Why people harm the organization and its members: Relationships among personality, organizational commitment, and workplace deviance

Antecedents of Organizational Commitment: A Review of Personal and Organizational Factors

“…Conducting a comparative analysis in an Asian and a Western context, namely Japan and the US, it was observed that the nationality of employees influence their commitment towards their organization and it was reported that "The association between perceived P-S fit and affective organizational commitment was stronger in Japan than in the US, whereas the strength of the link between perceived P-O fit and affective organizational commitment did not differ across the two countries" [33]. A team observed that employee's personality influences an employee's commitment to an organization [42]. zation leads to the knowledge of the operations of the organization, an increased sense of self-esteem and the technical know-how that gives the feeling of adding value to the organization [45].…”

Phenomenological Analysis of Teachers’ Organizational Deviance Experiences in a Rural Primary School in Turkey

“…On the other hand in the findings of O'Neill and others' (2011) study, it is stated that personal characteristics are more important than the organizational environment. When the relationships between organizational environment and organizational deviance is taken into consideration, it is understood that there are research findings stating that as organizational commitment decreases (Guay et al, 2010), organizational deviance behaviors increases. And also as organizational justice perception decreases (Alias et al, 2011;Ayazlar and Guzel, 2013;Brienza and Bobocel, 2017;Yesiltas et al, 2012), organizational deviance behaviors increases.…”

“…Generally in organizations, deviance is studied with variables such as justice (Alias, Rasdi and Said, 2011;Ayazlar and Guzel, 2013;Brienza and Bobocel, 2017;O'Neill et al, 2011;Yesiltas, Ceken, and Sormaz, 2012); gender inequality (Akyuz and Ozyer, 2016); work-life quality (Sezici, 2014); emotional exhaustion (Brienza and Bobocel, 2017); emotional intelligence (Demir, 2010); power (Lawrence and Robinson, 2007;Sims, 2010); job satisfaction (Alias, Rasdi and Sais, 2011); turnover intention (Ayazlar and Guzel, 2013;Demir and Tutuncu, 2010;Sezici, 2014); personal characteristics (Guay et al, 2010;O'Neill et al 2013);leadership (Yesiltas, Ceken and Sormaz, 2012); psychological contract (Iyigun and Cetin, 2012); organizational commitment (Guay et al, 2010); organizational citizenship behavior (Dunlop and Lee, 2004). These studies are quite important to make generalization and inferences related to the organizational deviance.…”

Commitment to Online Community and Continuance Intention: Issue Involvement, Interactivity, and Social Interaction

“…In online community context, continuance intention is actually generated from members' satisfaction and loyalty to the community. The construct of continuance intention is conceptually similar to purchase intention as both states are influenced by previous condition experienced by individuals (Guay et al 2016). Continuance intention can be clustered into two different types: first, the intention to keep consuming the content provided by the online community, and second, the intention to continue contributing information to the other members in the community (Zhao et al 2012).…”

“…Meanwhile, normative commitment occurs when an individual is willing to participate in a community because of several reasons; such as expecting some benefit by joining it; that make them motivated to stick with the community (Fullerton 2014). Finally, Guay et al (2016) suggested that continuance commitment is an emotional attachment to a community based on cost benefit analysis consideration of leaving or staying. In online community context, continuance intention is actually generated from members' satisfaction and loyalty to the community.…”