Investigating the non-work antecedents of workplace deviance

Figures & data

Figure 1. Workplace deviance typology.

Source: Robinson and Bennett’s (1995)

Table 1. Summary of workplace deviance antecedents

Authors	Nature of Study	Antecedents of study	Outcomes of study
Dalal (2005)	Meta-analysis	Job Satisfaction, Organizational Commitment Conscientiousness, Organizational Justice	All proposed antecedents have a negative association with workplace deviance.
Hershcovis et al. (2007)	Meta-analysis	Interpersonal Conflict, Distributive Injustice, Negative Affectivity, Procedural Injustice, Job dissatisfaction	The results show that organizational deviance has a positive relationship with job dissatisfaction. Further, an insignificant association between negative affectivity and procedural injustice was found in this meta-analysis.
Bennett and Robinson (2003)	Systematic Literature Review		Workplace deviance is a reaction to experience/s, reflections of one’s personality, and an adaptation to the social environment
Chernyak-Hai et al. (2019)	Quantitative Study	Gender and Marital Status; Married Men and Divorced Women	Results stated that married couples are more involved in deviant behavior as compared to divorced women.
Kluemper et al. (2015)	Quantitative	The Big Five and Self-Rated Workplace Deviance	Outcomes highlighted that conscientiousness and agreeableness are antecedents of workplace deviance.
O’Boyle et al. (2012)	Meta-analysis	Machiavellianism, Narcissism, and Psychopathy	Results show a positive and significant effect on workplace deviance.
Aleksic and Vukovic (2018)	Quantitative study	Personality Traits	Results displayed that the personality traits moderate deviant behavior; they vary from one employee to another employee.
Sudha and Khan (2013)	Quantitative study	Big Five and Motivational Traits	Outcomes show significant differences in public as well as the private sector employees concerning workplace deviance happenings.
Golparvar and Nadi (2011)	Quantitative study	Islamic Work Ethics, Organizational Loyalty (Mediator)	Results stated a negative relation with workplace deviance.
Mat and Naser (2012)	Quantitative study	Workplace Spirituality: Conditions for Community, Meaning at Work, Work Unit Community	Outcomes of the study show a negative relation of workplace deviance and meaning at work, as well as work unit community.
Radzali et al. (2013)	Conceptual study	Emotional Stability, Moderator Religiosity	Reported a negative relationship with workplace deviance.
Piquero and Moffitt (2012)	Quantitative study	Childhood Conduct Problems, Childhood Low Level of Self-Control, Income and Job Characteristics	None of the childhood factors matter in female deviance at the workplace but they do account for male workplace deviance.
Tuzun and Kalemci (2018)	Quantitative Study	Organizational Justice Appraisal Practices.	Results concluded that unequal performance appraisal practices lead to employee deviant behavior.
Mat and Naser (2012)	Quantitative Study	Workplace Spirituality, Meaning at Work, Work Unit Community	Results show a negative relation between meaning at work and work unit community.
Rahim et al. (2014)	Quantitative study	Spirituality	Outcomes show a negative relationship between spirituality and workplace deviance.
Bhatti (2015)	Quantitative research study	Islamic Piety (Taqwa)	Results display a negative relationship between Islamic piety and workplace deviance.
Oh et al. (2011)	Quantitative Study	HEXACO Personality Model	Outcomes show that extraversion strengthens the relationship amid (low) honesty-humility and workplace deviance.
OLASUPO and FAGBENRO (2018)	Quantitative Study	Workplace Discrimination, Perceived Competency	Results highlighted that workplace discrimination has a significant positive relationship with deviant workplace behavior.
O’Neill and Hastings (2011)	Quantitative Study	Big Five Factors, Risk Taking, Integrity	None of the Big Five traits are found to be strong antecedents of workplace deviance.
Golparvar and Nadi (2011)	Quantitative study	Islamic Work Ethics and Organizational Loyalty	Islamic work ethics are negatively connected to workplace deviance, whereas organizational loyalty mediates this direct relationship amid Islamic work ethics and workplace deviance.
Arshadi and Piriaei (2012)	Quantitative study	Interpersonal Trust, Trustworthiness, Trust propensity	Results showed a negative direct or an indirect influence of trustworthiness and trust propensity towards workplace deviance.
Chirasha and Mahapa (2012)	Qualitative study	Factors contributing to Workplace Deviance	Workplace deviance negatively impacts both organizational performance, and individuals’ morale and motivation.
Radzali et al. (2013)	Conceptual research study	Gender and Emotional Stability, Religiosity (Moderator)	Results were found to be a negative relationship with workplace deviance.
Sulaiman and Bhatti (2013)	Qualitative study	Spirituality	Findings show a negative association of spirituality with workplace deviance.
Chen et al. (2018)	Quantitative Research study	Service Climate, Ethical Values, and Individual Characteristics	The result revealed all variables significantly predict workplace deviance.
Hashim (2013)	Quantitative Research study	Human and Work Spirituality, Integrity	Results highlighted a negative relation amid counterproductive and workplace deviance.

