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Konaklama İşletmelerinde İnsan Kaynakları Çalışanlarına Göre Sapkın Çalışan Davranışları ve Psikolojik İyi Oluş

Yıl 2023, Cilt: 7 Sayı: 3, 2381 - 2410, 18.09.2023

Aydın Çivilidağ Şerife Durmaz Kardelen Devrim Doruköz

https://doi.org/10.25295/fsecon.1336885

Öz

Bu çalışmada konaklama endüstrisindeki insan kaynakları (İK) çalışanları açısından işgörenlerin sapkın davranışları ve psikolojik iyi oluşunun incelenmesi amaçlanmıştır. Araştırmada hem nicel hem de nitel yöntem uygulanmıştır. Nicel veriler için sapkın davranış ölçeğinden yararlanılmıştır. Nitel veri toplamak için araştırmacılar tarafından yarı yapılandırılmış görüşme formları oluşturulmuştur. Araştırmanın nitel kısmına 12 İK çalışanı gönüllü olarak katılırken, nicel kısmına 207 İK çalışanı katılmıştır. Araştırma sonucuna göre; İK çalışanları işgören davranışlarından en fazla hırsızlık sapkın davranışını ifade etmiştir. Sapkın çalışan davranışının en temel nedenin kişilik sorunları olduğu ve sapkın çalışan davranışının önlenmesi için işgörenlerin eğitim verilmesi gerektiğini belirtmiştir. İşgörenlerin iyilik halinin geliştirilmesi içinde en fazla doğum günü kutlamaları ile ayın personeli seçimi faaliyetlerinin yapıldığı anlaşılmıştır. İK çalışanlarının sapkın çalışan davranışları puanları ile İK çalışanlarının görüşleri incelendiğinde ise hem nicel hem de nitel bulgular işgörenler arasında kavgaya yönelik ilişki olduğunu ortaya koymaktadır.

