Penyimpangan Tingkah Laku di Tempat Kerja: Terminologi, Faktor, Tipologi dan Kesan
Keywords:
penyimpangan tingkah laku, terminologi, faktor, tipologi, kesan
Abstract
Penyimpangan tingkah laku merupakan perbuatan yang dilakukan oleh individu adalah bersifat sukarela yang melanggar norma organisasi dan seterusnya memberi kesan kepada individu atau organisasi atau kedua-duanya sekali. Oleh yang demikian, menjadi keutamaan untuk organisasi memahami dan meneliti isu penyimpangan tingkah laku di tempat kerja kerana individu dan persekitaran yang berbeza menyebabkan perbezaan seseorang bertingkah laku. Pemahaman berkaitan terminologi, faktor, tipologi dan kesan penyimpangan tingkah laku akan memudahkan organisasi merangka pelan pemulihan agar isu penyimpangan tingkah laku dapat dibendung dari peringkal awal. Mengatasi isu penyimpangan tingkah laku di tempat kerja akan memberi implikasi positif kepada pengurusan dan kewangan organisasi dan seterusnya mewujudkan persekitaran yang positif dan kondusif di temapat kerja.
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References
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Christian, J. S., & Ellis, A. P. J. (2013). The crucial role of turnover intentions in transforming moral disengagement into deviant behavior at work. Journal of Business Ethics, 119(2), 193–208. http://doi.org/10.1007/s10551-013-1631-4
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Heyden, M. L. M., van Doorn, S., Reimer, M., Van Den Bosch, F. A. J., & Volberda, H. W. (2013). Perceived environmental dynamism, relative competitive performance, and top management team heterogeneity: examining correlates of upper echelons’ advice-seeking. Organization studies (Vol. 34). http://doi.org/10.1177/0170840612470229
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Hon, a. H. Y., & Chan, W. W. (2013). The effects of group conflict and work stress on employee performance. Cornell Hospitality Quarterly, 54(2), 174–184. http://doi.org/10.1177/1938965513476367
Houshmand, M., O’Reilly, J., Robinson, S., & Wolff, A. (2012). Escaping bullying: The simultaneous impact of individual and unit-level bullying on turnover intentions. Human Relations, 65(7), 901–918. http://doi.org/10.1177/0018726712445100
Howard, J. L., & Wech, B. a. (2011). A model of organizational and job environment influences on workplace violence. Employee Responsibilities and Rights Journal, 24(2), 111–127. http://doi.org/10.1007/s10672-011-9181-3
Huiras, J., Uggen, C., & Mcmorris, B. (2000). Career jobs, survival jobs and employee deviance: a social investment model of workplace misconduct. The Sociological Quarterly, 41(2), 245–263.
Hunter, S. T. (2012). (Un)Ethical Leadership and Identity: What Did We Learn And Where Do We Go From Here? Journal of Business Ethics, 107(1), 79–87. http://doi.org/10.1007/s10551-012-1301-y
Ilie, A., Penney, L. M., Ispas, D., & Iliescu, D. (2012). The role of trait anger in the relationship between stressors and counterproductive work behaviors: convergent findings from multiple studies and methodologies. Applied Psychology, 61(3), 415–436. http://doi.org/10.1111/j.1464-0597.2011.00476.x
Jennings, P. L., Mitchell, M. S., & Hannah, S. T. (2014). The moral self: A review and integration of the literature. Journal of Organizational Behavior, (May 2012). http://doi.org/10.1002/job
Jiang, D.-Y., Lin, Y.-C., & Lin, L.-C. (2010). Business moral values of supervisors and subordinates and their effect on employee effectiveness. Journal of Business Ethics, 100(2), 239–252. http://doi.org/10.1007/s10551-010-0678-8
Kaptein, M. (2008). Developing a measure of unethical behavior in the workplace: a stakeholder perspective. Journal of Management, 34(5), 978–1008. http://doi.org/10.1177/0149206308318614
Kumar, P., Irudayaraj, I. S. F., Jomon, M. G., & Singhal, M. (2014). The shadow of negative mentoring at the workplace: is negative affect a mediator between mentoring experiences and a decline in organizational citizenship behaviour of the protege? Management and Labour Studies, 38(4), 357–371. http://doi.org/10.1177/0258042X13513134
Martin, R. J., & Hine, D. W. (2005). Development and validation of the uncivil workplace behavior questionnaire. Journal of Occupational Health Psychology, 10(4), 477–490. http://doi.org/10.1037/1076-8998.10.4.477
