Minimizing Deviant Workplace Behaviour through Person Job Fit: A Malaysian Case Study
Abstract
Recent research has shown that Deviant workplace behaviour is crucial phenomena to be studied. This is due to its consequences on organizations outcomes such as poor performance, low productivity, stress, job dissatisfaction and high turnover among employees. The purpose of this paper is to investigate strategies of deviant workplace behaviour in Malaysia. Data was collected using qualitative approach and a total number of 14 employees from public organization in Malaysia were interviewed. The study found person-job fit as a remedy of deviant workplace behaviour.
References
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Ahmed, W., Kiyani, A., & Hashmi, S. (2016). The study on organizational cynicism, organizational injustice & breach of psychological contract as the determinants of deviant work behavior.
Aksu, A. (2016). Organizational deviance and multi-factor leadership. Educational Research and Reviews, 11(8), 589.
Alias, M., Rasdi, R. M., & Said, A. M. A. (2012). The impact of negative affectivity, job satisfaction and interpersonal justice on workplace deviance in the private organizations. Pertanika Journal of Social Sciences & Humanities, 20(3).
Ambrose, M. L., Schminke, M., & Mayer, D. M. (2013). Trickle-down effects of supervisor perceptions of interactional justice: A moderated mediation approach. Journal of Applied Psychology, 98(4), 678.
Andreescu, V., Keeling, D. G., Vito, G. F., & Voinic, M. C. (2012). Romanian and American police officers'perceptions of professional integrity and ethical behavior. Revista Romana de Sociologie, 23(3/4), 185.
Appelbaum, S. H., Semerjian, G., & Mohan, K. (2012). Workplace bullying: consequences, causes and controls (part one). Industrial and commercial training, 44(4), 203-210.
Appelbaum, S. H., Shapiro, B. T., & Molson, J. (2006). Diagnosis and remedies for deviant workplace behaviors. Journal of American Academy of Business, 9(2), 14-20.
Bahron, M.N., Khair, M.D & Iqbal, J. (2017). “A systematic review on the deviant workplace behaviour”. Review of Public Administration and Management, 5 (3).
Barry, D. P. (2000). Handling police misconduct in an ethical way.
Boye, M. W., & Jones, J. W. (1997). Organizational culture and employee counterproductivity. Antisocial behavior in organizations, 172-184.
Brown, L. D., & Covey, J. G. (1987). Development organizations and organization development: Toward an expanded paradigm for organization development. Research in organizational change and development, 1, 59-87.
Chang, K., & Smithikrai, C. (2010). Counterproductive behaviour at work: an investigation into reduction strategies. The International Journal of Human Resource Management, 21(8), 1272-1288.
Chappell D, Di Martino V (2006).Violence at work (2nd edition). International Labour Organization, Geneva, Switerland.
Coffin B (2003). Breaking the silence on white collar crime. Risk Management 50: 8-9.
Deniz, N., Noyan, A., & Ertosun, Ö. G. (2015). Linking person-job fit to job stress: The mediating effect of perceived person-organization fit. Procedia-Social and Behavioral Sciences, 207, 369-376.
Fox, S., Spector, P. E., & Miles, D. (2001). Counterproductive work behavior (CWB) in response to job stressors and organizational justice: Some mediator and moderator tests for autonomy and emotions. Journal of vocational behavior, 59(3), 291-309.
Galperin B.L, Burke R.J “Uncovering the relationship between work holism and workplace destructive and constructive deviance: An exploratory study”. International Journal of Human Resource Management, 2006, 17, 331 – 347.
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Goh, A. (2007). An attributional analysis of counterproductive work behavior (CWB) in response to occupational stress (Doctoral dissertation, University of South Florida).
Gordon, R. D. (2010). Dispersed leadership: exploring the impact of antecedent forms of power using a communicative framework. Management communication quarterly, 24(2), 260-287.
Griffin, R. W., & Lopez, Y. P. (2005). “Bad behavior” in organizations: A review and typology for future research. Journal of Management, 31(6), 988-1005.
Harper, D. (1990). Spotlight abuse-save profits. Industrial distribution, 79(3), 47-51.
Harris, L. C., & Ogbonna, E. (2002). Exploring service sabotage: The antecedents, types and consequences of frontline, deviant, antiservice behaviors. Journal of Service Research, 4(3), 163-183.
Haryonor, S. (2021). The Effect of Person Job Fit and Person Organization Fit on Employee Performance with Organizational Citizenship Behavior as Mediator: Study of Local Government Employees in Tojo Una-Una Regency. Business Management Dynamics, 10(12), 17.
