The Suleman Dawood School of Business (SDSB) is organising a PhD Management Dissertation Defence.
March 14, 2022
Time:
1:00 pm
Faculty Lounge, SDSB Building (4th floor)
The dissertation is by Mamoona Arshad, PhD Management candidate.
Zoom Link: https://lums-edu-pk.zoom.us/j/92679422848?pwd=ZzBxa2g5VVhvVkdZQmhXMnlId2Zzdz09
Meeting ID: 926 7942 2848
Passcode: 300098
Dissertation Defence Committee:
- Dr. Muhammad Abdur Rahman Malik – Supervisor & Chair
- Dr. Arif Nazir Butt - Member SDSB
- Dr. Muhammad Azfar Nisar – Member SDSB
- Dr. Tayyaba Tamim ‐ Member LUMS
- Dr. Abdul Karim Khan – External Examiner (UAEU)
Abstract:
The prevalence of workplace deviance imposes a threat for both individuals and organizations alike. The managerial concern to reduce workplace deviant behaviors has always remained a concern, with companies constantly struggling to circumvent these behaviors and their consequences on employees. A careful examination of the literature suggests the need to study unidentified factors which contribute to deviant behaviors on one side and the consequences of experiencing workplace deviance on the other. Based on this, the dissertation aims to contribute to workplace deviance literature by identifying the i) authenticity at work as a determinant of workplace deviance, ii) aftermaths of third-party observation of workplace deviance, and iii) the impact of experiencing workplace deviance. The dissertation comprises three research papers, and each of them addresses the gap related to the area of workplace deviance.
Despite the continuous efforts by scholars to identify factors and reasons, the prevalence of workplace deviant behaviors and their stressful impact are hard to limit altogether. The dissertation conducted a systematic literature review to identify the potential gaps. First, assimilating the existing work that emphasizes the positive outcomes of authenticity at work, the study develops a mediated moderated model that suggests how and under what mechanisms authenticity at work relates to interpersonal deviance. The findings offer fruitful insights into the authenticity at work literature and its impact on dual pathways of work passions in determining interpersonal consequences. Second, the research strives to understand the effects of third-party observation of workplace deviance. Built on the conservation of resource theory, the research highlights the impact of third-party observation of workplace deviance, and the process through which it influences employees’ workplace thriving. Findings suggest that the effects of third-party observation of workplace deviance on emotional exhaustion are stronger for employees with high organizational identification. Furthermore, a high cooperative psychological climate is evidenced as a coping resource, thus inoculating employees from negative effects of emotional exhaustion. Third, the research examines the impact of experiencing deviant behaviors including vicarious interpersonal deviance and direct interpersonal deviance. The relationship examines how and when employees can effectively buffer their stress through seemingly aggressive defensive mode i.e., communion striving. The results show that direct interpersonal deviant experiences is a central factor in elucidating defensive strategies at work, whereas the effects of vicarious interpersonal deviant experiences are contingent upon certain boundary conditions. Accordingly, the findings show vicarious interpersonal deviance was positively related to communion striving for employees with low relational identification and high susceptibility to emotional contagion.
Each of these models was empirically tested using multi-wave and multi-source dataset. Multi-wave method was used to avoid common method bias. Depending on the nature of research question, the analysis for each of the frameworks was conducted in SPSS, Hayes MACRO (for mediated moderation analysis), or M-Plus. The findings of the research offer new insights into workplace deviance literature by providing important implications for theory and practice.