Anahtar Kelimeler

İnsan kaynakları çalışanı sapkın çalışan davranışları psikolojik iyi oluş

Kaynakça

  • Akkerman, A., Sluiter, R. & Jansen, G. (2020). Temporary Work and Deviant Behavior the Role of Workplace Cohesion. The Sociological Quarterly, 61(4), 678-702.
  • Alias, M., Rasdi, R. M., Ismail, M. & Samah, B. A. (2013). Human Resource Development International Influences of Individual-Related Factors and Job Satisfaction on Workplace Deviant Behaviour Among Support Personnel in Malaysian Public Service Organizations, Human Resource Development International, 16(5), 538-557. Doi: 10.1080/13678868.2013.812315.
  • Alias, M., Wai, C. K., Ahmad, Z. & Azim, A. M. (2018). Workplace Deviant Behavior Among Malaysia Hotel Employees. Does Organizational Factors Matter?. International Journal of Engineering & Technology, 7, 960-964.
  • Anderson. N., Ones. D. S., Sinangil. H. K. & Viswesvaran. C. (2001). Handbook of Industrial. Work & Organizational Psychology. Sage Publications.
  • Aubé, C., Rousseau, V., Mama, C. & Morin, E. M. (2009). Counterproductive Behaviors and Psychological Well-Being: The Moderating Effect of Task Interdependence. Journal of Business and Psychology, 24, 351-361.
  • Baum. T. (2007). Human Resources in Tourism: Still Waiting for Change. Tourism Management, 28(6), 1383-1399.
  • Berry, C. M., Ones, D. S. & Sackett, P. R. (2007). Interpersonal Deviance, Organizational Deviance, and Their Common Correlates: A Review and Metaanalysis. Journal of Applied Psychology, 92(2), 410.
  • Boddy, C. R. (2014). Corporate Psychopaths, Conflict, Employee Affective Well-Being and Counterproductive Work Behaviour. Journal of Business Ethics, 121(1), 107-121.
  • Bolton, L. R., Becker, L. K. & Barber, L. K. (2010). Big Five Trait Predictors of Differential Counterproductive Work Behavior Dimensions. Personality and Individual Differences, 49(5), 537-541.
  • Bowling, N. A. & Gruys, M. L. (2010). Overlooked Issues in The Conceptualization and Measurement of Counterproductive Work Behavior. Human Resource Management Review, 20(1), 54-61.
  • Bilgen, Ö. B. & Doğan, N. (2017). Puanlayıcılar Arası Güvenirlik Belirleme Tekniklerinin Karşılaştırılması. Journal of Measurement and Evaluation in Education and Psychology, 8(1), 63-78.
  • Bunk, J. A., Karabin, J. & Lear, T. (2011). Understanding Why Workers Engage in Rude Behaviors: A Social Interactionist Perspective. Current Psychology, 30, 74-80.
  • Chen, C. T. & King, B. (2018). Shaping The Organizational Citizenship Behavior or Workplace Deviance: Key Determining Factors in The Hospitality Workforce. Journal of Hospitality and Tourism Management, 35, 1-8.
  • Chen, Y., Zhang, F., Wang, Y. & Zheng, J. (2020). Work-Family Conflict, Emotional Responses, Workplace Deviance, and Well-Being Among Construction Professionals: A Sequential Mediation Model. International Journal of Environmental Research and Public Health, 17(18), 6883, 1-20.
  • Choi, Y., Yoon, D. J., Lee, J. D. & Lee, J. Y. E. (2023). Relationship Conflict and Counterproductive Work Behavior: The Roles of Affective Well-Being and Emotional Intelligence. Review of Managerial Science, 1-20.
  • Crede, M., Chernyshenko, O. S., Stark, S., Dalal, R. S. & Bashshur, M. (2007). Job Satisfaction as Mediator: An Assessment of Job Satisfaction's Position Within the Nomological Network. Journal of Occupational and Organizational Psychology, 80(3), 515-538.
  • Cullen. M. J. & Sackett. P. R. (2003). Personality and Counterproductive Workplace Behavior. M. R. Barrick & M. A. Ryan (Ed.), Personality and Work. San Francisco USA: Jossey Bass Published.
  • Dagenais-Desmarais. V. & Savoie. A. (2012). What Is Psychological Well-Being. Really? A Grassroots Approach from The Organizational Sciences. Journal of Happiness Studies, 13(4), 659-684.
  • Dar, N. & Rahman, W. (2022). Interactional Justice and Deviant Workplace Behavior: The Mediating Role of Perceived Supervisor Support in Hotel Industry of KP-Pakistan. Journal of Entrepreneurship, Management, and Innovation, 4(1), 149-166.
  • Demir, M. (2009). Konaklama İşletmelerinde Duygusal Zekâ, Örgütsel Sapma, Çalışma Yaşamı Kalitesi ve İşten Ayrılma Eğilimi Arasındaki İlişkinin Analizi. Yayımlanmamış Doktora Tezi, Dokuz Eylül Üniversitesi, Sosyal Bilimler Enstitüsü, İzmir.
  • Demir, M. (2011). Effects of Organizational Justice, Trust and Commitment on Employees’ Deviant Behavior. Anatolia-An International Journal of Tourism and Hospitality Research, 22(2), 204-221.
  • Devonish, D. (2013). Workplace Bullying, Employee Performance and Behaviors: The Mediating Role of Psychological Well-Being. Employee Relations, 35(6), 630-647.
  • de Jonge, J. & Peeters, M. C. (2009). Convergence of Self-Reports and Coworker Reports of Counterproductive Work Behavior: A Cross-Sectional Multi-Source Survey Among Health Care Workers. International Journal of Nursing Studies, 46(5), 699-707.
  • Douglas, S. C. & Martinko, M. J. (2001). Exploring the Role of Individual Differences in the Prediction of Workplace Aggression. Journal of Applied Psychology, 86(4), 547-559.
  • Dunlop, P. D. & Lee, K. (2004). Workplace Deviance, Organizational Citizenship Behavior, and Business Unit Performance: The Bad Apples Do Spoil the Whole Barrel. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 25(1), 67-80.
  • Enz. C. A. & Siguaw. J. A. (2000). Best Practices in Human Resources. Cornell Hotel and Restaurant Administration Quarterly, 41(1), 48-61.
  • Evwierhurhoma, E. D. & Oga, K. C. (2020). Employee Work Self-Estrangement and Employee Deviant Behaviour in The Hotel Industry Within South-South, Nigeria. www. accexgate. com, 1(4), 235-247.
  • Fida, R., Paciello, M., Tramontano, C., Fontaine, R. F., Barbaranelli, C. & Farnese, M. L. (2015). An Integrative Approach to Understanding Counterproductive Work Behavior: The Roles of Stressors, Negative Emotions, and Moral Disengagement. Journal of Business Ethics, 130, 131-144.
  • Fine. S., Horowitz. I., Weigler. H. & Basis. L. (2010). Is Good Character Good Enough? The Effects of Situational Variables on The Relationship Between Integrity and Counterproductive Work Behaviors. Human Resource Management Review, 20, 73-84.
  • Fox, S., Spector, P. E. & Miles, D. (2001). Counterproductive Work Behavior (CWB) in Response to Job Stressors and Organizational Justice: Some Mediator and Moderator Tests for Autonomy and Emotions. Journal of Vocational Behavior, 59(3), 291-309.
  • Ghosh, A. & Shum, C. (2019). Why Do Employees Break Rules? Understanding Organizational Rule-Breaking Behaviors in Hospitality. International Journal of Hospitality Management, 81, 1-10.
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Deviant Employee Behaviors and Psychological Well-Being According to Human Resources Employees in Hospitality Business