Mazni, A., Roziah, M. R., Maimunah, I., & Bahaman, A. S. (2013). Influences of individual-related factors and job satisfaction on workplace deviant behaviour among support personnel in Malaysian public service organizations. Human Resource Development International, 16(5), 538–557. http://doi.org/10.1080/13678868.2013.812315
Mitchell, M. S., & Ambrose, M. L. (2012). Employees’ behavioral reactions to supervisor aggression: an examination of individual and situational factors. The Journal of Applied Psychology, 97(6), 1148–70. http://doi.org/10.1037/a0029452
Moore, C. (2008). Moral disengagement in processes of organizational corruption. Journal of Business Ethics Business, 80, 129–139. http://doi.org/10.1007/s10551-007-9447-8
Naimon, E. C., Mullins, M. E., & Osatuke, K. (2013). The effects of personality and spirituality on workplace incivility perceptions. Journal of Management, Spirituality & Religion, 10, 91–110. http://doi.org/10.1080/14766086.2012.758049
Nasir, M., & Bashir, A. (2012). Examining workplace deviance in public sector organizations of Pakistan. International Journal of Social Economics, 39(4), 240–253. http://doi.org/10.1108/03068291211205677
Neall, A. M., & Tuckey, M. R. (2014). A methodological review of research on the antecedents and consequences of workplace harassment. Journal of Occupational and Organizational Psychology, 87, 225–257. http://doi.org/10.1111/joop.12059
Neves, P., & Story, J. (2013). Ethical leadership and reputation: combined indirect effects on organizational deviance. Journal of Business Ethics. http://doi.org/10.1007/s10551-013-1997-3
Norman, S. M., Avey, J. B., Nimnicht, J. L., & Graber Pigeon, N. (2010). The interactive effects of psychological capital and organizational identity on employee organizational citizenship and deviance behaviors. Journal of Leadership & Organizational Studies, 17(4), 380–391. http://doi.org/10.1177/1548051809353764
Omotayo, O. A., Olubusayo, F. H., Olalekan, A. J., & Adenike, A. A. (2015). An assessment of workplace deviant behaviours and its implication on organisational performance in a growing economy. Journal of Organizational Psychology, 15(1), 90–101.
Pearson, C. M., Andersson, L. M., & Wegner, J. W. (2001). When workers flout convention: a study of workplace incivility. Human Relations, 54(11), 1387–1419. http://doi.org/10.1177/00187267015411001
Raver, J. L. (2013). Counterproductive work behavior and conflict: merging complementary domains. Negotiation and Conflict Management Research, 6(3), 151–159. http://doi.org/10.1111/ncmr.12013
Resick, C. J., Hargis, M. B., Shao, P., & Dust, S. B. (2013). Ethical leadership, moral equity judgments, and discretionary workplace behavior. Human Relations, 66(7), 951–972. http://doi.org/10.1177/0018726713481633
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. http://doi.org/10.2307/256693
Schilling, J. (2009). From ineffectiveness to destruction: a qualitative study on the meaning of negative leadership. Leadership, 5, 102–128. http://doi.org/10.1177/1742715008098312
Shah, I. M., & Ching, L. L. (2007). Gangguan seksual di tempat kerja dan hubungannya dengan tekanan kerja dan kepuasan kerja. Jurnal Teknologi, 34, 51–63.
Shamsudin, Faridahwati Mohd Subramaniam, Chandrakantan Ibrahim, H. (2011). Wrongful behaviours among manufacturing employees in malaysia: an exploratory study. SSRN, (July), 1–13. http://doi.org/10.2139/ssrn.1876434
Simbula, S., & Guglielmi, D. (2013). Relationships between counterproductive work behavior, perceived justice and climate, occupational status, and leader-member exchange. Journal of Work and Organizational Psychology, 30, 1–12.
Sprung, J. M., & Jex, S. M. (2012). Work locus of control as a moderator of the relationship between work stressors and counterproductive work behavior. International Journal of Stress Management, 19(4), 272–291. http://doi.org/10.1037/a0030320
Sunday, A. J., & Akikibofori, M. (2014). The causes and impart of deviant behaviour in the work place. American Journal of Social Sciences, Arts and Literature, 1(2), 1–11.
Syaebani, M. I., & Sobri, R. R. (2011). Relationship between Organizational Justice Perception and Engagement in Deviant Workplace Behavior. The South East Asian Journal of Management, V(1), 37–50.