Table 2. Respondents profile

Empirical Material respondent Number (EMI)	Gender	Experience	Designation	Sector
EMI1	Male	15 years	Senior Accountant	Private
EMI2	Female	30 years	Principal	Public
EMI3	Female	9 years	Coordinator	Private
EMI4	Male	2 years	Lecturer	Public
EMI5	Male	4 years	Credit Manager	Private
EMI6	Female	2 years	Teacher	Private
EMI7	Male	4 years	Auditor	Private
EMI8	Male	5 years	Customer relationship officer	Public
EMI9	Female	4 years	Head Teacher	Private
EMI10	Female	9 years	Office in charge	Private
EMI11	Male	2 and a half years	Lecturer	Public
EMI12	Male	17 years	Accountant	Public
EMI13	Female	4 and a half years	Banker	Private
EMI14	Male	6 years	Coordination Manager	Public
EMI15	Female	6 years	Junior officer	Public
EMI16	Male	3 years	Lab engineer	Private
EMI17	Male	13 years	Factory work	Private
EMI18	Male	7 years	IT Manager	Private
EMI19	Female	14 years	Coordination Manager	Private
EMI20	Female	6 years	Teacher	Public
EMI21	Female	19 years	College Head	private
EMI22	Male	10 years	Marketing Manager	Private
EMI23	Female	4 years	HR Manager	Private
EMI24	Male	10 years	Principal	Public
EMI25	Female	5 years	Banker	Public

Figure 2. Commuting factor as a non-work antecedent of workplace deviance theme 2: social factors as a non-work antecedent of workplace deviance.

Table 3. Commuting factor theme

Theme 1: Commuting Factor as a Non-Work Antecedent of Workplace Deviance
EMI	1^stOrder Concept	2nd Order Concept	Aggregate Dimension
EMI 1	Excess travelling time creates frustration in me	Road Hindrances	Commuting factor
EMI 3	City over traffic and roads issues irritates me
EMI 4	Long driving time/hours make me annoyed
EMI 6	Road construction barriers divert my mood
EMI 7	A lot of traffic hindrances make me burnout
EMI 8	Construction barriers reduced the travelling speed
EMI 23	Road/traffic barriers waste my time resource a lot
EMI 2	Other drivers’ non-serious attitudes cause accidents	Traffic Discipline
EMI 5	Roadside accidents cause mental disturbance
EMI 9	Lack of public awareness about traffic discipline causes frustration
EMI 10	Underage youngsters’ driving behavior cause accidents
EMI 13	Lack of traffic awareness causes accidents/deaths
EMI 14	Violation of traffic rules resulted in problems for other citizens
EMI 15	Lack of traffic laws information among road users is the biggest problem
EMI 12	Other road users miss behavior creates aggression	Conflict Behaviour
EMI 16	Bad manners of other drivers are a cause of my rude behavior
EMI 18	Rude gesture originates dispute with other drivers
EMI 21	Conflict with other driver makes me annoyed and divert my attention
EMI 24	The vulgar language of other drivers makes me harsh
EMI 25	Absence of traffic responsiveness cause dispute among drivers
EMI 11	Waiting situation in heavy traffic hours make annoyed	Over Speeding
EMI 17	Often, I over speed to reach the workplace on time
EMI 19	Sometimes I drive very fast to reach early
EMI 20	Sometimes I drive through traffic lights
EMI 22	Sometimes I ignore the speed limits

Figure 3. Social Factors as a Non-Work Antecedent of Workplace Deviance.

