dc.description.abstract | Recent research has demonstrated that deviant behaviors can have both positive
intentions and outcomes (Galperin, 2002; Morrison, 2006; Warren, 2001). These
behaviors are often referred to as constructive deviance, but little is known about the
antecedents of these behaviors within organizations. This study contributes to the
growing body of knowledge on constructive deviance by investigating individual
characteristics, job characteristics, and organizational climates as predictors of
constructive deviance. After investigating each of the predictors independently, a
dominance analysis was conducted to determine the strength of each predictor relative
to one another.
Surprisingly, although role breadth self-efficacy and autonomy have previously
been found to be significant predictors of constructive deviance (Galperin, 2002;
Galperin, 2012, Kahari, Mildred, & Micheal, 2017; Morrison, 2006) neither were
found to be significant predictors in this study. However, significant predictors were
found for each of the three predictor types. At the individual level, conscientiousness
was found to be a significant negative predictor of constructive deviance, the job characteristics of role overload, role conflict, and role ambiguity were found to be
significant positive predictors of constructive deviance, and both the egoism and
benevolence ethical climate types were found to be significant positive predictors of
constructive deviance. The dominance analysis revealed that one of each of the top
three predictors came from each of the predictor types, with role overload as the best
predictor, conscientiousness was found to be the second-best predictor, and the egoism
ethical climate type was found to be the third-best. The implications of these findings,
along with recommendations for future research directions, are discussed. | en_US |