Abstract—The study seeks to investigate the influence of human resource (HR) practices on deviant workplace behavior. Toward this objective, a survey was carried out amongst 372 manufacturing employees in the northern region of Malaysia. Factor analysis revealed four distinct dimensions of HR practices i.e. job description, employment security, internal career opportunities, and result-oriented appraisal. Deviant workplace behavior resulted in one dimension only, i.e. interpersonal deviance. Multiple regression analysis shows that all dimensions of HR practices but result-oriented appraisal were found to influence negatively organizational deviance. The implications of the study are discussed.
Index Terms—Human resource practices, organizational behavior, workplace deviance, Malaysia.
F. M. Shamsudin is with Othman Yeop Abdullah Graduate School of Business (OYA GSB), Universiti Utara Malaysia, 0610 Sintok, Kedah, Malaysia (e-mail: email@example.com).
C. Subramaniam is with the Cooperative and Entrepreneurship Development Institute (CEDI), Universiti Utara Malaysia, 06010 Sintok, Kedah, Malaysia (e-mail: firstname.lastname@example.org).
H. Ibrahim is with School of Business Management, College of Business, Universiti Utara Malaysia, 0610 Sintok, Kedah, Malaysia(e-mail: email@example.com).
Cite: Faridahwati Mohd. Shamsudin, Chandrakan tan Subramaniam, and Hadziroh Ibrahim , "Investigating the Influence of Human Resource Practices on Deviant Behavior at Work ," International Journal of Trade, Economics and Finance vol. 2, no. 6, pp. 514-519, 2011.