Workplace Deviant Behaviour Among Public Sector Employees: The Roles of Perceived Religiosity and Job Status

Akanni, Abimbola A.; Omisile, Idowu; Oduaran, Choja

doi:10.1515/eras-2018-0010

Cited by 7 publications

(8 citation statements)

References 21 publications

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“…desire for revenge) as compared to those who are low on religiosity. Previously Akanni et al (2018) have argued that religiosity reduces the risk of deviance and helps in creating positivity at work. Similarly, Murtaza et al (2020) found that religious beliefs moderate the effects of workplace incivility.…”

Section: Discussion Of the Resultsmentioning

confidence: 99%

Does religiosity matter in the workplace? A moderated-mediated examination of abusive supervision, revenge and deviance

Ahmad

Dar

Rahman

2023

IJCMA

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Purpose This paper aims to investigate the influence of religiosity on the relationship between abusive supervision and deviant work behavior (DWB). This paper examines whether the desire for revenge mediates the relationship between abusive supervision and DWB and whether the strength of this relationship is moderated by religiosity. Design/methodology/approach The proposed relationships were examined by collecting primary data from 350 employees using multistage sampling procedures. Hayes’ Process Macro was used to analyze the proposed moderated-mediation model of abusive supervision, DWB, religiosity and desire for revenge. Findings The analytical findings indicate that an employee’s desire for revenge mediates the relationship between abusive supervision and DWB. However, religiosity moderates the indirect effect of abusive supervision (mediated by the desire for revenge) on DWB. Originality/value To the best of the authors’ knowledge, this is the first study that explores the role of individual-level religiosity in mitigating the harmful effects of abusive supervision on deviant behavior and revenge in the workplace.

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Section: Discussion Of the Resultsmentioning

confidence: 99%

Does religiosity matter in the workplace? A moderated-mediated examination of abusive supervision, revenge and deviance

Ahmad

Dar

Rahman

2023

IJCMA

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“…Akanni, Omisile and Oduaran [2] examined WDB among public sector employees: The roles of perceived religiosity and job status. Three hundred and fifty one (351) Nigerian workers of the Local Government Service Commission participated in the study.…”

Section: Empirical Review On Determinants Of Workplace Deviant Behavi...mentioning

confidence: 99%

“…However, the destructive perspective perceives negative consequences caused by these behaviours and thus, prescribes these destructive behaviours at the workplace to mean WDB [1]. Robinson and Bennett [2] labeled WDB as those acts of staff at the workplace that are not in conformity with the norms and rules of the organization and, as such, cause harm to the staff, clients or customers within the organization. The impact of WDB on the organization and its human elements cannot be undermined.…”

Section: Introductionmentioning

confidence: 99%

Determinants of Workplace Deviant Behaviours among Non-academic Staff in Universities in South-South Nigeria

Tarurhor

Opatayo

2022

AJEBA

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This paper studied the determinants of workplace deviant behaviours (WDB) among non-academic staff in universities in South-South Nigeria. Three hundred (300) non-academic staff were drawn equally from the six universities in the six states that make up the South-South region of Nigeria. Data were generated from two hundred and nineteen (219) questionnaires received from the respondents without errors and analyzed using Pearson's Product Moment Correlation. The results found that vandalism, manipulation of records, abuse of office, wastage of office resources, leaving early from work, favouritism, gossiping, and aggression towards colleagues were prominently workplace deviant behaviour. In addition, the study established that the individual-related factors that cause these deviant behaviours are job stress, personality traits, emotional intelligence and moral deviation, while interpersonal factors are group norms and group behaviours. In the same vein, the organizational factors include workplace religiousity, workplace support, job security, career management, and HR practices. The study concludes that a statistically significant relationship exists between the two major categories of workplace deviant behaviours, interpersonal and organizational factors responsible for deviant behaviours practiced among non-academic staff in universities in South-South Nigeria. The study recommends that university management should set up a committee to strictly address and combat the identified deviant behaviours that are commonly practiced among her non-academic staff in the institution.

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“…Although the topic of WD is not new (Robinson & Bennett, 1995), the factors contributing to this type of conduct constantly evolve as time and circumstances change (Baharom et al, 2017;Miraglia & Johns, 2021). According to Akanni et al (2019), public and private organisations worldwide deal with WD Otherwise known in different terminology (Adeoti et al, 2021) Workplace Deviance can be defined as behaviour that goes against established policies and procedures and threatens the organisation's success and the interests of its stakeholders (Marasi et al, 2018). It is categorised into organisational and interpersonal deviances.…”

Section: Introductionmentioning

confidence: 99%

The Mediating Role of Job Satisfaction in the Relationship between Perceived Union Instrumentality and Workplace Deviance: Does Industrial Relations Climate Matter?

Ibrahim¹,

Yusof²,

Ibrahim³

2022

IJARAFMS

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The harmful effects of workplace deviance constitute a significant concern on a global scale. However, it is alarming the scope it has assumed among Nigerian academics. This study aimed to investigate the influence of perceived union instrumentality on workplace deviance and whether the industrial relations climate can moderate the relationship. The study drew from exit-voice and social exchange theories to achieve the research objectives. In a cross-sectional design, data from 211 academics from federal polytechnics in Northwestern Nigeria were analysed using Partial least square-structural equation modelling (PLS-SEM). The results indicated that perceived union instrumentality significantly and negatively affected workplace deviance. As expected, job satisfaction was found to mediate the relationship between union instrumentality and workplace deviance. Similarly, the industrial relations climate was found to moderate the relationship significantly and negatively between union instrumentality and workplace deviance. The study bridges significant theoretical gaps in the literature by using exit-voice theory and social exchange theory to explain employees' deviant behaviour. Moreover, exploring the mediation mechanism by which perceived union instrumentality influences workplace deviance helps close critical knowledge gaps in labour relations and deviant workplace behaviour literature. The result suggests that Government and management of Nigeria's higher education institutions need to address the rising incidence of workplace deviance by accommodating the demands of labour unions and fostering harmonious labour relations. However, the cross-sectional design of this study and the fact that only federal polytechnics were used as samples limit the findings' generalizability. Other implications and recommendations for future research were discussed.

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Workplace Deviant Behaviour Among Public Sector Employees: The Roles of Perceived Religiosity and Job Status

Cited by 7 publications

References 21 publications

Does religiosity matter in the workplace? A moderated-mediated examination of abusive supervision, revenge and deviance

Does religiosity matter in the workplace? A moderated-mediated examination of abusive supervision, revenge and deviance

Determinants of Workplace Deviant Behaviours among Non-academic Staff in Universities in South-South Nigeria

The Mediating Role of Job Satisfaction in the Relationship between Perceived Union Instrumentality and Workplace Deviance: Does Industrial Relations Climate Matter?

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