Workplace Deviance In The Workplace

Workplace Deviance. Workplace deviance refers to voluntary behaviors by employees that violate significant company norms, policies, or rules and threaten the well-being of the organization and / or its members. Examples of workplace deviance include both behaviors directed at organizations (e.g. theft, sabotage, coming to work late, and putting little effort into work) and individuals in the workplace, such as supervisors or coworkers (e.g. making fun of others, playing mean pranks, acting rudely, arguing). Until recently workplace deviance has been a neglect topic in organizational research. Employee theft and fraud is the fastest growing type of crime. It has been estimated that three quarters of employees steal at least once from their employer

Production Deviance. Production deviance which is violating organizational norms regarding the quantity and quality of work performed is minor and organization targeted.

b. Property Deviance. Property deviance which is acquiring or damaging property belonging to one’s employer is serious and organizational targeted deviance behavior.

c. Political Deviance. Political deviance which is engagement in social interaction that outs other individuals at a personal or political disadvantage in minor and interpersonal.

d. Personal Aggression. Personal aggression which is behaving in an aggressive or hostile manner towards other individuals is serious and interpersonal.

The prevalence of deviant employee behaviors is especially disturbing when the costs to both affected organizations and individuals are considered.

Socialization. It is the process of internalizing societal and cultural

Conversely, those high in socialization have internalized generally-accepted social norms and tend to conform to them.

Two personality traits are proposed to moderate the relationship between organizational justice and workplace deviance: socialization and impulsivity. These two personality traits are often included in integrity tests used by organizations to screen applicants. This construct is based on Gough's role-taking theory of sociopathy and ranges from asocial to social personality types:-

1. Asocial individuals are low in social maturity, integrity, righteousness, and morality and are often perceived as rebellious, dissatisfied, and defensive. They tend to resist rules and regulations and find it difficult to conform.

2. Individuals high in socialization are considered, dependable, well-balanced, patient, tactful, and easily able to conform. This would lead them to respond to injustice with more ethical methods like discussing the matter with a supervisor instead of deviance because these behaviors entail going against societal and organizational