Workplace deviant behaviour : does psychological contract violation matter? An empirical evidence / Abdul Rahman Abdul Rahim and Aizzat Mohd. Nasurdin
Workplace deviant behaviour refers to "the voluntary behaviour that violates significant organizational norms". In this study, 355 manufacturing industry employees participated in an investigation into the impact of Psychological Contract Violation (PCV) on Workplace Deviant Behaviour (WD...
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| Format: | Article |
| Language: | English |
| Published: |
Research Management Institute (RMI)
2011
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| Online Access: | http://ir.uitm.edu.my/id/eprint/13095/ http://ir.uitm.edu.my/id/eprint/13095/1/AJ_ABDUL%20RAHMAN%20ABDUL%20RAHMAN%20SMRJ%2011%201.pdf |
| Summary: | Workplace deviant behaviour refers to "the voluntary behaviour that violates significant organizational norms". In this study, 355 manufacturing industry employees participated in an investigation into the impact of Psychological Contract Violation (PCV) on Workplace Deviant
Behaviour (WDB). Three forms of deviant behaviour were identified: interpersonal deviance, production deviance, and property deviance. Further to this three PCV dimensions were also identified, namely, growth and development, autonomy and organizational support. The regression
analyses performed yielded mixed results. PCV with respect to 'autonomy and control' demonstrated a negative relationship with interpersonal deviance and property deviance, but a positive relationship with production deviance. PCV with regard to 'growth and development' was
found to exhibit a negative relationship with interpersonal deviance, but a positive relationship with property deviance. 'Organizational support' PCV exhibited no significant relationship with WDB. |
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