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Deviant behavior is defined as actions that violate social norms, which may include both informal social rules or more formal societal expectations and laws.
it clarifies norms and increases conformity
it strengthens social bonds among the people reacting to the deviant
it can help lead to positive social change and challenges to people’s present views
Anomie. French sociologist Émile Durkheim viewed deviance as an inevitable part of how society functions. He argued that deviance is a basis for change and innovation, and it is also a way of defining or clarifying important social norms. Reasons for deviance vary, and different explanations have been proposed.
individual’s perception of how much the organization values employees’ contributions and cares about their well-being. Organizational support theory adopts ; employees perceive their supervisors as representatives of the organization. Employees may engage in exchange relationships with supervisors that differ from their experience with the organization
The logic behind work performance and deviant behavior is similar
when employees feel they have not found support from both the organization and supervisor.
In turn, employees develop negative attitudes and demonstrate negative behavior toward the organization. Negative attitudes and behaviors may cause employees to act against the organization (Dailey and Kirk, 1992; Skarlicki and Folger, 1997).
Social exchange theory, with its main argument of reciprocity,
suggests that employees react to an abusive supervisor by engaging in deviant behaviors.
In other words, employees are more likely to engage in behaviors that harm the organization and its members when they are abused by authority (Thau et al., 2009):
According to social exchange theory,
individuals act with the belief that the receiver will return the received benefit in a similar
manner ; individual’s perception of how
much the organization values their contributions and cares about their well-being
when the managers themselves are doing ( deviant behaviour)
when there is little to no censorship
Mistreateing employees
Employees have a positive attitude toward their organization, which increases their motivation and performance, when they perceive that they are receiving support, courage and feedback to successfully improve their skills . The opposite case may lead to frustration , which also leads to deviant behavior, including hostility or aggression perceived fairness and justice to the employees are negatively associated with interpersonal and organizational deviance. Employees with low power distance are more sensitive to unequal treatment by their supervisors. They react negatively compared to employees who have high power distance orientation ( Individuals who are high in power distance orientation perceive their managers as superior, legitimizing power disparity and avoiding acts against their superiors as they obey leadership’s decisions . This also means that they are less likely to react adversely to distributive and procedural injustice from supervisors
extent to which their supervisors engage in the sustained display of hostile verbal and nonverbal behaviors
give them the silent treatment
This could be when supervisors ridicule their employees
remind them of past failures
fail to give proper credit
It may seem like employees who are abused by their supervisor will either directly retaliate or withdraw by quitting the job but in reality many strike out against their employer by engaging in organizational deviant behaviors. Since employees control many of the organization's resources, they often use, or abuse anything they can. This abuse of resources may come in the form of time, office supplies, raw materials, finished products or the services that they provide. This usually occurs in two steps. First step is that commitment is destroyed and employees stop caring about the welfare of the employer. The second step is that the abused employee will get approval (normally implied) of their coworkers to commit deviant acts.
Social loafing is a term used in social psychology. It's what happens when someone puts in less effort when they're judged as part of a group. This level of effort is lower compared to when the same person is working alone or judged individually
Employess attend to Act Out if they feel thy are mistreared
But sometimesthey just lack supervetion or resorese