Yıl 2023, Cilt: 7 Sayı: 3, 2381 - 2410, 18.09.2023

Aydın Çivilidağ Şerife Durmaz Kardelen Devrim Doruköz

https://doi.org/10.25295/fsecon.1336885

Öz

This study aims to examine the employees' deviant behaviors and psychological well-being in terms of human resources (HR) employees in the hospitality industry. Both quantitative and qualitative methods were used in the research. The deviant behavior scale was used for quantitative data. Semi-structured interview forms were created by the researchers to collect qualitative data. While 12 HR employees voluntarily participated in the qualitative part of the research, 207 HR employees participated in the quantitative part. According to the research result, HR employees expressed the most theft-deviant behavior among employee behaviors. He stated that the main reason for deviant employee behavior is personality problems and that employees should be trained to prevent deviant employee behavior. To improve the well-being of the employees, it was understood that the birthday celebrations and the selection of the personnel of the month activities were carried out the most. When the deviant behavior scores of HR employees and the opinions of HR employees are examined, both quantitative and qualitative findings reveal that there is a significant relationship among employees who are more inclined to fight with deviant behavior.

Anahtar Kelimeler

Human resources worker deviant worker behavior well being.

Kaynakça

  • Akkerman, A., Sluiter, R. & Jansen, G. (2020). Temporary Work and Deviant Behavior the Role of Workplace Cohesion. The Sociological Quarterly, 61(4), 678-702.
  • Alias, M., Rasdi, R. M., Ismail, M. & Samah, B. A. (2013). Human Resource Development International Influences of Individual-Related Factors and Job Satisfaction on Workplace Deviant Behaviour Among Support Personnel in Malaysian Public Service Organizations, Human Resource Development International, 16(5), 538-557. Doi: 10.1080/13678868.2013.812315.
  • Alias, M., Wai, C. K., Ahmad, Z. & Azim, A. M. (2018). Workplace Deviant Behavior Among Malaysia Hotel Employees. Does Organizational Factors Matter?. International Journal of Engineering & Technology, 7, 960-964.
  • Anderson. N., Ones. D. S., Sinangil. H. K. & Viswesvaran. C. (2001). Handbook of Industrial. Work & Organizational Psychology. Sage Publications.
  • Aubé, C., Rousseau, V., Mama, C. & Morin, E. M. (2009). Counterproductive Behaviors and Psychological Well-Being: The Moderating Effect of Task Interdependence. Journal of Business and Psychology, 24, 351-361.
  • Baum. T. (2007). Human Resources in Tourism: Still Waiting for Change. Tourism Management, 28(6), 1383-1399.
  • Berry, C. M., Ones, D. S. & Sackett, P. R. (2007). Interpersonal Deviance, Organizational Deviance, and Their Common Correlates: A Review and Metaanalysis. Journal of Applied Psychology, 92(2), 410.
  • Boddy, C. R. (2014). Corporate Psychopaths, Conflict, Employee Affective Well-Being and Counterproductive Work Behaviour. Journal of Business Ethics, 121(1), 107-121.
  • Bolton, L. R., Becker, L. K. & Barber, L. K. (2010). Big Five Trait Predictors of Differential Counterproductive Work Behavior Dimensions. Personality and Individual Differences, 49(5), 537-541.
  • Bowling, N. A. & Gruys, M. L. (2010). Overlooked Issues in The Conceptualization and Measurement of Counterproductive Work Behavior. Human Resource Management Review, 20(1), 54-61.
  • Bilgen, Ö. B. & Doğan, N. (2017). Puanlayıcılar Arası Güvenirlik Belirleme Tekniklerinin Karşılaştırılması. Journal of Measurement and Evaluation in Education and Psychology, 8(1), 63-78.
  • Bunk, J. A., Karabin, J. & Lear, T. (2011). Understanding Why Workers Engage in Rude Behaviors: A Social Interactionist Perspective. Current Psychology, 30, 74-80.
  • Chen, C. T. & King, B. (2018). Shaping The Organizational Citizenship Behavior or Workplace Deviance: Key Determining Factors in The Hospitality Workforce. Journal of Hospitality and Tourism Management, 35, 1-8.
