TY - JOUR
T1 - Workplace Deviance as a Possible “Maladaptive Coping” Behavior Displayed in Association with Workplace Stressors
AU - Hendy, Helen M.
AU - Can, S. Hakan
AU - Black, Pamela
N1 - Funding Information:
HELEN M. HENDY, PhD, is Professor Emeritus in Psychology at Penn State University, Schuylkill Campus. Her research has been funded by the National Science Foundation, National Institutes of Mental Health, and Children’s Miracle Network, with research excellence awards received from the Society of Behavioral Medicine. Her email address is [email protected], and her website for research consultation is hendystatistics.com.
Publisher Copyright:
© 2018, © 2018 Taylor & Francis Group, LLC.
PY - 2019/7/3
Y1 - 2019/7/3
N2 - The Threat Appraisal and Coping Theory suggests that in response to environmental stressors, individuals sometimes display “maladaptive coping” behaviors that may vent frustration immediately but worsen later psychosocial well-being. For example, employees exposed to workplace stressors may vent their frustration with workplace deviance including intentional poor performance, abuse of organizational resources, disrespect, and disruption of co-workers, but such workplace deviance may worsen their later psychological well-being. The present study examined workplace deviance as a possible “maladaptive coping” behavior displayed by 293 university employees (74.7% female; 90.4% White; mean age = 45.8 years; 43 administrators, 127 staff, 84 faculty). When three workplace stressors (high demand, low control, low support) were compared for their association with workplace deviance, only low support was significant. Furthermore, workplace deviance was significantly associated with negative psychosocial outcomes [poor self-esteem, health concerns, anger, post-traumatic stress disorder (PTSD) symptoms, poor job satisfaction, work-home conflict]. Finally, bootstrapping mediational analysis revealed that workplace deviance was a significant mediator between low support and each of the negative psychosocial outcomes. Results support the idea that workplace deviance is an example of “maladaptive coping” behavior that, when displayed in response to perceptions of low support from supervisors and co-workers, is associated with worse psychosocial outcomes for employees who display it. Stress reduction programs could educate employees that displaying workplace deviance in response to workplace stressors may harm their psychosocial well-being. Such programs could also guide employees to more “adaptive coping” behaviors in response to workplace stressors (such as seeking social support, exercise, and yoga).
AB - The Threat Appraisal and Coping Theory suggests that in response to environmental stressors, individuals sometimes display “maladaptive coping” behaviors that may vent frustration immediately but worsen later psychosocial well-being. For example, employees exposed to workplace stressors may vent their frustration with workplace deviance including intentional poor performance, abuse of organizational resources, disrespect, and disruption of co-workers, but such workplace deviance may worsen their later psychological well-being. The present study examined workplace deviance as a possible “maladaptive coping” behavior displayed by 293 university employees (74.7% female; 90.4% White; mean age = 45.8 years; 43 administrators, 127 staff, 84 faculty). When three workplace stressors (high demand, low control, low support) were compared for their association with workplace deviance, only low support was significant. Furthermore, workplace deviance was significantly associated with negative psychosocial outcomes [poor self-esteem, health concerns, anger, post-traumatic stress disorder (PTSD) symptoms, poor job satisfaction, work-home conflict]. Finally, bootstrapping mediational analysis revealed that workplace deviance was a significant mediator between low support and each of the negative psychosocial outcomes. Results support the idea that workplace deviance is an example of “maladaptive coping” behavior that, when displayed in response to perceptions of low support from supervisors and co-workers, is associated with worse psychosocial outcomes for employees who display it. Stress reduction programs could educate employees that displaying workplace deviance in response to workplace stressors may harm their psychosocial well-being. Such programs could also guide employees to more “adaptive coping” behaviors in response to workplace stressors (such as seeking social support, exercise, and yoga).
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U2 - 10.1080/01639625.2018.1441684
DO - 10.1080/01639625.2018.1441684
M3 - Article
AN - SCOPUS:85068224395
SN - 0163-9625
VL - 40
SP - 791
EP - 798
JO - Deviant Behavior
JF - Deviant Behavior
IS - 7
ER -