Coping With Deviant Workplace Behavior Through Employee Participation: An Exploratory Study

Coping With Deviant Workplace Behavior Through Employee Participation: An Exploratory Study

Shikha Rana (IMS Unison University, India) and Anchal Pathak (IMS Unison University, India)
Copyright: © 2020 |Pages: 14
DOI: 10.4018/978-1-5225-9996-8.ch013

Abstract

In the present study an attempt has been made to explore the relationship and impact of employee participation on deviant workplace behaviors in the banking sector. For the purpose of data collection, 100 respondents of managerial level were selected from five public sector banks operating in the NCT (National Capital Territory) Delhi. Regression and correlation analysis was performed on the data to empirically test the hypothesized relationship between the two variables. It was concluded in the study that employee participation had a significant negative impact on deviant workplace behavior, which further infers that workplace deviance would decrease with the increase in employee participation rate and vice-versa.
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Employee Participation

Employees’ participation has an exceptional motivation and a great psychological value. It develops the sense of commitment for being part and parcel of the organization which makes them more responsible and involved towards job. Study has shown that participated employees are self- motivated and are ready to take initiative and contribute towards cost- saving suggestions and many innovative ideas. Employee participation is the practice of involving lower levels of employees in the decision making process of management. The word participation implies empowering of the employees in the decisions taken by management related to their work, attaining organizational goals and objectives, autonomy and the level of involvement considered during any kind of decision of the organization. Participation is interpreted differently by different people one of the definition given by Davis 1963 defines it as “the mental and emotional involvement of a person in a group situation which encourages him to contribute to group goals and share responsibilities in them.” According to (Locke &Schweiger, 1979; Wagner & Gooding, 1987a) participation is the power shared among the employees at different hierarchical levels in the organization.

It has been firmly believed that employee participation plays vital role in improving the productivity and organizational effectiveness, the various study has also revealed that it has a positive relationship with the various work related attitudes that is with the increase in participation employee satisfaction, commitment, job involvement also increases. It has been determined by various researcher’s employees working in public sector organization has shown a greater amount of participation when compared with the employees working in public sector organization. The study has also been done in various manufacturing industries which have also shown the positive relation between worker’s participation and antecedents of various work related behaviors.

Morse and Reimer (1956) in their study have shown that higher participation leads to productivity. Vroom (1960) found that employee’s participation in decision-making has greater impact on attitude and motivation. Singh and Pestonjee (1990) explored that job involvement and participation where positively related to job satisfaction. On the other hand, Spreitzer, Kizilos, and Nason (1997) argue that the concept of empowerment is derived from models of participative management and employee involvement, the basic assumption of participative management is that sharing managers' decision-making power with employees will enhance performance and work satisfaction.

Recent studies by (Shahzad et al., 2018) shown that decision making and employees participation eulogizes probability of behavioral output i.e. job satisfaction, and employee performance.

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Deviant Workplace Behaviour

An organization is made up of various resources where the human resources are considered as the most important one. Human resources are the building blocks for any organization. Fierce competition, increased digitalization, globalized impacts on the organization has made it imperative that human resources must contribute to higher business performance. Behavior of employees at workplace determines the success and long term sustainability of the organization. There has been a growing concern among academicians and researchers to study the different employee’ s behaviors which positively and negatively affect the organizational performance. The significance of employees’ behavior lies in the fact that each and every person working in the organization gets affected in various ways. Every organization has its own norms, code of conduct, rules and regulations and employees are responsible to comply with all the norms but many a times it happens that employees doesn’t conform to the disciplinary norms and code of conduct hence indulge into inappropriate behaviors. When such phenomenon is observed behavioral scientists call it “deviant behavior”. Deviance is characterized by those behaviors which are unfavorable for the effective functioning of the organization. These behaviors are detrimental for the sound health and wellbeing of the overall organization. Kaplan (1975) defined Workplace deviance as those “voluntary behaviors wherein employee doesn’t want to conform to and lacks motivation to come up to the normative expectations of the social context”.

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