Deviant Behavior at Workplace

The study investigated the relationship between the 4 variables of workplace deviant behavior in manufacturing industry. The objectives of the study were 1) to investigate the relationship between ethical climate and workplace deviant behavior ii) to investigate the relationship between job satisfac...

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Main Author:	Azlina, Yassin
Format:	Thesis
Language:	eng eng
Published:	2011
Subjects:	HF5549-5549.5 Personnel Management Employment
Online Access:	https://etd.uum.edu.my/2770/1/Azlina_Yassin.pdf https://etd.uum.edu.my/2770/2/1.Azlina_Yassin.pdf
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id	my-uum-etd.2770
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Mad Idris, Mohmad Amin
topic	HF5549-5549.5 Personnel Management Employment
spellingShingle	HF5549-5549.5 Personnel Management Employment Azlina, Yassin Deviant Behavior at Workplace
description	The study investigated the relationship between the 4 variables of workplace deviant behavior in manufacturing industry. The objectives of the study were 1) to investigate the relationship between ethical climate and workplace deviant behavior ii) to investigate the relationship between job satisfaction and workplace deviant behavior iii) To investigate the relationship between job attributes and workplace deviant behavior iii) to investigate the relationship between personal attributes and workplace deviant behavior iv) to investigate the relationship between personal attitudes and workplace deviant behavior v) to examine what is the most influence factor (i.e ethical climate, job satisfaction, job satisfaction and personal factors) on workplace deviant behavior. Based on the literature reviews a model of relationship was proposed and developed to examine the relationships between the four variables and workplace deviant behavior. To test the relationship of the variables in the model, data from 107 employees from manufacturing industry, were used. To test the relationship hypotheses of the study, correlation, and multiple regression analysis were performed. The correlation analysis suggested a significant and negative relationship among 3 of the 4 variables. The correlation results suggests that job satisfaction, ethical climate and self esteem is negatively and significantly associated with workplace deviant behavior. According to the multiple regression analysis among the three variables, job satisfaction is the most influential independent variable on workplace deviant behavior. Based on the finding further research should be carried out to fbrther investigate how organizations can minimize the effect of deviant behavior The limitation of the study and the future research opportunities in this area are also discussed.
format	Thesis
qualification_name	masters
qualification_level	Master's degree
author	Azlina, Yassin
author_facet	Azlina, Yassin
author_sort	Azlina, Yassin
title	Deviant Behavior at Workplace
title_short	Deviant Behavior at Workplace
title_full	Deviant Behavior at Workplace
title_fullStr	Deviant Behavior at Workplace
title_full_unstemmed	Deviant Behavior at Workplace
title_sort	deviant behavior at workplace
granting_institution	Universiti Utara Malaysia
granting_department	Othman Yeop Abdullah Graduate School of Business
publishDate	2011
url	https://etd.uum.edu.my/2770/1/Azlina_Yassin.pdf https://etd.uum.edu.my/2770/2/1.Azlina_Yassin.pdf
_version_	1747827424989544448
spelling	my-uum-etd.27702022-04-12T23:55:39Z Deviant Behavior at Workplace 2011-06 Azlina, Yassin Mad Idris, Mohmad Amin Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5549-5549.5 Personnel Management. Employment The study investigated the relationship between the 4 variables of workplace deviant behavior in manufacturing industry. The objectives of the study were 1) to investigate the relationship between ethical climate and workplace deviant behavior ii) to investigate the relationship between job satisfaction and workplace deviant behavior iii) To investigate the relationship between job attributes and workplace deviant behavior iii) to investigate the relationship between personal attributes and workplace deviant behavior iv) to investigate the relationship between personal attitudes and workplace deviant behavior v) to examine what is the most influence factor (i.e ethical climate, job satisfaction, job satisfaction and personal factors) on workplace deviant behavior. Based on the literature reviews a model of relationship was proposed and developed to examine the relationships between the four variables and workplace deviant behavior. To test the relationship of the variables in the model, data from 107 employees from manufacturing industry, were used. To test the relationship hypotheses of the study, correlation, and multiple regression analysis were performed. The correlation analysis suggested a significant and negative relationship among 3 of the 4 variables. The correlation results suggests that job satisfaction, ethical climate and self esteem is negatively and significantly associated with workplace deviant behavior. According to the multiple regression analysis among the three variables, job satisfaction is the most influential independent variable on workplace deviant behavior. Based on the finding further research should be carried out to fbrther investigate how organizations can minimize the effect of deviant behavior The limitation of the study and the future research opportunities in this area are also discussed. 2011-06 Thesis https://etd.uum.edu.my/2770/ https://etd.uum.edu.my/2770/1/Azlina_Yassin.pdf text eng public https://etd.uum.edu.my/2770/2/1.Azlina_Yassin.pdf text eng public masters masters Universiti Utara Malaysia Alpkan, A. (2009). The impact of perceived organizational ethical climate on work satisfaction. Journal of Business Ethic, 297-311. Appelbaum, S. H. (2006). Dignosis and remedies for deviant workplace behaviors. The Journal of American Academy of Business , 9,14-20. Appelbaum, S. H., & Deguire, K. J. (2005). The relationship of ethical climate to deviant workplace behavior. Corporate Gorvernanve ,5,43-55. Bennet, R. J. (1998). Perceived powerlessness as a cause of employee functional workplace behavior. 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The role of ethics institutionalization in influencing organizational commitment, job satisfaction and Esprit de corps. journal of Business Ethic, 81;343-353. Wild, Wild, R., & Birchall, D. (1973). Means and ends in job restructuring. Personnelreview, 2 (4) 18-24. Wimbush, J. C., & Shepard, J. M. (1994). Toward an understanding of ethical climate: Its relationship to ethical behavior and supervisory influence. Journal of Business Ethics, 637-647. Yu, C. W., & Sheng, H. H. (2008). The development and empirical validation of the Employee Satisfaction Index model. Total quality management, 353-366.

Deviant Behavior at Workplace

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