Organizational Commitment, Occupational Stress, and Core Self-Evaluation as Predictors of Workplace Deviance
American Journal of Applied Psychology
Volume 6, Issue 4, July 2017, Pages: 64-70
Received: Feb. 4, 2017;
Accepted: Feb. 17, 2017;
Published: Oct. 18, 2017
Views 1985 Downloads 131
Emenike Samuel Ugwu, Code of Conduct Tribunal, Enugu Zonal Office, Enugu, Nigeria
Chiedozie Okechukwu Okafor, Department of Psychology, Faculty of Management and Social Science, Federal Universty, Ndufu-Alike Ikwo, Ebonyi State, Nigeria
The study investigated organizational commitment, occupational stress, and core self-evaluation as predictors of workplace deviance in the Nigerian civil service. Two hundred and eighty four (284) adults drawn from the University of Nigeria, Nsukka campus participated in the study. Questionnaires were used to elicit information from the participants. Results of regression analyses show that there was a significant negative relationship between organizational commitment and workplace deviance. Also, core self-evaluation was negatively correlated to workplace deviance. This implies that individuals with positive core self-evaluation are less likely to engage in workplace deviance, while individuals with negative core self-evaluation are more likely to engage in workplace deviance.
Emenike Samuel Ugwu,
Chiedozie Okechukwu Okafor,
Organizational Commitment, Occupational Stress, and Core Self-Evaluation as Predictors of Workplace Deviance, American Journal of Applied Psychology.
Vol. 6, No. 4,
2017, pp. 64-70.
Andersson, L. M., & Pearson, C. M. (1999). Tit for tat? The spiraling effect of incivility in the workplace. Academy of Management Review, 24, 452–471.
Appelbaum, S. H., Laconi, G. D., & Matousek, A. (2007). Positive and negative deviant workplace behaviours: Causes, impacts and solutions. Corporate Governance, 7(5), 586-598.
Bono, J. E., & Judge, T. A. (2003). Core self-evaluations: A review of the trait and its role in job satisfaction and job performance. European Journal of Personality, 17, (l1), 5-18.
Chen, P. Y., & Spector, P. E. (1992). Relationships of work stressors with aggression, withdrawal, theft and substance use: An exploratory study. Journal of Occupational and Organizational Psychology, 65(3), 77-184.
Cohen, S., Kamarck, T., & Mermelstein, R. (1983). A global measure of perceived stress. Journal of Health and Social Behavior, 24, 386-396.
Cortina, L. & Magley, V. (2009). Patterns and profiles of response to incivility in the workplace. Journal of Occupational Health Psychology, 14(3), 272-288.
Cortina, L. M. (2008). Unseen injustice: Incivility as modern discrimination in organizations. Academy of Management Review, 33, 55-75.
Dormann, C., Fay, D., Zapf, D., & Frese, M. (2006). A state-trait analysis of job satisfaction: On the effect of core self-evaluations. Applied Psychology: An International Review, 55, (1), 27-51.
Doshy, P. & Wang J. (2014). Workplace Incivility: What Do Targets Say About It? American Journal of Management, 14(1-2), 30-42.
Estes, B. & Wang, J. (2008). Workplace incivility: Impacts on individual and organizational performance. Human resource Development Review, 7(2), 218-240.
Fagbohungbe, B. O, Akinbode, G. A., & Ayodeji F. (2012). Organizational Determinants of Workplace Deviant Behaviours: An Empirical Analysis in Nigeria. International Journal of Business and Management, 7, (5), 73-86.
Galperin. B. L. (2002). Determinants of deviance in the workplace: an empirical examination in Canada and Mexico, Unpublished Ph. D Thesis, Concordia University, 2002.
Gill, H., Meyer, J. P., Lee, K., Shin, K., & Yoon, C. (2011). Affective and continuance commitment and their relations with deviant workplace behaviours in Korea. Asia Pacific Journal of Management. 28(3), 595-607.
Henry, O. & Evans, A. J. (2008). Occupational Stress in Organizations. Journal of Management Research 8, (3), 123–135.
Judge, T. A., Erez, A., Bono, J. E., & Thoresen, C. J. (2003). Are measures of self-esteem, neuroticism, locus of control, and generalized self-efficacy indicators of a common core construct? Journal of Personality and Social Psychology, 83(3), 693-710.
Lim, S., & Cortina, L. M. (2005). Interpersonal mistreatment in the workplace: The interface and impact of general incivility and sexual harassment. Journal of Applied Psychology, 90,483–496.
Meyer, J. & Allen, N. (1997). Commitment in the Workplace: Theory, Research, and Application. Sage: Thousand Oaks.
Omar, Halim, Zainah, Farhadi, Nasir & Kairudin. (2011). Stress and job satisfaction as antecedents of workplace deviant behavior. World Applied Sciences Journal, 12, 45-51.
Pearson, C. & Porath, C. (2005). On the nature, consequences and remedies of workplace incivility: No time for “nice”? Think again. Academy of Management Executive, 19(1), 7-18.
Peterson, T. (2002). Deviant workplace behaviour and the organisation’s ethical climate. Journal of Business and Psychology, 17 (1), 47-56.
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.
Spector, P. E., & Fox, S. (2005). A model of counterproductive work behavior. In S. Fox, & P. E. Spector (Eds.), Counterproductive workplace behavior: Investigations of actors and targets (pp. 151-174). Washington, DC: APA.
Sprung, J. M., & Jex, S. M. (2012). Work locus of control as a moderator of the relationship between work stressors and counterproductive work behavior. International Journal of Stress Management, 19 (4), 272-291.
Tobin, T. J. (2000). Organisational determinants of violence in the workplace. Aggression and Violent Behaviour, 6, (1), 91-102.
Vardi, Y. (2001). The effect of organisational and technical climate on misconduct at work. Journal of Business Ethics, 29, 325-327.
Zainuddin, N. H. (2006) Occupational Stress and Workplace Deviant Behavior. Masters thesis, Universiti Utara, Malaysia.