  • Chen, Y., Zhang, F., Wang, Y. & Zheng, J. (2020). Work-Family Conflict, Emotional Responses, Workplace Deviance, and Well-Being Among Construction Professionals: A Sequential Mediation Model. International Journal of Environmental Research and Public Health, 17(18), 6883, 1-20.
  • Choi, Y., Yoon, D. J., Lee, J. D. & Lee, J. Y. E. (2023). Relationship Conflict and Counterproductive Work Behavior: The Roles of Affective Well-Being and Emotional Intelligence. Review of Managerial Science, 1-20.
  • Crede, M., Chernyshenko, O. S., Stark, S., Dalal, R. S. & Bashshur, M. (2007). Job Satisfaction as Mediator: An Assessment of Job Satisfaction's Position Within the Nomological Network. Journal of Occupational and Organizational Psychology, 80(3), 515-538.
  • Cullen. M. J. & Sackett. P. R. (2003). Personality and Counterproductive Workplace Behavior. M. R. Barrick & M. A. Ryan (Ed.), Personality and Work. San Francisco USA: Jossey Bass Published.
  • Dagenais-Desmarais. V. & Savoie. A. (2012). What Is Psychological Well-Being. Really? A Grassroots Approach from The Organizational Sciences. Journal of Happiness Studies, 13(4), 659-684.
  • Dar, N. & Rahman, W. (2022). Interactional Justice and Deviant Workplace Behavior: The Mediating Role of Perceived Supervisor Support in Hotel Industry of KP-Pakistan. Journal of Entrepreneurship, Management, and Innovation, 4(1), 149-166.
  • Demir, M. (2009). Konaklama İşletmelerinde Duygusal Zekâ, Örgütsel Sapma, Çalışma Yaşamı Kalitesi ve İşten Ayrılma Eğilimi Arasındaki İlişkinin Analizi. Yayımlanmamış Doktora Tezi, Dokuz Eylül Üniversitesi, Sosyal Bilimler Enstitüsü, İzmir.
  • Demir, M. (2011). Effects of Organizational Justice, Trust and Commitment on Employees’ Deviant Behavior. Anatolia-An International Journal of Tourism and Hospitality Research, 22(2), 204-221.
  • Devonish, D. (2013). Workplace Bullying, Employee Performance and Behaviors: The Mediating Role of Psychological Well-Being. Employee Relations, 35(6), 630-647.
  • de Jonge, J. & Peeters, M. C. (2009). Convergence of Self-Reports and Coworker Reports of Counterproductive Work Behavior: A Cross-Sectional Multi-Source Survey Among Health Care Workers. International Journal of Nursing Studies, 46(5), 699-707.
  • Douglas, S. C. & Martinko, M. J. (2001). Exploring the Role of Individual Differences in the Prediction of Workplace Aggression. Journal of Applied Psychology, 86(4), 547-559.
  • Dunlop, P. D. & Lee, K. (2004). Workplace Deviance, Organizational Citizenship Behavior, and Business Unit Performance: The Bad Apples Do Spoil the Whole Barrel. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 25(1), 67-80.
  • Enz. C. A. & Siguaw. J. A. (2000). Best Practices in Human Resources. Cornell Hotel and Restaurant Administration Quarterly, 41(1), 48-61.
  • Evwierhurhoma, E. D. & Oga, K. C. (2020). Employee Work Self-Estrangement and Employee Deviant Behaviour in The Hotel Industry Within South-South, Nigeria. www. accexgate. com, 1(4), 235-247.
  • Fida, R., Paciello, M., Tramontano, C., Fontaine, R. F., Barbaranelli, C. & Farnese, M. L. (2015). An Integrative Approach to Understanding Counterproductive Work Behavior: The Roles of Stressors, Negative Emotions, and Moral Disengagement. Journal of Business Ethics, 130, 131-144.
  • Fine. S., Horowitz. I., Weigler. H. & Basis. L. (2010). Is Good Character Good Enough? The Effects of Situational Variables on The Relationship Between Integrity and Counterproductive Work Behaviors. Human Resource Management Review, 20, 73-84.
  • Fox, S., Spector, P. E. & Miles, D. (2001). Counterproductive Work Behavior (CWB) in Response to Job Stressors and Organizational Justice: Some Mediator and Moderator Tests for Autonomy and Emotions. Journal of Vocational Behavior, 59(3), 291-309.
