نوع مقاله : مقاله پژوهشی

نویسندگان

1 استادیار دانشکده اقتصاد، مدیریت و علوم اداری، دانشگاه سمنان‏، سمنان، ایران

2 دانشجوی کارشناسی ارشد مدیریت MBA-گرایش توسعه سازمان و منابع انسانی، دانشکده اقتصاد، مدیریت و علوم اداری، دانشگاه سمنان، سمنان، ایران

چکیده

رفتارهای انحرافی محیط کار از جمله ابعاد رفتار سازمانی است که به دلیل تحمیل هزینه‌های زیاد بر سازمان‌ها در دهه‌های اخیر مورد توجه قرار گرفته است. یکی از مهم‌ترین عواملی که به بروز رفتارهای انحرافی دامن می‌زند، بدبینی سازمانی است. بروز رفتار انحرافی کارکنان به دلیل وجود بدبینی، متأثر از سبک رهبری مدیران و سرپرستان می‌باشد در این پژوهش ابتدا به بررسی تأثیر بدبینی سازمانی بر گرایش به رفتارهای انحرافی در بین کارکنان یکی از شرکت‌های پیمانکاری نفتی منطقه عسلویه و پس از آن به تأثیر سبک رهبری تبادلی در تعدیل این اثر پرداخته شد. حجم جامعه آماری 210 نفر بوده که بر اساس فرمول کوکران تعداد 136 نفر به عنوان حجم نمونه انتخاب شد. جهت جمع‌آوری داده‌ها از پرسشنامه‌های استاندارد بدبینی سازمانی، رابطه رهبر-عضو و پرسشنامه رفتار انحرافی استفاده شده است که ضریب آلفای کرونباخ پرسشنامه پژوهش 817/0 محاسبه گردید. همچنین به منظور تجزیه و تحلیل داده‌ها از آزمون‌های کولموگروف-اسمیرنوف، همبستگی پیرسون، آزمون t تک نمونه‌ای و مدلسازی معادلات ساختاری به شیوه حداقل مربعات جزئی بهره گرفته شده است. نتایج حاصل از آزمون فرضیه‌ها نشان داد که بدبینی سازمانی تأثیر مثبت و معناداری بر گرایش به رفتارهای انحرافی کارکنان دارد و سبک رهبری تبادلی این اثر را تعدیل می‌کند.

کلیدواژه‌ها

عنوان مقاله [English]

The Effect of Organizational Cynicism on Tendency to Deviant Behaviours; the Moderating Role Leadership Style

نویسندگان [English]

  • Alireza Moghaddam 1
  • Mahdi Mahmoudi Meymand 2

1 Assistant Professor, Faculty of Economics, Management and Administrative Sciences, Semnan University, Semnan, Iran

2 MSc Student, Faculty of Economic, Management and Administrative Sciences, Semnan University, Semnan, Iran

چکیده [English]

Workplace deviant behavior is one aspect of organizational behavior which due to its cost, has grabbed the attention of organizational behavior experts in recent decades. Studies on the origin of workplace deviant behavior reveal that organizational cynicism is one of the most important factors which affects deviant behavior. Workplace deviant behavior due to cynicism is influenced by the leadership style because the leader’s actions directly affect employee’s behavior. When employees perceive the relationship with their leader is valuable they may reciprocate by, for example, displaying more positive behavior. In contrast, when employees perceive underrated feedbacks by their supervisors, they are expected to respond in a negative way in order to restore the balance. This study investigates the effect of organizational cynicism on the tendency towards deviant behaviors and the moderating effect of leader-member exchange between organizational cynicism and tendency to deviant behaviors. Using a sample consisting of 136 employees in an oil contracting company in Asaluyeh, this study found organizational cynicism affects positively on the tendency to deviant behaviors and leader-member exchange has moderating effect between organizational cynicism and tendency to deviant behaviors.

کلیدواژه‌ها [English]

