Deviant Behavior in Workplace

The purpose of the study is to explore the effects of multilevel identification sources on negative and positive deviant workplace behavior within the theoretical framework of social exchange and social identity theories. Data were collected from a survey of 425 participants working in different sectors in Turkey. Structural equation modeling was used to test the research model. Results showed that organizational identification is negatively associated with negative deviant workplace behavior and positively associated with positive deviant workplace behavior. In addition, it was found that organizational identification is more related to the organizational dimension of negative and positive deviant workplace behavior; on the other hand, relational identification is more related to the interpersonal dimension of negative and positive deviant workplace behavior within the target similarity model. However, no significant relationship between occupational identification and negative deviant workplace behavior was found.

ÖZ:
Bu çalışmanın amacı, çok düzeyli özdeşleşme kaynaklarının olumsuz ve olumlu iş yeri sapma davranışı üzerindeki etkisini sosyal mübadele ve sosyal kimlik kuramları çerçevesi kapsamında incelemektir. Veriler, Türkiye’de farklı sektörlerde çalışan 425 katılımcıdan anket yoluyla toplanmıştır. Araştırma modelini test etmek için yapısal eşitlik modeli kullanılmıştır. Araştırmanın bulguları, örgütsel özdeşleşmenin olumsuz iş yeri sapma davranışı ile olumsuz yönde ve olumlu iş yeri sapma davranışı ile olumlu yönde ilişkili olduğunu ortaya koymuştur. Ek olarak, hedef benzerliği modeli kapsamında örgütsel özdeşleşmenin olumsuz ve olumlu iş yeri sapma davranışının örgütsel boyutuyla; ilişkisel özdeşleşmenin ise olumsuz ve olumlu iş yeri sapma davranışının kişiler arası boyutuyla daha ilişkili olduğu tespit edilmiştir. Ancak, mesleki özdeşleşme ile olumsuz iş yeri sapma davranışı arasında anlamlı bir ilişki bulunamamıştır.

Aim(s) This study tested a moderated mediation model based on the hospital industry in Pakistan. Adopting the spillover theory, we examined whether negative emotions could mediate the association linking social undermining in families (i.e., negative judgments that prevent the maintenance of positive familial ties) to nurses’ deviant workplace behaviors (i.e., behaviors that disrupt the normal functioning of organizations), and whether neuroticism could moderate the association linking social undermining in families to negative emotions. Background Negative familial stressors can disrupt work‐related behaviors, but it remains unknown as to how negative emotions and personality traits can affect this family‐to‐work relationship. Method Temporally segregated survey data was collected from nurses (n = 325 dyads) working in the hospitals of Pakistan. Results Findings showed that social undermining in families triggered deviant workplace behaviors in Pakistani nurses through the mediating effect of negative emotions. High levels of neuroticism strengthened the association linking social undermining in families to negative emotions. Conclusion Our moderated mediated model showed that family‐related stressors can “spill over” to the workplace and disrupt employee behaviors under the mediating effect of negative emotions. The perception of family‐related negative emotions can also be increased among individuals with high levels of neuroticism. Implications for Nursing Management We recommend the establishment of social support networks and workshops for nurses to cope with the negative emotions they experienced from family and non‐work domains.