PERCEIVED COMPETENCE, DISCRIMINATION AND DEVIANT BEHAVIOUR AMONG UNIVERSITY EMPLOYEES: A MEDIATING STUDY

Authors

  • Mathew O. O. OLASUPO
  • Damilare A. FAGBENRO

Keywords:

, Perceived Competence, Workplace Deviant Behaviour, Workplace Discrimination

Abstract

The study considered the mediating effect of perceived competence in the relationship between workplace discrimination and workplace deviant behavior among university employees in Southwestern Nigeria. Using a correlational research design, data were collected from university employees in four purposively selected Universities (n = 384, Females = 45.7%). Their age ranged from 21 to 63 years (median age = 48 years, SD = 9.36). Data collected using three standardized psychological scales were analysed using Pearson moment correlation and Hierarchical Multiple Regression analysis. Results showed that there was a significant inverse relationship between workplace discrimination and workplace deviant behaviour {r (382) = -.57, p<0.05}, and that perceived competence mediated the relationship between workplace discrimination and workplace deviance among the respondents (β = -54; t = -.12.74; p<.01). The study concluded that workplace discrimination has significant negative relationship with workplace deviant behaviour and perceived competence mediated the relationship between workplace discrimination and work place deviant behaviour. Based on these findings, the study recommended that university managements should engage the services of professional organizational/industrial psychologists in developing psychological test aimed at improving competence among university staff which invariably will reduce work deviant behaviour. 

References

Azu, C. (2012). Financial misconduct in higher education in Nigeria. Retrieved from http:// www.nigerdeltacogress.com

Bajo, P. F. (2005). Influence of sense of competence and need for achievement on job commitment of employees (A case study of N.S.T.I.F). An Unpublished MMP Project submitted to the Department of Psychology, University of Ibadan, Nigeria

Balogun, S. K., & Ojedokun, O. A., & Tijani F. A (2012). Self-Esteem and achievement Motivation as predictors of perceived sense of competence among workers in a Nigerian university teaching hospital. An International Multidisciplinary Journal Ethiopia,6(2), 25 – 34.

Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51, 1173-1182

Bridget, D., Poot, J., & Roskruge, M. (2013). Perception of workplace Discrimination on sense of capacity among Immigrants and Native Born New Zealanders. Australian Journal of Labour Economics,16(1), 137 -154.

Chinedu, J. U. (2012). Counseling strategies against corrupt practices and cybercrime in universities. The Counsellor,23, 15-24.

Cropanzano, R., Howes, F., Grandey, T., & Toth, L. (2007). Job discrimination in an organisation. An interdisciplinary review. Journal of Management, 31(6), 874-900.

DiMaria, F. (2011). Harassment and discrimination against minorities at work. Bulletin of Values, 15(11), 1 – 37.

Fagbohungbe, B. O., Akinbode, G. A., & Ayodeji, F. (2012). Organizational determinants of workplace deviant behaviours: An empirical analysis in Nigeria. International Journal of Business & Management, 7(5), 207-216. doi.105539/ijbm

Galperin, B. L. (2002). Determinants of deviance in the workplace: an empirical examination in Canada and Mexico. Unpublished Ph.D Thesis, Concordia University

Hollinger, D., & Adams, S. (2010).Employee Deviance: A response to perceived quality of the work experience. Work and occupations, 9(1), 97 – 114.

Houreld, J. (2012). Sexual harassment in the workplace: A case study of Nigeria. Gender and Behaviour,8, 1-22.

Igbe, J. (2017). Working conditions and deviant behaviour of employees in the University of calabar, cross river state, Nigeria. IOSR Journal of Humanities and Social Science, 22(7), 74-83.

Kalejaiye, P. O., & Adeyemi, B. F. (2013). Job tenure, job status and employees’ attitude to work: a study of selected non-academic staff of Olabisi Onabanjo University, Nigeria. Journal of Business Management and Administration, 1(2), 22–27

Kapur, A., & Kleiner, B. H. (2000). Discrimination in the workplace of the beer industry. Equal Opportunities International, 7, 83-87.

