| Peer-Reviewed

Organizational Commitment, Occupational Stress, and Core Self-Evaluation as Predictors of Workplace Deviance

Received: 4 February 2017     Accepted: 17 February 2017     Published: 18 October 2017
Views:       Downloads:
Abstract

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.

Published in American Journal of Applied Psychology (Volume 6, Issue 4)
DOI 10.11648/j.ajap.20170604.13
Page(s) 64-70
Creative Commons

This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.

Copyright

Copyright © The Author(s), 2017. Published by Science Publishing Group

Keywords

Workplace Deviance, Job Commitment, Job Stress, Core Self-Evaluation

References
[1] 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.
[2] 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.
[3] 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.
[4] 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.
[5] Cohen, S., Kamarck, T., & Mermelstein, R. (1983). A global measure of perceived stress. Journal of Health and Social Behavior, 24, 386-396.
[6] Cortina, L. & Magley, V. (2009). Patterns and profiles of response to incivility in the workplace. Journal of Occupational Health Psychology, 14(3), 272-288.
[7] Cortina, L. M. (2008). Unseen injustice: Incivility as modern discrimination in organizations. Academy of Management Review, 33, 55-75.
[8] 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.
[9] Doshy, P. & Wang J. (2014). Workplace Incivility: What Do Targets Say About It? American Journal of Management, 14(1-2), 30-42.
[10] Estes, B. & Wang, J. (2008). Workplace incivility: Impacts on individual and organizational performance. Human resource Development Review, 7(2), 218-240.
[11] 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.
[12] Galperin. B. L. (2002). Determinants of deviance in the workplace: an empirical examination in Canada and Mexico, Unpublished Ph. D Thesis, Concordia University, 2002.
[13] 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.
[14] Henry, O. & Evans, A. J. (2008). Occupational Stress in Organizations. Journal of Management Research 8, (3), 123–135.
[15] 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.
[16] 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.
[17] Meyer, J. & Allen, N. (1997). Commitment in the Workplace: Theory, Research, and Application. Sage: Thousand Oaks.
[18] Omar, Halim, Zainah, Farhadi, Nasir & Kairudin. (2011). Stress and job satisfaction as antecedents of workplace deviant behavior. World Applied Sciences Journal, 12, 45-51.
[19] 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.
[20] Peterson, T. (2002). Deviant workplace behaviour and the organisation’s ethical climate. Journal of Business and Psychology, 17 (1), 47-56.
[21] 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.
[22] 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.
[23] 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.
[24] Tobin, T. J. (2000). Organisational determinants of violence in the workplace. Aggression and Violent Behaviour, 6, (1), 91-102.
[25] Vardi, Y. (2001). The effect of organisational and technical climate on misconduct at work. Journal of Business Ethics, 29, 325-327.
[26] Zainuddin, N. H. (2006) Occupational Stress and Workplace Deviant Behavior. Masters thesis, Universiti Utara, Malaysia.
Cite This Article
  • APA Style

    Emenike Samuel Ugwu, Chiedozie Okechukwu Okafor. (2017). Organizational Commitment, Occupational Stress, and Core Self-Evaluation as Predictors of Workplace Deviance. American Journal of Applied Psychology, 6(4), 64-70. https://doi.org/10.11648/j.ajap.20170604.13

    Copy | Download

    ACS Style

    Emenike Samuel Ugwu; Chiedozie Okechukwu Okafor. Organizational Commitment, Occupational Stress, and Core Self-Evaluation as Predictors of Workplace Deviance. Am. J. Appl. Psychol. 2017, 6(4), 64-70. doi: 10.11648/j.ajap.20170604.13

    Copy | Download

    AMA Style

    Emenike Samuel Ugwu, Chiedozie Okechukwu Okafor. Organizational Commitment, Occupational Stress, and Core Self-Evaluation as Predictors of Workplace Deviance. Am J Appl Psychol. 2017;6(4):64-70. doi: 10.11648/j.ajap.20170604.13

    Copy | Download

  • @article{10.11648/j.ajap.20170604.13,
      author = {Emenike Samuel Ugwu and Chiedozie Okechukwu Okafor},
      title = {Organizational Commitment, Occupational Stress, and Core Self-Evaluation as Predictors of Workplace Deviance},
      journal = {American Journal of Applied Psychology},
      volume = {6},
      number = {4},
      pages = {64-70},
      doi = {10.11648/j.ajap.20170604.13},
      url = {https://doi.org/10.11648/j.ajap.20170604.13},
      eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.ajap.20170604.13},
      abstract = {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.},
     year = {2017}
    }
    

    Copy | Download

  • TY  - JOUR
    T1  - Organizational Commitment, Occupational Stress, and Core Self-Evaluation as Predictors of Workplace Deviance
    AU  - Emenike Samuel Ugwu
    AU  - Chiedozie Okechukwu Okafor
    Y1  - 2017/10/18
    PY  - 2017
    N1  - https://doi.org/10.11648/j.ajap.20170604.13
    DO  - 10.11648/j.ajap.20170604.13
    T2  - American Journal of Applied Psychology
    JF  - American Journal of Applied Psychology
    JO  - American Journal of Applied Psychology
    SP  - 64
    EP  - 70
    PB  - Science Publishing Group
    SN  - 2328-5672
    UR  - https://doi.org/10.11648/j.ajap.20170604.13
    AB  - 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.
    VL  - 6
    IS  - 4
    ER  - 

    Copy | Download

Author Information
  • Code of Conduct Tribunal, Enugu Zonal Office, Enugu, Nigeria

  • Department of Psychology, Faculty of Management and Social Science, Federal Universty, Ndufu-Alike Ikwo, Ebonyi State, Nigeria

  • Sections