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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Main Authors:	Abdul Rahim, Abdul Rahman, Mohd. Nasurdin, Aizzat
Format:	Article
Language:	English
Published:	Research Management Institute (RMI) 2011
Subjects:	Psychological tests and testing Differential psychology. Individuality. Self
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

id	uitm-13095
recordtype	eprints
spelling	uitm-130952016-06-30T06:07:00Z http://ir.uitm.edu.my/id/eprint/13095/ Workplace deviant behaviour : does psychological contract violation matter? An empirical evidence / Abdul Rahman Abdul Rahim and Aizzat Mohd. Nasurdin Abdul Rahim, Abdul Rahman Mohd. Nasurdin, Aizzat Psychological tests and testing Differential psychology. Individuality. Self 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. Research Management Institute (RMI) 2011 Article PeerReviewed text en http://ir.uitm.edu.my/id/eprint/13095/1/AJ_ABDUL%20RAHMAN%20ABDUL%20RAHMAN%20SMRJ%2011%201.pdf Abdul Rahim, Abdul Rahman and Mohd. Nasurdin, Aizzat (2011) Workplace deviant behaviour : does psychological contract violation matter? An empirical evidence / Abdul Rahman Abdul Rahim and Aizzat Mohd. Nasurdin. Social and Management Research Journal, 8 (2). pp. 37-58. ISSN 1675-7017
repository_type	Digital Repository
institution_category	Local University
institution	Universiti Teknologi MARA
building	UiTM Institutional Repository
collection	Online Access
language	English
topic	Psychological tests and testing Differential psychology. Individuality. Self
spellingShingle	Psychological tests and testing Differential psychology. Individuality. Self Abdul Rahim, Abdul Rahman Mohd. Nasurdin, Aizzat Workplace deviant behaviour : does psychological contract violation matter? An empirical evidence / Abdul Rahman Abdul Rahim and Aizzat Mohd. Nasurdin
description	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.
format	Article
author	Abdul Rahim, Abdul Rahman Mohd. Nasurdin, Aizzat
author_facet	Abdul Rahim, Abdul Rahman Mohd. Nasurdin, Aizzat
author_sort	Abdul Rahim, Abdul Rahman
title	Workplace deviant behaviour : does psychological contract violation matter? An empirical evidence / Abdul Rahman Abdul Rahim and Aizzat Mohd. Nasurdin
title_short	Workplace deviant behaviour : does psychological contract violation matter? An empirical evidence / Abdul Rahman Abdul Rahim and Aizzat Mohd. Nasurdin
title_full	Workplace deviant behaviour : does psychological contract violation matter? An empirical evidence / Abdul Rahman Abdul Rahim and Aizzat Mohd. Nasurdin
title_fullStr	Workplace deviant behaviour : does psychological contract violation matter? An empirical evidence / Abdul Rahman Abdul Rahim and Aizzat Mohd. Nasurdin
title_full_unstemmed	Workplace deviant behaviour : does psychological contract violation matter? An empirical evidence / Abdul Rahman Abdul Rahim and Aizzat Mohd. Nasurdin
title_sort	workplace deviant behaviour : does psychological contract violation matter? an empirical evidence / abdul rahman abdul rahim and aizzat mohd. nasurdin
publisher	Research Management Institute (RMI)
publishDate	2011
url	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
first_indexed	2023-09-18T22:49:51Z
last_indexed	2023-09-18T22:49:51Z
_version_	1777417471083413504

Workplace deviant behaviour : does psychological contract violation matter? An empirical evidence / Abdul Rahman Abdul Rahim and Aizzat Mohd. Nasurdin

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