- مبلغ: ۸۶,۰۰۰ تومان
- مبلغ: ۹۱,۰۰۰ تومان
Purpose – This paper aims to propose an integrated conceptual framework depicting the antecedents of workplace deviance. This framework demonstrates three broad categories of antecedents of workplace deviance incorporating individual, interpersonal and organizational antecedents. The identified antecedents were later ranked in the order of their impact on workplace deviance. Design/methodology/approach – PRISMA diagram was used to conduct the systematic literature review and identify the antecedents of workplace deviance. The identified antecedents were later ranked using analytic hierarchy process (AHP). For AHP, data were collected from 20 HR managers and academicians employed in various Indian organizations and institutes. Findings – This study identified three categories of antecedents of workplace deviance, namely, organizational, interpersonal and individual antecedents. Results of AHP indicated that organizational antecedents have the most significant role in overcoming workplace deviance (18.92 per cent), which was followed by individual (1.47 per cent) and interpersonal level antecedents (1.28 per cent). Practical implications – This study posits that organizations should avoid unfavorable exchange with its employees by providing suitable organizational and interpersonal practices and by conducting ethical programs and workshops to discourage deviant practices. Moreover, organizations should conduct integrity tests, personality assessment tests to avoid individuals with negative personality characteristics. Originality/value – This study adds to the literature on workplace deviance by identifying and classifying all the proposed antecedents of literature in an integrated framework. Moreover, this study used techniques of PRISMA and AHP, which represents novelty in the literature of workplace deviance.
Employees view organization as a living entity because it has responsibility for the actions of its members, enacts policies and norms and exerts power. Therefore, organizational implementation of various policies and practices promote or suppress deviant behavior among employees. This study proposed an integrated conceptual framework for antecedents of workplace deviance. This model classified the antecedents into three broad categories, namely, individual, interpersonal and organizational measures of which organizational and interpersonal measures are under the control of organizations, but individual measures are beyond the organizational control. However, organizations can avoid the negative impact of individual level antecedents by carefully recruiting the candidates through proper implementation of organizational policies including human resource planning and job design.
The proposed conceptual framework is consistent with the theoretical model proposed by Alias et al. (2013) in Malaysian context, who classified the determinants of workplace deviance into individual, organizational and work-related factors. Similarly, O’Boyle e et al. (2011) proposed a multilevel model of antecedents of workplace deviance, which incorporated individual, group and organizational antecedents. But, both these abovementioned findings were solely based on the literature review and lacks empirical validation. Thus, to overcome this gap, the current study proposed an integrated conceptual framework using the AHP approach. AHP is a theory of measurement through pairwise comparisons and relies on the judgments of experts to derive priority scales. It is these scales that measure intangibles in relative terms. The comparisons are made using a scale of absolute judgments that represents, how much more one element dominates another with respect to a given attribute. Thus, AHP obtains better consistency in the qualitative responses or judgments.