Unal, A. (2013). Teachers’ deviant workplace behaviors : scale development. Social Behavior and Personality, 41(4), 635–642.
Walsh, G. (2014). Extra- and intra-organizational drivers of workplace deviance. The Service Industries Journal, 34(14), 1134–1153. http://doi.org/10.1080/02642069.2014.939645
Wellen, J. M., & Neale, M. (2014). Deviance, self-typicality, and group cohesion: the corrosive effects of the bad apples on the barrel. Small Group Research\, 37, 165–186. http://doi.org/10.1177/1046496406286420
Yildirim, A., Unal, A., & Surucu, A. (2013). Incivil behaviours at school: scale development. International Journal of Academic Research, 5(3), 154–158. http://doi.org/10.7813/2075-4124.2013/5-3/B.24
Barsky, A. (2011). Investigating the effects of moral disengagement and participation on unethical work behavior. Journal of Business Ethics, 104(1), 59–75. http://doi.org/10.1007/s10551-011-0889-7
Bennett, R. J., & Robinson, S. L. (2000). Development of a measure of workplace deviance. Journal of Applied Psychology, 85(3), 349–360. http://doi.org/10.1037//0021-9010.85.3.349
Bowles, H. R., & Gelfand, M. (2010). Status and the evaluation of workplace deviance. Psychological Science, 21(1), 49–54. http://doi.org/10.1177/0956797609356509
Campbell, J.-L., & Göritz, A. S. (2013). Culture corrupts! A qualitative study of organizational culture in corrupt organizations. Journal of Business Ethics, 120, 291–311. http://doi.org/10.1007/s10551-013-1665-7
Chen, C.-C., Chen, M. Y.-C., & Liu, Y. (2013). Negative affectivity and workplace deviance : the moderating role of ethical climate. The International Journal of Human Resource Management, 24(15), 2894–2910. http://doi.org/10.1080/09585192.2012.753550
Christian, J. S., & Ellis, A. P. J. (2013). The crucial role of turnover intentions in transforming moral disengagement into deviant behavior at work. Journal of Business Ethics, 119(2), 193–208. http://doi.org/10.1007/s10551-013-1631-4
Claybourn, M. (2010). Relationships between moral disengagement, work characteristics and workplace harassment. Journal of Business Ethics, 100(2), 283–301. http://doi.org/10.1007/s10551-010-0680-1
Coffin, B. (2003). Breaking the silence on white collar crime. Risk Management, 50, 8.
Cortina, L. M., Kabat-farr, D., Leskinen, E. A., Huerta, M., & Magley, V. J. (2013). Selective incivility as modern discrimination in organizations: evidence and impact. Journal of Management, 39, 1579–1605. http://doi.org/10.1177/0149206311418835
D’Souza, P., & Mulla, Z. R. (2011). Can an entrepreneurial personality compensate for a boring job?: the influence of proactive personality and job characteristics on employee engagement levels. Journal of Entrepreneurship, 20(2), 207–226. http://doi.org/10.1177/097135571102000203
Demir, M. (2011). Effects of organizational justice, trust and commitment on employees’ deviant behavior. Anatolia: An International Journal of Tourism and Hospitality Research, 22(2), 204–221. http://doi.org/10.1080/13032917.2011.597934
Ellen Mathisen, G., Øgaard, T., & Einarsen, S. (2012). Individual and situational antecedents of workplace victimization. International Journal of Manpower, 33(5), 539–555. http://doi.org/10.1108/01437721211253182
Galperin, B. L. (2012). Exploring the nomological network of workplace deviance: developing and validating a measure of constructive deviance. Journal of Applied Social Psychology, 42(12), 2988–3025. http://doi.org/10.1111/j.1559-1816.2012.00971.x
Gould-Williams, J. S., & Gatenby, M. (2010). The effects of organizational context and teamworking activities on performance outcomes. Public Management Review, 12(6), 759–787. http://doi.org/10.1080/14719037.2010.488862
Gruys, M. L., & Sackett, P. R. (2003). Investigating the dimensionality of counterproductive work behavior. International Journal of Selection and Assessment, 11(1), 30–42. http://doi.org/10.1111/1468-2389.00224
Guerci, M., Radaelli, G., Siletti, E., Cirella, S., & Rami Shani, A. B. (2013). The impact of human resource management practices and corporate sustainability on organizational ethical climates: an employee perspective. Journal of Business Ethics. http://doi.org/10.1007/s10551-013-1946-1
Heyden, M. L. M., van Doorn, S., Reimer, M., Van Den Bosch, F. A. J., & Volberda, H. W. (2013). Perceived environmental dynamism, relative competitive performance, and top management team heterogeneity: examining correlates of upper echelons’ advice-seeking. Organization studies (Vol. 34). http://doi.org/10.1177/0170840612470229
Hollinger, R. C., & Clark, J. P. (1982). Formal and informal social controls of employee deviance. The Sociological Quarterly, 23(3), 333–343. http://doi.org/10.1111/j.1533-8525.1982.tb01016.x
