JOB STANDARDIZATION AND DEVIANT WORKPLACE BEHAVIOR

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dc.contributor.authorMao, Hsiao-Yen
dc.contributor.otherEkonomická fakultacs
dc.date.accessioned2022-09-22T07:58:20Z
dc.date.available2022-09-22T07:58:20Z
dc.description.abstractFacing fiercely competitive global environments, organizations use widespread mass production of goods and services for lower cost and larger market shares for survival and growth. Thus, a job design and characteristic of standardization has long been adopted and recognized to be essential for the competitiveness of organizations by sustaining output consistency, effectiveness and efficiency. However, Keeley (1988) maintained that organizations have a fundamental tension between the goal of efficiency and the goal of morality and struggle for a delicate balance between these competing objectives. This tension elicits the question whether job standardization relates to deviant workplace behavior (DWB), which is immoral, pervasive in the workplace and harmful to organizational competitiveness. Using conservation of resources theory as an underlying explanation, this study developed an interesting theoretical model that specified how and why job standardization enhances DWB directed at the organization (DWB-O) and attenuates DWB directed at organizational members/individuals (DWB-I). Three-wave panel survey data were collected from 283 employees with various occupations. Empirical results found job standardization evokes employee boredom, which, in turn, translates into increased DWB-O and decreased DWB-I, suggesting employees’ concern for workplace relationships. With job design of standardization, organizations can use the influence of coworkers to stifle DWB-O. This study extends and shifts the understanding of job standardization consequences from the side of employee positive behavior to the side of negative behavior. DWB literature on situational antecedents, focusing on the organizational systems/social context and theory, is enriched by invoking a job perspective of standardization and resource theory.en
dc.formattext
dc.identifier.doi10.15240/tul/001/2022-3-006
dc.identifier.eissn2336-5604
dc.identifier.issn1212-3609
dc.identifier.urihttps://dspace.tul.cz/handle/15240/166031
dc.language.isoen
dc.publisherTechnická Univerzita v Libercics
dc.publisherTechnical university of Liberec, Czech Republicen
dc.publisher.abbreviationTUL
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dc.relation.ispartofEkonomie a Managementcs
dc.relation.ispartofEconomics and Managementen
dc.relation.isrefereedtrue
dc.rightsCC BY-NC
dc.subjectjob standardizationen
dc.subjectdeviant workplace behavioren
dc.subjectemployee boredomen
dc.subjectconservation of resourcesen
dc.subject.classificationM12
dc.subject.classificationM54
dc.titleJOB STANDARDIZATION AND DEVIANT WORKPLACE BEHAVIORen
dc.typeArticleen
local.accessopen
local.citation.epage105
local.citation.spage88
local.facultyFaculty of Economics
local.filenameEM_3_2022_6
local.fulltextyes
local.relation.abbreviationE+Mcs
local.relation.abbreviationE&Men
local.relation.issue3
local.relation.volume25
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