  • Organizational Cynicism
  • Exchange Leadership Style
  • Leader-Member Exchange
  • Deviant Behavior
حسینی، منیره؛ مهداد، علی؛ گل­پرور، محسن (1392)، «تحلیل رابطه بین حمایت سازمانی ادراک شده با ادراک استرس شغلی و رفتارهای انحرافی بر اساس مدل معادلات ساختاری»، مجله روانشناسی اجتماعی، 8 (28)، صص 29-17.
گل پرور، محسن؛ واثقی، زهرا (1390)، «رابطه مدیریت استبدادی، فشار ادراکی-عاطفی، بی عدالتی سازمانی با رفتارهای انحرافی و رفتارهای مدنی-سازمانی»، مجله مدیریت صنعتی دانشکده علوم انسانی دانشگاه آزاد اسلامی واحد سنندج، 6 (16)، صص 130-119.
محرابی، جواد؛ استیری، مرتضی (1393)، «بررسی تأثیر بدبینی سازمانی بر تغییرات سازمانی در بین کارکنان بانک سپه سرپرستی جنوب تهران»، فصلنامه علوم رفتاری، 6 (19)، صص 197-173.
Akremi, A. E. (2010). “The Role of Justice and Social Exchange Relationships in Workplace Deviance: Test of a Mediated Model”. Human Relations, 63(11), 1687–1717.
Andersson, L., & Bateman. ( 1997). “Cynicism in the workplace: some causes and effects”. Journal of Organizational Behavior, 18(5), 449–469.
Appelbaum, S. H., David Iaconi, G., & Matousek, A. (2007). “Positive and Negative Deviant Workplace Behaviors: Causes, Impacts, and Solutions”. The International Journal of Business In Society, 7(5), 586-598.
Bakker, A.B., Demerouti, E. & Sanz-Vergel, A.I. (2014). “Burnout and Work Engagement: The JD-R Approach”. Annual Review of Organizational Psychology and Organizational Behavior, 1(1), 389-411.
Boer, B. J., van Hooft, E. A., & Bakker, A. B. (2015). “Self-Control at Work: Its Relationship with Contextual Performance”. Journal of Managerial Psychology, 30(4),  406-421.
Breevaart, K., Bakker, A. B., Demerouti, E., & Machteld, v. d. (2015). “Leader-Member Exchange, Work Engagement, and Job Performance”. Journal of Managerial Psychology, 30(7), 424-457.
Brice, W., & Rupp, D. (2015). “The Psychology of Workplace Deviant & Criminal Behavior”. Journal of Criminal Law and Criminology, 7(5), 533-548.
Byrne, Z. S., & Hochwarter, W. A. (2008). “Perceived Organizational Support and Performance Relationships Across Levels of Organizational Cynicism”. Journal of Managerial Psychology, 23(1), 54-72.
Chiaburu, D. S., Peng, A. C., Oh, I.-S. B., & Lomeli, L. (2013). “Antecedents and Consequences of Employee Organizational Cynicism: A Meta-Analysis”. Journal Of Vocational Behavior, 83(2), 181-197.
De Coninck, R., & Papandropoulous, P. (2008). “The Non – Horizontal Merger Guidelines in Practice”. Revue des droits de la Concurrences, 28(3), 1-9.
Dean, J., Brands, P., & Dharwadkar, R. (1998). “Organizational Cynicism”. Academy of Management Review, 23(2), 341-353.
Ferris, D. L., Brown, D. J., & Heller, D. (2009). “Organizational Supports and Organizational Deviance: The Mediating Role of Organization-Based Self-Esteem”. Organizational Behavior and Human Decision Processes, 108(2), 279–286.
Halbesleben, J.R. (2010). “A Meta-Analysis of Work Engagement: Relationships with Burnout, Demands, Resources, and Consequences”. In: Bakker, A.B. and Leiter, M.P., Eds., Work Engagement: A Handbook of Essential Theory and Research. Vol. 8, Psychology Press, New York, 102-117.
James, M. (2005). “Antecedents And Consequences of Cynicism in Organizations: An Examination of The Potential Positive and Negative Effects on School Systems”. Florida: The Florida State University.
Kaifi, B., & Noori, S. (2010). “Organizational Management: A Study on Middle Managers, Gender, and Emotional Intelligence Levels”. Journal of Business Studies Quarterly, 1(3), 13-23.
Katrinli, A., Atabay, G., Gunay, G., & Cangarli, B. G. (2010). “The Moderating Role of Leader-Member Exchange in the Relationship Between Psychological Contract Violation and Organizational Citizenship Behavior”. African Journal of Business Management, 5(1), 1-6.
Liden, R. C., & Maslyn, J. M. (1998). “Multidimensionality of Leader-Member Exchange: an Emperical Assessment Through Scale Development”. Journal of Management, 24(1), 43-73.
Lord R. G. & Brown D. J. (2001). “Leadership, Values, and Subordinate self-concepts”. Leadership Quarterly, 12(2), 133-147.
Mazni, A., Roziah, M., Rasdi, M., & Ismail Bahaman, A. S. (2013). “Predictors of Workplace Deviant Behaviour: HRD Agenda for Malaysian Support Personnel”. European Journal of Training and Development, 37(2), 161 - 182.