Hon, a. H. Y., & Chan, W. W. (2013). The effects of group conflict and work stress on employee performance. Cornell Hospitality Quarterly, 54(2), 174–184. http://doi.org/10.1177/1938965513476367
Houshmand, M., O’Reilly, J., Robinson, S., & Wolff, A. (2012). Escaping bullying: The simultaneous impact of individual and unit-level bullying on turnover intentions. Human Relations, 65(7), 901–918. http://doi.org/10.1177/0018726712445100
Howard, J. L., & Wech, B. a. (2011). A model of organizational and job environment influences on workplace violence. Employee Responsibilities and Rights Journal, 24(2), 111–127. http://doi.org/10.1007/s10672-011-9181-3
Huiras, J., Uggen, C., & Mcmorris, B. (2000). Career jobs, survival jobs and employee deviance: a social investment model of workplace misconduct. The Sociological Quarterly, 41(2), 245–263.
Hunter, S. T. (2012). (Un)Ethical Leadership and Identity: What Did We Learn And Where Do We Go From Here? Journal of Business Ethics, 107(1), 79–87. http://doi.org/10.1007/s10551-012-1301-y
Ilie, A., Penney, L. M., Ispas, D., & Iliescu, D. (2012). The role of trait anger in the relationship between stressors and counterproductive work behaviors: convergent findings from multiple studies and methodologies. Applied Psychology, 61(3), 415–436. http://doi.org/10.1111/j.1464-0597.2011.00476.x
Jennings, P. L., Mitchell, M. S., & Hannah, S. T. (2014). The moral self: A review and integration of the literature. Journal of Organizational Behavior, (May 2012). http://doi.org/10.1002/job
Jiang, D.-Y., Lin, Y.-C., & Lin, L.-C. (2010). Business moral values of supervisors and subordinates and their effect on employee effectiveness. Journal of Business Ethics, 100(2), 239–252. http://doi.org/10.1007/s10551-010-0678-8
Kaptein, M. (2008). Developing a measure of unethical behavior in the workplace: a stakeholder perspective. Journal of Management, 34(5), 978–1008. http://doi.org/10.1177/0149206308318614
Kumar, P., Irudayaraj, I. S. F., Jomon, M. G., & Singhal, M. (2014). The shadow of negative mentoring at the workplace: is negative affect a mediator between mentoring experiences and a decline in organizational citizenship behaviour of the protege? Management and Labour Studies, 38(4), 357–371. http://doi.org/10.1177/0258042X13513134
Martin, R. J., & Hine, D. W. (2005). Development and validation of the uncivil workplace behavior questionnaire. Journal of Occupational Health Psychology, 10(4), 477–490. http://doi.org/10.1037/1076-8998.10.4.477
Mazni, A., Roziah, M. R., Maimunah, I., & Bahaman, A. S. (2013). Influences of individual-related factors and job satisfaction on workplace deviant behaviour among support personnel in Malaysian public service organizations. Human Resource Development International, 16(5), 538–557. http://doi.org/10.1080/13678868.2013.812315
Mitchell, M. S., & Ambrose, M. L. (2012). Employees’ behavioral reactions to supervisor aggression: an examination of individual and situational factors. The Journal of Applied Psychology, 97(6), 1148–70. http://doi.org/10.1037/a0029452
Moore, C. (2008). Moral disengagement in processes of organizational corruption. Journal of Business Ethics Business, 80, 129–139. http://doi.org/10.1007/s10551-007-9447-8
Naimon, E. C., Mullins, M. E., & Osatuke, K. (2013). The effects of personality and spirituality on workplace incivility perceptions. Journal of Management, Spirituality & Religion, 10, 91–110. http://doi.org/10.1080/14766086.2012.758049
Nasir, M., & Bashir, A. (2012). Examining workplace deviance in public sector organizations of Pakistan. International Journal of Social Economics, 39(4), 240–253. http://doi.org/10.1108/03068291211205677
Neall, A. M., & Tuckey, M. R. (2014). A methodological review of research on the antecedents and consequences of workplace harassment. Journal of Occupational and Organizational Psychology, 87, 225–257. http://doi.org/10.1111/joop.12059
Neves, P., & Story, J. (2013). Ethical leadership and reputation: combined indirect effects on organizational deviance. Journal of Business Ethics. http://doi.org/10.1007/s10551-013-1997-3
Norman, S. M., Avey, J. B., Nimnicht, J. L., & Graber Pigeon, N. (2010). The interactive effects of psychological capital and organizational identity on employee organizational citizenship and deviance behaviors. Journal of Leadership & Organizational Studies, 17(4), 380–391. http://doi.org/10.1177/1548051809353764
Omotayo, O. A., Olubusayo, F. H., Olalekan, A. J., & Adenike, A. A. (2015). An assessment of workplace deviant behaviours and its implication on organisational performance in a growing economy. Journal of Organizational Psychology, 15(1), 90–101.