Table 4. Social factor theme

Theme 2: Social Factors as a Non-Work Antecedent of Workplace Deviance
EMI	1^st Order Concepts	2nd Order Concepts	Aggregate Dimension
EMI 1,3,4,5,7,8,12	Often I remain conscious of my family demands at work that divert attention from work	Family-work Conflict	Social Factors
EMI 2,6,13,24	Sometimes peer dispute/conflict makes my job more hectic
EMI 9,20	Family separation matters make me feel alone
EMI 11,19	Loss of a family member affects my energy level or mental wellbeing
EMI 10,14,17	Change in marital status/responsibilities affect my other work activities
EMI 16, 22	Often my work performance suffers because of my family commitments
EMI 18, 15,21	Family responsibilities are hindering my work activities.
EMI 1,9,15	I feel upset/alert at work if something unexpected happens in my social life	Disturbed Social Relations
EMI 3,8,24	My social activities are going to be less day by day
EMI 2	I face social time scarcity because of prolonged work hours or daily routine
EMI 19	I can’t find time for my peers in my busy routine
EMI 6,14,5	Often, I feel that I have a less supportive social circle as compared to other colleagues
EMI 7,21,22	I normally think of good days at the workplace
EMI 12,17	Feeling disheartened because of a lack of support from my friends
EMI 18,23	I normally think of social disagreement that happened because of my hectic job
EMI 11,4,25	Often, I feel helpless to manage my social life
EMI 13,16,20	Feeling demotivated when I found no time to attend my social event
EMI10	Often, I feel demotivated because of a lack of unsocial hours

Figure 4. Individual lifestyle factor as a non-work antecedent of workplace.

Source: Developed by authors

Figure 5. Systematic diagram of research findings discussion and Conclusion.

Table 5. Life style theme

Theme 3: Lifestyle Factors as a Non-Work Antecedent of Workplace Deviance
EMI	1^st Order Concepts	2nd Order Concept	Aggregate Dimension
EMI 1	When I am frustrated, I show it to others	Attitude	Lifestyle Factors
EMI 9	I wonder why I lose my patience easily
EMI 15,6	Others think that I am a hothead
EMI 20	I have an aggressive nature, so I misbehave sometimes with others
EMI 21	I often think about domestic problems at work
EMI 7,22	I remain constantly worried that affects my work
EMI 23	I am facing a lot of thoughts in my mind at work
EMI 3, 12	Often, I feel dissatisfied with my quality of life
EMI 2	I am unable to find time for my physical well-being/fitness	Physical Inactivity
EMI 16	Sometimes when I found time for proper exercise, I feel well
EMI 4	I find insufficient physical activities in my routine work
EMI 13	My physical health is getting affected day by day
EMI 10	Poor diet is negatively affecting my work and non-work life patterns
EMI 11, 25	Sometimes I feel dissatisfied with my routine work activities
EMI 5	I normally stay plugged in with my office task even if I leave the office
EMI 17	I am having lack of sleep	Sleep Deprivation
EMI 8, 24	I feel I am getting lazy at work because of my sleeping habits
EMI 18	My sleeping habits are finishing my mental activeness at work
EMI 19	Because of a lack of sleep often I feel low energy level at work
EMI 9,14	I normally spend time on social sites to get rid of laziness

