Akademik Veri Yönetim Sistemi
Tez Türü: Doktora
Tezin Yürütüldüğü Kurum: Gebze Teknik Üniversitesi, Sosyal Bilimler Enstitüsü, İşletme, Türkiye
Tez Danışmanı: Prof. Dr. Bülent Sezen, Prof. Dr. Lütfihak Alpkan
Tezin Onay Tarihi: 2015
Açık Arşiv Koleksiyonu: AVESİS Açık Erişim Koleksiyonu
Özet:
The construct of workplace deviance affecting the well-being of organizations in terms of constructively and destructively is an important research area. Given the enormous gains and costs of it, the main purpose of this study is to determine the drivers of deviant workplace behaviors. In order to make a holistic assessment about it, the theoretical model of the study does not only consist of destructive deviant workplace behaviors but also innovative constructive deviant workplace behaviors. Specifically, in this study, the effects of some employee orientations namely careerism, idealism, relativism, and Machiavellianism on the destructive deviant workplace behaviors through moral disengagement were investigated. Likewise, the effects of some employee perceptions namely organizational justice, participative decision-making, and person-organization fit on innovative constructive deviant workplace behaviors through psychological ownership were investigated. The sample of this study consists of 1000 employees, who work in non-managerial positions from different service sectors in Istanbul. In order to collect data, a survey method was used. Before testing the research hypotheses, a series of preliminary analyses were conducted. After all these analyses, the theoretical model was tested with the structural equation modeling. Lastly, in order to test mediating effects, hierarchical regression analyses were conducted. The findings show that all employee orientations have significant effects on destructive deviant workplace behaviors and except for relativism, which is one of the proposed predictors of destructive deviant workplace behaviors, moral disengagement as an attitude has a mediator role on these direct relationships. Similarly, all employee perceptions have significant effects on innovative constructive deviant workplace behaviors, and psychological ownership, as an attitude, has a mediator role in these relationships. Managerial and practical implications and further research directions are also forwarded.