 ◽  
pp. 1-22
Author(s):  
Yuvika Singh
Keyword(s):  
Conceptual Framework ◽  
Deviant Behavior ◽  
Workplace Deviance ◽  
Common Goal ◽  
Workplace Behavior ◽  
Wide Range ◽  
Employee Behaviors ◽  
Deviant Workplace Behavior ◽  
Negative Acts

Deviant workplace behavior has become a most costly phenomenon as it includes a wide range of negative acts performed by the employees to harm the organization and its members. The workplace is a forum where employees are seen behaving in different productive manners in order to achieve a common goal. As people spend a lot of time interacting with each other at the workplace, some of the employee behaviors are unpredictable. That is why managing the behavior of employees is a major concern of authorities. Thus, the organizations wish to have employees who do not bring harm to the workplace but instead carry out tasks, duties, and responsibilities of their position. Such behavior that causes harm to the organization is undesirable and is considered to be deviant. This chapter will focus upon the conceptual framework of the deviant behavior at the workplace by discussing the constructive and destructive workplace behavior, antecedents of negative deviant behavior, and which factors trigger deviant behavior.

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