Table

Step ^a	Key Features
Research Design	Articulate a well-defined phenomenon of interest and research question(s) (research question[s] framed in “how” terms aimed at surfacing concepts and their inter-relationships) Initially consult with existing literature, with suspension of judgment about its conclusions to allow discovery of new insights
Data Collection	Give extraordinary voice to informants, who are treated as knowledgeable agents Preserve flexibility to adjust interview protocol based on informant responses “Backtrack” to prior informants to ask questions that arise from subsequent interviews
Data Analysis	Perform initial data coding, maintain the integrity to 1st-order (informant-centric) terms Develop a comprehensive compendium of 1st-order terms Organize 1st-codes into 2nd- order (theory-centric) themes Distill 2nd-order themes into overarching theoretical themes Assemble terms, themes, and dimensions into a “data structure”
Grounded Theory Articulation	Formulate dynamic relationships among the 2nd-order concepts in data structure Transform static data structure into dynamic grounded theory model Conduct additional consultations with the literature to refine articulation of emergent concepts and relationships

^aThe Research Design and Data Collection steps are moderate variations on traditional grounded theory approaches.The Data Analysis and Grounded Theory Articulation steps constitute the main distinctive features of the approach

Source: Adopted from Gioia et al. (2013)

Robinson, S. L., & Bennett, R. J. (1995). A typology of deviant workplace behaviors: A multidimensional scaling study. Academy of Management Journal, 38(2), 555–572. https://doi.org/10.5465/256693

 Google Scholar

Dalal, R. S. (2005). A meta-analysis of the relationship between organizational citizenship behavior and counterproductive work behavior. Journal of Applied Psychology, 90(6), 1241–1255. https://doi.org/10.1037/0021-9010.90.6.1241

 Google Scholar

Hershcovis, M. S., Turner, N., Barling, J., Arnold, K. A., Dupré, K. E., Inness, M., LeBlanc, M. M., & Sivanathan, N. (2007). Predicting workplace aggression: A meta-analysis. Journal of Applied Psychology, 92(1), 228. https://doi.org/10.1037/0021-9010.92.1.228

 Google Scholar

Bennett, R. J., & Robinson, S. L. (2003). The past, present, and future of workplace deviance research. In M. NJ (Ed.), Organizational behavior: The state of the science (2nd) ed., pp. 247–281). Erlbaum.

 Google Scholar

Chernyak-Hai, L., Kim, S.-K., & Tziner, A. (2019). Relationships between workplace deviance interacted with gender and marital status: The correspondence analysis approach. Psychological Reports, 122(4), 1494–1515. https://doi.org/10.1177/0033294118783500

 Google Scholar

Kluemper, D. H., McLarty, B. D., & Bing, M. N. (2015). Acquaintance Ratings of the Big Five Personality Traits: Incremental Validity Beyond and Interactive Effects With Self-Reports in the Prediction of Workplace Deviance. Journal of Applied Psychology, 100(1), 237–248. https://doi.org/10.1037/a0037810

 Google Scholar

O’Boyle, J. E. H., Forsyth, D. R., Banks, G. C., & McDaniel, M. A. (2012). A meta-analysis of the dark triad and work behavior: A social exchange perspective. Journal of Applied Psychology, 97(3), 557. https://doi.org/10.1037/a0025679

 Google Scholar

Aleksic, A., & Vukovic, M. (2018). Connecting personality traits with deviant workplace behaviour. Journal of Media Critiques [JMC], 4(14), 119–27. https://doi.org/10.17349/jmc118209

 Google Scholar

Sudha, K. S., & Khan, W. (2013). Personality and motivational traits as correlates of workplace deviance among public and private sector employees. Journal of Psychology, 4(1), 25–32. https://doi.org/10.1080/09764224.2013.11885491

 Google Scholar

Golparvar, M., & Nadi, M. (2011). Mediating role of organizational loyalty in relation between work ethic with deviant workplace behavior. Ethics in Science, 6(1), 52.

 Google Scholar

Mat, N., & Naser, N. M. (2012). Workplace spirituality and counterproductive work behaviour (CWB): A Malaysian perspective. Proceedings of the3rd international conference on Business and Economic Research (3rd ICBER), 12-13 March 2013, Global Research Agency. Bandung, Indonesia.

