Exploring the Predictors of Employee Deviant Behavior

• Main Authors: Liu, Hui-Chun, 劉慧君
• Other Authors: Chiu, Su-Fen
• Format: Others
• Language: zh-TW
• Published: 2005
• Online Access: http://ndltd.ncl.edu.tw/handle/95847369691388250817

碩士 === 國立臺灣科技大學 === 企業管理系 === 93 === Past empirical research on employee discretionary behaviors, most has focused on positive work behaviors (e.g., organizational citizenship behavior), less attention has been paid to negative work behaviors (e.g., employee deviant behavior). The purpose of this study is to investigate the effects of work status, perceived organizational support (POS), supervisor support, and job opportunities on employee deviant behavior (interpersonal deviance and organizational deviance). This study investigated 378 employees in finance industry, retail stores, restaurants and other industries. The research findings are as follows: 1. Work status did not affect employee deviant behavior (interpersonal deviance and organizational deviance). 2. POS and employee deviant behavior (interpersonal deviance and organizational deviance) was negatively related. When POS was high, employees were less likely to display deviant behaviors. 3. The relationship between supervisor support and employee deviant behavior (interpersonal deviance and organizational deviance) was not significant. 4. External job opportunities and employee deviant behavior (interpersonal deviance and organizational deviance) was positively related. When external job opportunities were high, employees were more likely to display employee deviant behavior. Finally, the relationship between internal job opportunities and employee deviant behavior (interpersonal deviance and organizational deviance) was not significant.