Deviant Workplace Behavior

Plagiarism is increasingly evident in business and academia. While links between demographic, personality, and situational factors have been found, previous research has not used actual plagiarism behavior as a criterion variable. Previous research on academic dishonesty has consistently used to self-report measures to establish prevalence of dishonest behavior. In this chapter the author covers the results of four studies that used plagiarism behavior to establish its prevalence, as well as relationships between plagiarism behavior and: 1. Integrity-related personal selection measures 2. Workplace deviance 3. Ethnicity 4. Acculturation 5. Individualism 6. Collectivism 7. Religiosity 8. Spirituality.

The purpose of the study is to explore the effects of multilevel identification sources on negative and positive deviant workplace behavior within the theoretical framework of social exchange and social identity theories. Data were collected from a survey of 425 participants working in different sectors in Turkey. Structural equation modeling was used to test the research model. Results showed that organizational identification is negatively associated with negative deviant workplace behavior and positively associated with positive deviant workplace behavior. In addition, it was found that organizational identification is more related to the organizational dimension of negative and positive deviant workplace behavior; on the other hand, relational identification is more related to the interpersonal dimension of negative and positive deviant workplace behavior within the target similarity model. However, no significant relationship between occupational identification and negative deviant workplace behavior was found.

ÖZ:
Bu çalışmanın amacı, çok düzeyli özdeşleşme kaynaklarının olumsuz ve olumlu iş yeri sapma davranışı üzerindeki etkisini sosyal mübadele ve sosyal kimlik kuramları çerçevesi kapsamında incelemektir. Veriler, Türkiye’de farklı sektörlerde çalışan 425 katılımcıdan anket yoluyla toplanmıştır. Araştırma modelini test etmek için yapısal eşitlik modeli kullanılmıştır. Araştırmanın bulguları, örgütsel özdeşleşmenin olumsuz iş yeri sapma davranışı ile olumsuz yönde ve olumlu iş yeri sapma davranışı ile olumlu yönde ilişkili olduğunu ortaya koymuştur. Ek olarak, hedef benzerliği modeli kapsamında örgütsel özdeşleşmenin olumsuz ve olumlu iş yeri sapma davranışının örgütsel boyutuyla; ilişkisel özdeşleşmenin ise olumsuz ve olumlu iş yeri sapma davranışının kişiler arası boyutuyla daha ilişkili olduğu tespit edilmiştir. Ancak, mesleki özdeşleşme ile olumsuz iş yeri sapma davranışı arasında anlamlı bir ilişki bulunamamıştır.

This study seeks answer to the question surrounding the linkage between leadership and deviant work behaviours of the employees. The study focuses on two types of leadership: transformational and transactional leadership and its role in promoting or curbing deviant activities in the workplace. Transformational leadership differs from other leadership type especially transactional one on the basis of its moral influence on the followers. This extraordinary form of leadership raises both the leader and the follower to a different level of morality and values. Transformational leadership differs from the transactional leadership where the leader maintains a give and take relationship or transactional relationship with its followers. The obsessive focus on end result prompts followers to sometimes deviate from the rule and commit organizational crime. This paper raises the issue of deviant workplace behaviours which causes great financial hardship to both the organization and its stakeholders. A conceptual model is offered and few propositions are stated to clear our understanding of the relationship maintained by the two types of leadership with deviant workplace behaviours. The article concludes by suggesting certain ways by which organizational misconduct can be checked and employee's ethical character can be strengthened.