Nafei, W. A. (2013). “Examining the Relationship Between Organizational Cynicism and Organizational Change: A Study From Egyptian Context”. Journal of Business Administration Research, 2(2), 1-12.
Nafei, W. A., & Kaifi, B. A. (2013). “The Impact of Organizational Cynicism on Organizational Commitment: An Applied Study on Teaching Hospitals in Egypt”. European Journal of Business and Management, 5(12), 131-147.
Nair, P., & Kamalanabhan, T. J. (2010). “The Impact of Cynicism on Ethical Intentions of Indian Managers”. Journal of International Business Ethics, 1(2), 155-159.
Orhan, Ç., Fatih, K., & İmran, A. (2014). “The Relationships Among Organizational Cynicism, Job Insecurity and Turnover Intention: A Survey Study in Erzurum/Turkey”. 10th International Strategic Management Conference (pp. 429-437). Erzurum: Social and Behavioral Sciences.
Peterson, D. k. (2002). “Deviant Workplace Behavior and the Organization's Ethical Climate”. Journal of Business and Psychology, 17(1), 47-61.
Polatcan, M., & Titrek, O. (2014). “The Relationship Between Leadership Behaviors Of School Principals And Their Organizational Cynicism Attitudes”. Social and Behavioral Sciences, 141(25), 1291 – 1303.
Robinson, S. L., & Bennett, R. J. (1995). A Typology of Deviant Workplace Behaviors: A Multidimensional Scaling Study. The Academy of Management Journal, 38(2), 555-572.
Robinson, S. L., & Greenberg, J. (1998). “Employees behaving badly: Dimensions, determinants, and dilemmas in the study of workplace deviance”. In C. L. Cooper & D. M. Rouseaeu (Eds.), Trends in organizational behavior, Vol. 5, (pp. 1–30). New York: John Wiley.
Rozhan, O., Foo, F. E., & Ng, L. S. (2010). “Understanding Dysfunctional Leader-Member Exchange: Antecedents and Outcomes”. Leadership & Organization Development Journal, 31(4), 337 - 350.
Schaufeli, W. B., Bakker, A. B., Salanova, M. (2006). “The Measurement of Work Engagement With a Short Questionnaire”. Educational and Psychological  Measurement, 66(4), 701-716.
Scott, K. A. (2016). “Understanding and Mitigating Cynicism in the Workplace”. Journal of Managerial Psychology, 31(2), 552-569.
Shaharruddin, S., Ahmad, F., & uhaizamMusa, M. (2016). “Cynicism in Organizations: Does Organizational Justice Matter?” International Journal of Research in Business Studies and Management, 3(2), 49-60.
Shahzad, A., & Mahmood, Z. (2012). “The Mediating-Moderating Model of Organizational Cynicism and Workplace Deviant Behavior: Evidence from Banking Sector in Pakistan”. Middle-East Journal of Scientific Research, 12(5), 580-588.
Songbo, L., & Wei, H. (2011). “Followers’ Unethical Behavior and Leader-Member Exchange: the Mediating Effect of Job Satisfaction”. Proceedings of the 8th International Conference on Innovation & Management, (pp. 609-614). Kitakyushu.
Su-Fen, C., & Shih-Pin, Y. (2015). “Role Stressors and Employee Deviance: the Moderating Effect of Social Support”. Personnel Review, 44(2), 308-324.
Tayfur, O., BayhanKarapinar, P., & MetinCamgoz, S. (2013). “The Mediating Effects of Emotional Exhaustion Cynicism and Learned Helplessness on Organizational Justice-Turnover Intentions Linkage”. International Journal of Stress Management, 20(3), 193-210.
Transparency International. (2015, April 29). Retrieved from Transparency International: http://www.transparency.org/country/#IRN
Tuna, M., Ghazzawi, I., Yesiltas, M., Tuna, A. A., & Arslan, S. (2016). “The Effects of the Perceived External Prestige of the Organization on Employee Deviant Workplace Behavior: The Mediating Role of Job Satisfaction”. International Journal of Contemporary Hospitality Management, 28(2), 366 - 396.
Watt, J. D., Piotrowski, C. (2008). “Organizational Change Cynicism: A Review of the Literature and Intervention Strategies”. Organization Development Journal, 2008; 26(3), 23-31.
Yoon, D. J., & Bono, J. E. (2016). “Hierarchical Power and Personality in Leader-Member Exchange”. Journal of Managerial Psychology, 31(7), 1-47.
Zhao, H. (2015). “Leader-Member Exchange Differentiation and Team Creativity”. Organization Development Journal, 36(7), 798 - 815.
Zhou, M., & Shi, S. (2014). “Blaming Leaders for Team Relationship Conflict? The Roles of Leader-Member Exchange Differentiation and Ethical Leadership”. Nankai Business Review International, 5(2), 134-146.