 Google Scholar

Radzali, F. M., Ahmad, A., & Omar, Z. (2013). Relationships between dispositional factors and workplace deviant behavior: The moderating role of religiosity. Australian Journal of Basic & Applied Sciences, 7(11), 1–6.

 Google Scholar

Piquero, N. L., & Moffitt, T. E. (2012). Can childhood factors predict workplace deviance? Justice Quarterly, 31(4), 664–692. https://doi.org/10.1080/07418825.2012.661446

 Google Scholar

Tuzun, I. K., & Kalemci, R. A. (2018). Workplace deviance and human resource management relations: A case study of Turkish hotel employees. Journal of Human Resources in Hospitality & Tourism, 17(2), 137–153. https://doi.org/10.1080/15332845.2017.1340740

 Google Scholar

Rahim, A. R. A., Thaheer, A. S. M., Shabudin, A., Wahab, A. R. A., & Hashim, N. A. (2014). Exploring the spillover effect of spirituality and workplace deviant behaviour. International Journal of Liberal Arts and Social Science, 2(9), 53–62.

 Google Scholar

Bhatti, O. K. (2015). Impact of Taqwa on Workplace Deviance. ( PhD Unpublished Thesis). International Islamic University Malaysia.

 Google Scholar

Oh, I.-S., Lee, K., Ashton, M. C., & de Vries, R. E. (2011). Are dishonest extraverts more harmful than dishonest introverts? the interaction effects of honesty-humility and extraversion in predicting workplace deviance. Applied Psychology, 60(3), 496–516. https://doi.org/10.1111/j.1464-0597.2011.00445.x

 Google Scholar

OLASUPO, M. O., & FAGBENRO, D. A. (2018). Perceived competence, discrimination and deviant behaviour among university employees: A mediating study. AFRICAN JOURNAL FOR THE PSYCHOLOGICAL STUDIES OF SOCIAL ISSUES, 21(3), 24–37.

 Google Scholar

O’Neill, T. A., & Hastings, S. E. (2011). Explaining workplace deviance behavior with more than just the “Big Five”. Personality and Individual Differences, 50(2), 268–273. https://doi.org/10.1016/j.paid.2010.10.001

 Google Scholar

Arshadi, N., & Piriaei, S. (2012). Employee’s trust propensity, supervisor’s trustworthiness and interpersonal trust as antecedents of workplace deviance. Quarterly Journal of Career & Organizational Counseling, 4(13), 83–100.

 Google Scholar

Chirasha, V., & Mahapa, M. (2012). An analysis of the causes and impact of deviant behaviour in the workplace. the case of secretaries in state Universities. Journal of Emerging Trends in Economics and Management Sciences (JETEMS), 3(5), 415–421. https://doi.org/10.10520/EJC127679

 Google Scholar

Sulaiman, M., & Bhatti, O. K. (2013). Workplace deviance and spirituality in Muslim organizations. Asian Social Science, 9(10), 237–246. https://doi.org/10.5539/ass.v9n10p237

 Google Scholar

Chen, C.-T., Hu, -H.-H. S., & King, B. (2018). Shaping the organizational citizenship behavior or workplace deviance: Key determining factors in the hospitality workforce. Journal of Hospitality and Tourism Management, 35, 1–8. https://doi.org/10.1016/j.jhtm.2018.01.003

 Google Scholar

Hashim, J. (2013). Spirituality, Integrity and Counterproductive Work Behaviours among Employees of Selected Islamic Organisations in Malaysia. GEBF Annual on Global Economics, Business and Finance. Hong Kong. GEBF. http://irep.iium.edu.my/30909/

 Google Scholar

Gioia, D. A., Corley, K. G., & Hamilton, A. L. (2013). Seeking qualitative rigor in inductive research: Notes on the Gioia methodology. Organizational Research Methods, 16(1), 15–31. https://doi.org/10.1177/1094428112452151

 Google Scholar