ISSN: 2222-6990
Open access
This study aims to determine the effect of psychological contracts as a mediator in the relationship between supervisor support, organizational trust and workplace deviant behaviour. For this purpose, a total of 350 lecturers in seven Private Higher Education Institutions (IPTS) around Selangor and Kuala Lumpur were selected as research respondents. The questionnaire was distributed to respondents using instruments taken from the original source. This study found that organizational trust influences workplace deviant behaviour, while supervisor support does not affect workplace deviant behaviour. The study also found that supervisory support and organizational trust influence psychological contracts and psychological contracts influence workplace deviant behaviour. Finally, for mediation analysis, psychological contracts significantly influence the relationship between supervisor support, organizational trust and workplace deviant behaviour at work. This study concludes that supervisory support and organizational trust increase psychological contracts and thus reduce the workplace deviant behaviour among lecturers.
Adeoti, M. O., Shamsudin, F. M., & Wan, C. Y. (2017). Workload, work pressure and interpersonal deviance in academia: The mediating role of neutralization, international. Journal of Human Resource Studies 7(4): 1-22.
Ahmad, A., & Omar, Z., (2013). Abusive Supervision and Deviant Workplace Behavior: The Mediating Role of Work–Family Conflict. The Journal of Human Resource and Adult Learning 9(2): 124-130.
Ahmed, W., Kiyani, A. A., & Hashmi, S. H. (2013). The study on organizational cynicism, organizational injustice and breach of psychological contract as the determinants of deviant work behavior. Act. Problems Economy 2: 145-154.
Akhigbe, O. J., & Sunday, P. I. (2018). Organizational Trust and Workplace Deviant Behavior in Higher Institutions in Rivers State. International Journal of Managerial Studies and Research (IJMSR) 5(10): 48-62.
Alias, M., Mohd Rasdi, R., Ismail, M., & Abu Samah, B. (2013). Predictors of workplace deviant behavior: HRD agenda for Malaysian support personnel. European Journal of Training and Development 37(2): 161-182.
Anderson, J. R. (2006). Managing Employees in the Service Sector: A Literature Review and Conceptual Development. Journal of Business and Psychology 20(4): 501-523.
Anderson, C. J., & Gerbing, D. (1988). Structural equation modeling in practice: A review of recommended two-step approach. Psychological Bulletin 103: 411-423.
Aquino, K., & Bayron, K. (2002). Dominating interpersonal behavior and perceived victimization in groups: evidence for a curvilinear relationship. Journal of Management 28(1): 69-87.
Atkinson, C. (2007). Trust and the psychological contract. Employee Relations 29(3): 227-246.
Azim, A. M. M., Ahmad, A., Omar, Z., & Silong, A. D. (2012). Work-family psychological contract, job autonomy and organizational commitment. American Journal of Applied Sciences, 9(5), 740-747.
Azim, A. M. M., Ahmad, A., Omar, Z., & Silong, A. D. (2015). Does Psychological Contract on Work-family Benefits Improve Employee Commitment? Asian Social Science, 11(13), 71-85
Bakker, A. B., & Demerouti, E. (2016). Job demands-resources theory: Taking stock and looking forward. In Peter Y. Chen and Cary L. Cooper (Eds.). Work and wellbeing: a complete reference guide, Volume III. John Wiley & Sons, Inc.
Bennett, R., & Marasi, S., (2015). Workplace Deviance. In: James D. Wright (editor-in-chief): International Encyclopedia of the Social & Behavioral Sciences, 2nd edition, 25. Oxford: Elsevier. pp. 722-726.
Bennett, R. J., & Robinson, S. L. (2000). Development of a measure of workplace deviance. Journal of Applied Psychology 85: 349-360.
Blau, P. M. 1964. Exchange and power in social life. New York: John Wiley & Sons.
Bordia, P., Restubog, S. L. D., & Tang, R. L. (2008). When employees strike back: investigating mediating mechanisms between psychological contract breach and workplace deviance. Journal of Applied Psychology 93: 1104-1117.
Chen, L. L., Fah, B. C. U., & Jin, T. H. (2016). Perceived Organizational Support and Workplace Deviance in the Voluntary Sector. 7th International Economics & Business Management Conference, 5th & 6th October 2015. Procedia Economics and Finance 35: 468-475
Cheung, M. F., Wong, C., & Yuan, G. Y. (2017). Why mutual trust leads to highest performance: the mediating role of psychological contract fulfillment. Asia Pacific Journal of Human Resources 55(4): 430-453.
Conway, N., Guest, D.E. & Trenberth, L. (2011). Testing the differential effects of changes in psychological contract breach and fulfilment. Journal of Vocational Behavior 79(1): 267-276.
Daouk-Öyry, L., Anouze, A. L., Otaki, F., Dumit, N. Y., & Osman, I. (2014). The JOINT model of nurse absenteeism and turnover: a systematic review. International Journal Nursing Studies 51: 93-110.
Deery, S. J., Iverson, R. D., & Walsh, J. T. (2006). Toward a better understanding of psychological contract breach: a study of customer service employees. Journal Applied Psychology 91: 166-175.
Dimitris, K. (201
In-Text Citation: (Azim et al., 2020)
To Cite this Article: Azim, A. M. M., Hassan, M. S., Zaid, D. S., & Daud, M. A. (2020). The Influence of Supervisor Support, Organizational Trust on Workplace Deviant Behavior: Do Psychological Contract Matter? International Journal of Academic Research in Business and Social Sciences, 10(2), 116–132.
Copyright: © 2020 The Author(s)
Published by Human Resource Management Academic Research Society (www.hrmars.com)
This article is published under the Creative Commons Attribution (CC BY 4.0) license. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this license may be seen at: http://creativecommons.org/licences/by/4.0/legalcode