Pearson, C. M., Andersson, L. M., & Wegner, J. W. (2001). When workers flout convention: a study of workplace incivility. Human Relations, 54(11), 1387–1419. http://doi.org/10.1177/00187267015411001
Raver, J. L. (2013). Counterproductive work behavior and conflict: merging complementary domains. Negotiation and Conflict Management Research, 6(3), 151–159. http://doi.org/10.1111/ncmr.12013
Resick, C. J., Hargis, M. B., Shao, P., & Dust, S. B. (2013). Ethical leadership, moral equity judgments, and discretionary workplace behavior. Human Relations, 66(7), 951–972. http://doi.org/10.1177/0018726713481633
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. http://doi.org/10.2307/256693
Schilling, J. (2009). From ineffectiveness to destruction: a qualitative study on the meaning of negative leadership. Leadership, 5, 102–128. http://doi.org/10.1177/1742715008098312
Shah, I. M., & Ching, L. L. (2007). Gangguan seksual di tempat kerja dan hubungannya dengan tekanan kerja dan kepuasan kerja. Jurnal Teknologi, 34, 51–63.
Shamsudin, Faridahwati Mohd Subramaniam, Chandrakantan Ibrahim, H. (2011). Wrongful behaviours among manufacturing employees in malaysia: an exploratory study. SSRN, (July), 1–13. http://doi.org/10.2139/ssrn.1876434
Simbula, S., & Guglielmi, D. (2013). Relationships between counterproductive work behavior, perceived justice and climate, occupational status, and leader-member exchange. Journal of Work and Organizational Psychology, 30, 1–12.
Sprung, J. M., & Jex, S. M. (2012). Work locus of control as a moderator of the relationship between work stressors and counterproductive work behavior. International Journal of Stress Management, 19(4), 272–291. http://doi.org/10.1037/a0030320
Sunday, A. J., & Akikibofori, M. (2014). The causes and impart of deviant behaviour in the work place. American Journal of Social Sciences, Arts and Literature, 1(2), 1–11.
Syaebani, M. I., & Sobri, R. R. (2011). Relationship between Organizational Justice Perception and Engagement in Deviant Workplace Behavior. The South East Asian Journal of Management, V(1), 37–50.
Unal, A. (2013). Teachers’ deviant workplace behaviors : scale development. Social Behavior and Personality, 41(4), 635–642.
Walsh, G. (2014). Extra- and intra-organizational drivers of workplace deviance. The Service Industries Journal, 34(14), 1134–1153. http://doi.org/10.1080/02642069.2014.939645
Wellen, J. M., & Neale, M. (2014). Deviance, self-typicality, and group cohesion: the corrosive effects of the bad apples on the barrel. Small Group Research\, 37, 165–186. http://doi.org/10.1177/1046496406286420
Yildirim, A., Unal, A., & Surucu, A. (2013). Incivil behaviours at school: scale development. International Journal of Academic Research, 5(3), 154–158. http://doi.org/10.7813/2075-4124.2013/5-3/B.24
Published
2016-11-24
How to Cite
Abu Bakar, M. S., Idris, K., Omar, Z. and Othman, S. N. (2016) “Penyimpangan Tingkah Laku di Tempat Kerja: Terminologi, Faktor, Tipologi dan Kesan”, Malaysian Journal of Social Sciences and Humanities (MJSSH), 1(4), pp. 18 - 26. doi: 10.47405/mjssh.v1i4.27.
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