Klotz, A.C., & Buckley, M. R. (2013). A historical perspective of work place deviance targeting the organization, Journal of Management History, 19(1), 114 – 132.

Krejcie, R. V., & Morgan, D. W. (1970). Determining sample size for research activities. Educational and Psychological Measurement, 30, 607–610.

Mazni, A., & Roziah, R. (2015). Organizational predictors of workplace deviance among Support Staff. Procedia - Social and Behavioral Sciences, 172, 126 – 133.

Obinna, T. (2011). Attitude to work among employee in selected beverages companies. The Sun News. Retrieved Jan 15, 2007, from: www.sunrewsonline.com.

Olabimtan, B., & Alausa, W. M. (2014). Psychological factors predicting workplace deviance behaviour among nurses in the public health sector in Lagos. Nigerian Journal of Applied Behavioural Sciences,2, 137-152.

Onuoha, J. I., & Ezeribe, S. N. (2011). Managerial attitudes and workplace deviance: A psycho-sociological perspective. Journal of Arts, Management, Education, Law and Social Sciences, 1(1), 149 – 161.

Omar, H. (2011). Stress and job satisfaction as antecedents of workplace deviant behaviour. World Applied Sciences Journal, 5, 5-31.

Özer, G., & Günlük, H. (2010). Discrimination perception and Job Deviant behaviour on Turkish public accountants. African Journal of Business Management,4(8), 1500-1509.

Pelin, S., & Funda, G. (2013). Effect of Organizational climate and work discrimination on counterproductive behaviour: An Empirical Study on the Employees of Manufacturing Enterprises. A Multidisciplinary Journal of Global Macro Trends, 2(4), 14-32.

Riesch, C., & Kleiner, B. H. (2005). Discrimination towards Customers in the Restaurant Industry. Equal Opportunities International24, 29-37.

Robinson, S., & Bennett, R (1995). A typology of deviant workplace behaviours: A multidimensional scaling study. Academy of Management Journal, 38, 555 – 572

Robinson, S., & Greenberg, J. (1998). Employees behaving badly: dimensions, determinants & kind in the study of workplace deviance. In C. L. Cooper & D. M. Rousseau (Eds.), Trends in Organizational Behavior (Vol. 5, pp. 1-30). New York: Wiley

Rychen, R., & Salganik, J. (2002). Perceived competence in the workplace: an across organizations study. Administration in Social Work,3(3), 349 – 358

Sanchez J., & Brock, P. (2011). Outcomes of perceived discrimination among Hispanic employees: Is diversity management a luxury or a necessity. Academic Management Journal,39(3), 704-719.

Synder, R. A., & Morris, J. H. (1978). Reliability of the factor structure of the Wagner and Morse competence index. Psychological Reports, 43, 419-425

The Guardian (2018). Sex-for-Marks: OAU sacks Prof. Akindele.Retrieved from https://guardian.ng/news/sex-for-marks-oau-sacks-prof-akindele/

Uwannah, N. C. (2015). Absenteeism, favoritism, and tardiness as predictors of job deviance in academia: The Nigeria experience. Journal of Social Sciences and Humanities, 1(2), 75-81.

Wagner, F.B., & Morse, J.J. (1975). A measure of Individual sense of competence. Psychological Report,26, 451-459.

Workplace Bullying Institute, (2015). WBI. San-Fransisco, USA.

Yang, J., & Treadway, D. (2016). A social influence interpretation of workplace ostracism and counterproductive work behaviour. Journal of Business Ethics, 5, 1-13.

Zhao, H., Peng, Z., & Sheard, G. (2013). Workplace ostracism and hospitality employees’ counterproductive work behaviors: The joint moderating effects of proactive personality and political skill. International Journal of Hospitality Management,33, 219-227.

Downloads

Published

2018-11-05