Hassan, M., Akram, A., & Naz, S. (2012). The relationship between person organization fit, person-job-fit and turnover intention in banking sector of Pakistan: The mediating role of psychological climate. International Journal of Human Resource Studies, 2(3), 172.
Huberts, L. W., Kaptein, M., & Lasthuizen, K. (2007). A study of the impact of three leadership styles on integrity violations committed by police officers. Policing: An International Journal of Police Strategies & Management, 30(4), 587-607.
Islam, T., Ahmad, R., Ahmed, I., & Ahmer, Z. (2019). Police work-family nexus, work engagement and turnover intention: Moderating role of person-job-fit. Policing: An International Journal.
Iqbal, M. T., Latif, W., & Naseer, W. (2012). The impact of person job fit on job satisfaction and its subsequent impact on employees performance. Mediterranean Journal of Social Sciences, 3(2), 523-530.
June, S., & Mahmood, R. (2011). The relationship between person-job fit and job performance: A study among the employees of the service sector SMEs in Malaysia. International Journal of Business, Humanities and Technology, 1(2), 95105.
Lamboo, T. (2010). Police misconduct: accountability of internal investigations. International journal of public sector management, 23(7), 613-631.
Lawrence, T. B., & Robinson, S. L. (2007). Ain't misbehavin: Workplace deviance as organizational resistance. Journal of Management, 33(3), 378-394.
Lima, L. C., Teha, C. J., & Chan-Yin-Fah, B. (2016). A preliminary study of the effects of personality traits on workplace deviance in the voluntary sector. International Review of Management and Marketing, 6(7S).
Mangione, T. W., & Quinn, R. P. (1975). Job satisfaction, counterproductive behavior, and drug use at work. Journal of applied psychology, 60(1), 114.
Malisetty, S. (2015). A study on deviant workplace behaviour of IT employees. EPRA International Journal of Economics and Business Review, 3(9), 2347 – 9671.
Merriam, S. B. (2002). Qualitative research in practice: Examples for discussion and analysis. Jossey-Bass Inc Pub.
Nasir M, Bashir A (2012) “Examining workplace deviance in public sector organizations of Pakistan. International Journal of Social Economics 39: 240 – 253.
Nair, N., & Bhatnagar, D. (2011). Understanding workplace deviant behavior in Nonprofit Organizations: Toward an integrative conceptual framework. Nonprofit Management and Leadership, 21(3), 289-309.
Palazzo, G. (2007). Organizational integrity—understanding the dimensions of ethical and unethical behavior in corporations. In Corporate ethics and corporate governance (pp. 113-128). Springer, Berlin, Heidelberg.
Raelin, J.A “Three Scales of Professional Deviance Within Organizations.” Journal of Organizational Behavior, 1994, 15(6), 483-501.
Rahim, A. R. A., Shabudin, A., & Nasurdin, A. M. (2012). Effects of job characteristics on counterproductive work behavior among production employees: Malaysian experience. International Journal of Business and Development Studies, 4(1), 123-145.
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.-572.
Robinson, S. L., & Greenberg, J. (1998). Employees behaving badly: Dimensions, determinants and dilemmas in the study of workplace deviance. Journal of Organizational Behavior (1986-1998), 1.
Rogojan, P. T. (2009). Deviant workplace behavior in organizations: Antecedents, influences, and remedies.
Saufi, R. A., Mansor, N. N. A., Kakar, A. S., & Singh, H. (2020). The Mediating Role of Person-Job Fit between Person-Organisation Fit and Intention to Leave the Job: Empirical Evidence from Pakistan. Sustainability, 12(19), 8189.
Suwanti, S., & Udin, U. (2020). Investigating the Relationship between Person-Organization Fit, Person-Job Fit, and Innovative Work Behavior: The Mediation Role of Organizational Citizenship Behavior. Calitatea, 21(176), 36-41.
Vardi, Y., & Wiener, Y. (1996). Misbehavior in organizations: A motivational framework. Organization science, 7(2), 151-165.
Werner, J. M., & DeSimone, R. L. (2011). Human resource development. Cengage Learning.
Adejoh, M. A., & Adejoh, L. L. (2013). Handling negative deviant behaviour of front-line employees in service organisations. International journal of current research and review, 5(4), 23.
Agboola, A. A., & Salawu, R. O. (2010). Managing deviant behavior and resistance to change. International Journal of Business and Management, 6(1), 235.
