2 List of Tables 6 Acknowledgements 7 Introduction: The development and validation of a customer incivility scale 8 Workplace Deviance 9 Customer Service Context 11 Existing Workplace Incivility Measures 13 Linking Customer Incivility With Outcome Variables 15 Workplace deviance, job satisfaction, and turnover intent 16 Hypothesis 1 17 Hypothesis 2 18 Workplace deviance and personal strain 18

It is widely established that the Big Five personality traits of conscientiousness, agreeableness, and emotional stability are antecedents to workplace deviance (Berry, Ones, & Sackett, 2007). However, these meta-analytic findings are based on self-reported personality traits. A recent meta-analysis by Oh, Wang, and Mount (2011) identified the value of acquaintance-reported personality in the p...

Workplace deviance has become a growing concern for many organizations particularly in developing countries because of its negative consequences on organizational productivity. Drawing on the basis of organizational support theory, this study examined the relationship of perceived organizational support and perceived supervisor support with workplace deviance. The aim of this paper was to test ...

the aim of this research was to investigated or the relationship between ethical leadership and workplace deviance behaviors with mediating role of affective commitment and ethical climate. the statistical community was the employees of jahad agricultural organization of khozestan. the participants of this study included 220 employees who were selected by random sampling method. the instruments...

Honesty-Humility, one of the six major personality dimensions included in the HEXACO model of personality structure, has previously been found to show negative correlations with workplace deviance. In this study, we hypothesised that Extraversion would moderate the relationship between Honesty-Humility and workplace deviance. In particular, we posited that the relation between Honesty-Humility ...

The authors tested a model, inspired by affective events theory (H. M. Weiss & R. Cropanzano, 1996), that examines the dynamic nature of emotions at work, work attitudes, and workplace deviance. Sixty-four employees completed daily surveys over 3 weeks, reporting their mood, job satisfaction, perceived interpersonal treatment, and deviance. Supervisors and significant others also evaluated empl...

We examine the relationship between the incidence of workplace deviance (on-the-job crime) and the state of the economy. A worker’s probability of future employment depends on whether she has been deviant as well as on the availability of jobs. Using a two period model we show that the net impact on deviant behavior to changes in unemployment can go either way depending upon the nature of the e...

The purpose of this research was to develop broad, theoretically derived measure(s) of deviant behavior in the workplace. Two scales were developed: a 12-item scale of organizational deviance (deviant behaviors directly harmful to the organization) and a 7-item scale of interpersonal deviance (deviant behaviors directly harmful to other individuals within the organization). These scales were fo...

In this study, the authors examine the relationship between abusive supervision and employee workplace deviance. The authors conceptualize abusive supervision as a type of aggression. They use work on retaliation and direct and displaced aggression as a foundation for examining employees' reactions to abusive supervision. The authors predict abusive supervision will be related to supervisor-dir...