Relationships between Dispositional Factors and Workplace Deviant Behavior: The Moderating Role of Religiosity

Radzali, Farah Mardiana; Ahmad, Aminah; Omar, Zoharah
September 2013
Australian Journal of Basic & Applied Sciences;Sep2013, Vol. 7 Issue 11, p1
Academic Journal
With the increase of workplace deviant behavior in the organization and the lack of attention and solutions to overcome it, the organization may experience several negative impacts that can jeopardize their company's reputation and financial wellbeing of the organization. Workplace deviant behavior is refer as any intentional behavior exhibited by a member of the organization that is contradictory to the member's legitimate interest as viewed by the organization. Recent research has highlighted the importance of understanding workplace deviant behavior. Past researchers have found that among the antecedents of workplace deviant behavior are gender and emotional stability. However, very limited studies have examined the role of religiosity as a moderator in the relationships between antecedents and workplace deviant behavior. The role of religiosity is very important as it helps people to shape their behavior through how they think and affect on how they act. Literature has suggested that individuals with high religiosity are more emotionally stable and less deviant at the workplace while males engage in deviant behavior more than females. Despite the existence of earlier studies on religiosity, there is still lack of studies on religiosity that specifically addresses workplace deviant behavior issues. There is also a critical gap in the research on workplace deviant behavior models that had examined religiosity as a moderator. This paper presents a model on the moderating role of religiosity in the relationship between gender and emotional stability, and workplace deviant behavior. The model is developed based on social control theory as well as previous research findings. This model could contribute towards a better understanding of workplace deviant behavior by expanding the previous model with the inclusion of religiosity as the moderating role. Also, the employer should give more attention to the negative effects of workplace deviant behavior and the importance of religiosity as religiosity can moderate the factors affecting workplace deviant behavior.


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