Agwa Ahmed Mohamed Fathi. (2018). Leadership. Workplace Deviance Behaviors. (pp30 – 36). Intechopen. ISBN 978-1-78923-685-9.
Ahmad, A., & Omar, Z. (2014). Reducing deviant behavior through workplace spirituality and job satisfaction. Asian Social Science, 10(19), 107.
Ahmed, W., Kiyani, A., & Hashmi, S. (2016). The study on organizational cynicism, organizational injustice & breach of psychological contract as the determinants of deviant work behavior.
Aksu, A. (2016). Organizational deviance and multi-factor leadership. Educational Research and Reviews, 11(8), 589.
Alias, M., Rasdi, R. M., & Said, A. M. A. (2012). The impact of negative affectivity, job satisfaction and interpersonal justice on workplace deviance in the private organizations. Pertanika Journal of Social Sciences & Humanities, 20(3).
Ambrose, M. L., Schminke, M., & Mayer, D. M. (2013). Trickle-down effects of supervisor perceptions of interactional justice: A moderated mediation approach. Journal of Applied Psychology, 98(4), 678.
Andreescu, V., Keeling, D. G., Vito, G. F., & Voinic, M. C. (2012). Romanian and American police officers'perceptions of professional integrity and ethical behavior. Revista Romana de Sociologie, 23(3/4), 185.
Appelbaum, S. H., Semerjian, G., & Mohan, K. (2012). Workplace bullying: consequences, causes and controls (part one). Industrial and commercial training, 44(4), 203-210.
Appelbaum, S. H., Shapiro, B. T., & Molson, J. (2006). Diagnosis and remedies for deviant workplace behaviors. Journal of American Academy of Business, 9(2), 14-20.
Bahron, M.N., Khair, M.D & Iqbal, J. (2017). “A systematic review on the deviant workplace behaviour”. Review of Public Administration and Management, 5 (3).
Barry, D. P. (2000). Handling police misconduct in an ethical way.
Boye, M. W., & Jones, J. W. (1997). Organizational culture and employee counterproductivity. Antisocial behavior in organizations, 172-184.
Brown, L. D., & Covey, J. G. (1987). Development organizations and organization development: Toward an expanded paradigm for organization development. Research in organizational change and development, 1, 59-87.
Chang, K., & Smithikrai, C. (2010). Counterproductive behaviour at work: an investigation into reduction strategies. The International Journal of Human Resource Management, 21(8), 1272-1288.
Chappell D, Di Martino V (2006).Violence at work (2nd edition). International Labour Organization, Geneva, Switerland.
Coffin B (2003). Breaking the silence on white collar crime. Risk Management 50: 8-9.
Deniz, N., Noyan, A., & Ertosun, Ö. G. (2015). Linking person-job fit to job stress: The mediating effect of perceived person-organization fit. Procedia-Social and Behavioral Sciences, 207, 369-376.
Fox, S., Spector, P. E., & Miles, D. (2001). Counterproductive work behavior (CWB) in response to job stressors and organizational justice: Some mediator and moderator tests for autonomy and emotions. Journal of vocational behavior, 59(3), 291-309.
Galperin B.L, Burke R.J “Uncovering the relationship between work holism and workplace destructive and constructive deviance: An exploratory study”. International Journal of Human Resource Management, 2006, 17, 331 – 347.
Giacalone, R. A., & Greenberg, J. (Eds.). (1997). Antisocial behavior in organizations. Sage.
Goh, A. (2007). An attributional analysis of counterproductive work behavior (CWB) in response to occupational stress (Doctoral dissertation, University of South Florida).
Gordon, R. D. (2010). Dispersed leadership: exploring the impact of antecedent forms of power using a communicative framework. Management communication quarterly, 24(2), 260-287.
Griffin, R. W., & Lopez, Y. P. (2005). “Bad behavior” in organizations: A review and typology for future research. Journal of Management, 31(6), 988-1005.
Harper, D. (1990). Spotlight abuse-save profits. Industrial distribution, 79(3), 47-51.
Harris, L. C., & Ogbonna, E. (2002). Exploring service sabotage: The antecedents, types and consequences of frontline, deviant, antiservice behaviors. Journal of Service Research, 4(3), 163-183.
Haryonor, S. (2021). The Effect of Person Job Fit and Person Organization Fit on Employee Performance with Organizational Citizenship Behavior as Mediator: Study of Local Government Employees in Tojo Una-Una Regency. Business Management Dynamics, 10(12), 17.
