Personality Psychology

Topics: Big Five personality traits, Psychology, Trait theory Pages: 22 (5261 words) Published: September 5, 2013
Personality and Motivational Traits As Correlates of Workplace Deviance among Public and Private Sector Employees
Kiran Sakkar Sudha and Waheeda Khan*
Department of Psychology, Jamia Millia Islamia, New Delhi 110 025, India

KEYWORDS Big Five Personality Traits. Organizational Deviance. Interpersonal Deviance. NEO-FFI. Behavioral Activation. Behavioral Inhibition
ABSTRACT Deviant behaviors have far reaching effect on the individual and at the organizational level. In spite of clear ethical guidelines, employees indulge in deviant activities. Dispositional variables have been linked with deviant behavior and are also influenced by individual motivation; hence personality and motivational traits were considered. The purpose of the research was to study the Big Five personality traits and motivational traits to explore its relation with workplace deviance among the employees of public and private sector organizations (N = 60). The results showed that public sector employees’ significantly differed from the employees of private sector on workplace deviance and openness trait of big five personality traits. Significant correlations among some of the dimensions of personality, motivational traits and workplace deviance were obtained. Neuroticism evolved as a major correlate of organizational deviance in both public and private sectors. Motivational traits (BIS, BAS) were correlated significantly to different dimensions of workplace deviance in private sector and not in public sector. It has implications for organizations on how to manage workplace deviance.

There has been drastic increase in number
of corporate scandals such as 3G telecom scam,
Commonwealth scam, etc. and deviancies
caused by troubled interpersonal issues leading
to death and killings, such as in the case of
Maruti Suzuki Ltd., Graziano Transmissioni
India etc. There is an immense need to explore
the underlying causes of such organizational and
interpersonal deviant behaviors. Role of personality
traits and motivational traits were hypothesized
as correlates of workplace deviant behaviors.
Hence, the purpose was sorted and the objectives
were laid.
Workplace deviance is one of the most serious
problems faced by organizations today.
Recent media focus on acts of workplace delinquency,
aggression, and violence has rejuvenated
interest in the area of deviant work behaviors
(Bennett and Robinson 2000). Workplace
deviance is a pervasive problem, causing
a huge financial loss (Greenberg 1997; Murphy
1993; Vardi and Weitz 2004). Also, the employees
who are targets of workplace deviance are
more likely to quit, have stress- related problems,
decreased productivity, low morale, lost
work time (O’Leary-Kelly et al. 1996), damaged
self- esteem, increased fear and insecurity at
work, and psychological and physical pain (Griffin
et al. 1998). In conceptualizing workplace
deviance, there is a co existence of multiple concepts.
Initially, it was interchangeably used and
defined as negative workplace behavior has
been referred to as antisocial behavior (Robinson
and Greenberg 1998), organizational misbehavior
(Vardi and Wiener 1996), non-compliant
behavior (Puffer 1987), counterproductive workplace
behavior (Fox and Spector 1999), negative
citizenship behavior (Fisher and Locke
1992), delinquency (Hogan and Hogan 1989),
tyranny (Ashforth 1994) workplace deviance
(Robinson and Greenberg 1998) and dysfunctional
workplace behavior (Griffin et al. 1998)
to name a few.
Interpersonal and organizational deviances
are two forms of workplace deviance that are
directed differently but equally harmful to the
organization. Interpersonal deviance can occur
when the employees interact for professional or
personal reasons with the co- workers or other
employees at the workplace (Pulich and
Tourigny 2004). Thus, the employees feel the
need to misbehave either to benefit from it or
make the best use of the time....
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