Impact of Workplace Deviance Behaviors on Turnover Intention of Employees in Pakistan

Abstract

Workplace deviance behaviors are a negative fact that damages people who working within them and organizations without sound. This particular study is on finding out the Impact of Workplace Deviance Behaviors on Turnover Intentions of Employees in Pakistan. For this purpose researcher conduct a one short study that examine a sample of 110 employees from private and governmental organizations from Lahore, Pakistan. Our research help to people who want to know about Workplace Deviance and its consequences, and corrective measures of this behavior. For analysis purpose researcher used descriptive, frequency and correlation analysis. Result shows that most of people in Pakistan thing to leave an organization/ current job with offering new one. Turnover Intentions has positive and significant relationship with Political Deviance, Personal Deviance, and Production Deviance but Turnover Intentions has insignificant relationship with Property Deviance.

The Determinants of Deviant Workplace Behavior of Faculty Members working in Public Sector Universities of Punjab, Pakistan

“…For example, many researchers offer different names to the deviant behavior such as "dysfunctional behavior", "organizational misbehavior", "counterproductive work behavior", "non-complaint behavior" and among others. Specifically, research indicate workplace deviance behavior is linked with a huge variation of negative consequences, like lower level of confidence, decreased organizational commitment, increased absenteeism, increased on-the-job drug use/abuse, and actual turnover or turnover intention, among others (Mehar et al, 2018;Sang, Xuan, Ismail, Siti, & Tan, 2014).…”

“…A recent study of the Conference Board of Canada also estimated that due to absence from workplace Canadian economy have lost $16.6 billion In 2012, which is one of the forms of deviant behavior at work (Harisur, Howladar, Rahman, & Uddin, 2018). Employee deviance have negatively relationship with both customer satisfaction and corporate profitability (Mehar, Asif, & Hassan, 2018).…”

How do Organizations Respond to Workplace Deviance under the influence of Organizational Citizenship in Public Universities?

“…For example, the first line of the study explored the impact of WD and noted that less productivity and ineffective performance (Dunlop & Lee 2004), selection evaluation (Whiting & Maynes 2015), and turnover intention (Mehar et al 2018) are among the more egregious negative impacts of workplace deviance. The second line of study investigates the antecedents of workplace deviance and found that psychographic (Pletzer et al 2020), demographic, behavioural (Mackey et al 2021) situational factors (Guay et al 2016) and organizational factors, namely organizational commitment are responsible for such deviance.…”