Hassan, M., Akram, A., & Naz, S. (2012). The relationship between person organization fit, person-job-fit and turnover intention in banking sector of Pakistan: The mediating role of psychological climate. International Journal of Human Resource Studies, 2(3), 172.
Huberts, L. W., Kaptein, M., & Lasthuizen, K. (2007). A study of the impact of three leadership styles on integrity violations committed by police officers. Policing: An International Journal of Police Strategies & Management, 30(4), 587-607.
Islam, T., Ahmad, R., Ahmed, I., & Ahmer, Z. (2019). Police work-family nexus, work engagement and turnover intention: Moderating role of person-job-fit. Policing: An International Journal.
Iqbal, M. T., Latif, W., & Naseer, W. (2012). The impact of person job fit on job satisfaction and its subsequent impact on employees performance. Mediterranean Journal of Social Sciences, 3(2), 523-530.
June, S., & Mahmood, R. (2011). The relationship between person-job fit and job performance: A study among the employees of the service sector SMEs in Malaysia. International Journal of Business, Humanities and Technology, 1(2), 95105.
Lamboo, T. (2010). Police misconduct: accountability of internal investigations. International journal of public sector management, 23(7), 613-631.
Lawrence, T. B., & Robinson, S. L. (2007). Ain't misbehavin: Workplace deviance as organizational resistance. Journal of Management, 33(3), 378-394.
Lima, L. C., Teha, C. J., & Chan-Yin-Fah, B. (2016). A preliminary study of the effects of personality traits on workplace deviance in the voluntary sector. International Review of Management and Marketing, 6(7S).
Mangione, T. W., & Quinn, R. P. (1975). Job satisfaction, counterproductive behavior, and drug use at work. Journal of applied psychology, 60(1), 114.
Malisetty, S. (2015). A study on deviant workplace behaviour of IT employees. EPRA International Journal of Economics and Business Review, 3(9), 2347 – 9671.
Merriam, S. B. (2002). Qualitative research in practice: Examples for discussion and analysis. Jossey-Bass Inc Pub.
Nasir M, Bashir A (2012) “Examining workplace deviance in public sector organizations of Pakistan. International Journal of Social Economics 39: 240 – 253.
Nair, N., & Bhatnagar, D. (2011). Understanding workplace deviant behavior in Nonprofit Organizations: Toward an integrative conceptual framework. Nonprofit Management and Leadership, 21(3), 289-309.
Palazzo, G. (2007). Organizational integrity—understanding the dimensions of ethical and unethical behavior in corporations. In Corporate ethics and corporate governance (pp. 113-128). Springer, Berlin, Heidelberg.
Raelin, J.A “Three Scales of Professional Deviance Within Organizations.” Journal of Organizational Behavior, 1994, 15(6), 483-501.
Rahim, A. R. A., Shabudin, A., & Nasurdin, A. M. (2012). Effects of job characteristics on counterproductive work behavior among production employees: Malaysian experience. International Journal of Business and Development Studies, 4(1), 123-145.
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.-572.
Robinson, S. L., & Greenberg, J. (1998). Employees behaving badly: Dimensions, determinants and dilemmas in the study of workplace deviance. Journal of Organizational Behavior (1986-1998), 1.
Rogojan, P. T. (2009). Deviant workplace behavior in organizations: Antecedents, influences, and remedies.
Saufi, R. A., Mansor, N. N. A., Kakar, A. S., & Singh, H. (2020). The Mediating Role of Person-Job Fit between Person-Organisation Fit and Intention to Leave the Job: Empirical Evidence from Pakistan. Sustainability, 12(19), 8189.
Suwanti, S., & Udin, U. (2020). Investigating the Relationship between Person-Organization Fit, Person-Job Fit, and Innovative Work Behavior: The Mediation Role of Organizational Citizenship Behavior. Calitatea, 21(176), 36-41.
Vardi, Y., & Wiener, Y. (1996). Misbehavior in organizations: A motivational framework. Organization science, 7(2), 151-165.
Werner, J. M., & DeSimone, R. L. (2011). Human resource development. Cengage Learning.
Published
2022-04-01
How to Cite
SATHAPPAN, Malini; ADAMU, Adamu Abbas.
Minimizing Deviant Workplace Behaviour through Person Job Fit: A Malaysian Case Study.
Asian Journal of Behavioural Sciences, [S.l.], v. 4, n. 1, p. 52-61, apr. 2022.
ISSN 2710-5865.
Available at: <https://myjms.mohe.gov.my/index.php/ajbs/article/view/17825>. Date accessed: 20 sep. 2024.
Section
Articles