  • Ghosh, A. & Shum, C. (2019). Why Do Employees Break Rules? Understanding Organizational Rule-Breaking Behaviors in Hospitality. International Journal of Hospitality Management, 81, 1-10.
  • Greenberg. L. & Barling. J. (1999). Predicting Employee Aggression Against Coworkers. Subordinates and Supervisors: The Roles of Person Behaviors and Perceived Workplace Factors. Journal of Organizational Behavior, 20, 897-913.
  • Greenberg, J. (2002). Who Stole the Money, and When? Individual and Situational Determinants of Employee Theft. Organizational Behavior and Human Decision Processes, 89(1), 985-1003.
  • Gruys, M. L. & Sackett, P. R. (2003). Investigating The Dimensionality of Counterproductive Work Behavior. International Journal of Selection and Assessment, 11(1), 30-42.
  • Gürsoy. D. (2018). Future of Hospitality Marketing and Management Research. Tourism Management Perspectives, 25, 185-188.
  • Haldorai, K., Kim, W. G., Chang, H. S. & Li, J. J. (2020). Workplace Spirituality as a Mediator Between Ethical Climate and Workplace Deviant Behavior. International Journal of Hospitality Management, 86, 1-11.
  • Hallberg. L. R. M., Hallberg. U. & Kramer. S. E. (2008). Self-Reported Hearing Difficulties. Communication Strategies and Psychological General Well-Being (Quality of Life) in Patients with Acquired Hearing Impairment. Disability and Rehabilitation, 30(3), 203-212.
  • Hemdi, M. A. & Nasurdin, A. M. (2006). Organisational Justice and Deviant Behaviour in The Hotel Industry. TEAM Journal of Hospitality & Tourism, 3(1), 31-40.
  • Ho, V. T. (2012). Interpersonal Counterproductive Work Behaviors: Distinguishing Between Person-Focused Versus Task-Focused Behaviors and Their Antecedents. Journal of Business and Psychology, 27, 467-482.
  • Hoang, G., Yang, M. & Luu, T. T. (2023). Ethical Leadership in Tourism and Hospitality Management: A Systematic Literature Review and Research Agenda. International Journal of Hospitality Management, 114, 1-18.
  • Hollinger, R. C. (1986). Acts Against the Workplace: Social Bonding and Employee Deviance. Deviant Behavior, 7(1), 53-75.
  • Hollinger, R. & Clark, J. (1982a). Employee Deviance: A Response to The Perceived Quality of The Work Experience. Work and Occupations, 9(1), 97-114.
  • Hollinger. R. C. & Clark. J. P. (1982b). Formal and Informal Social Controls of Employee Deviance. The Sociological Quarterly, 23(3), 333-343.
  • Jiang, H., Jiang, X., Sun, P. & Li, X. (2021). Coping With Workplace Ostracism: The Roles of Emotional Exhaustion and Resilience in Deviant Behavior. Management Decision, 59(2), 358-371.
  • Kalemci, İ. T. & Kalemci, R. A. (2018). Workplace Deviance and Human Resource Management Relations: A Case Study of Turkish Hotel Employees. Journal of Human Resources in Hospitality & Tourism, 17(2), 137-153. Doi: 10.1080/15332845.2017.1340740
  • Kim, S. K., Jung, D-II. & Lee, J. S. (2013). Service Employees’ Deviant Behaviors and Leader-Member Exchange in Contexts of Dispositional Envy and Dispositional Jealousy. Service Business, (7), 583-602. Doi: 10.1007/s11628-012-0174-6
  • Kozako, I. N., Safin, Z. T. & Rahim, A. R. A. (2013). The Relationship of Big Five Personality Traits on Counterproductive Work Behaviour Among Hotel Employees: An Exploratory Study. Procedia Economics and Finance, 7, 181-187.
  • Kusluvan, S. (2003). Characteristics of Employment and Human Resource Management in The Tourism and Hospitality Industry. Managing Employee Attitudes and Behaviors in The Tourism and Hospitality Industry, 3-24.
  • Lawrence. T. B. & Robinson. S. L. (2007). Ain’t Misbehavin: Workplace Deviance as Organizational Resistance. Journal of Management, 33(3), 378-394.
  • Levy, T. & Tziner, A. (2011). When Destructive Deviance in The Workplace Becomes a Liability: A Decisional Behavioral Model. Quality & Quantity, 45(1), 233-239.
  • Li, X. & Zeng, Y. (2019). How to Reduce Hospitality Employees’ Deviant Behavior: An Organizational Justice Perspective. International Conference on Economics, Management and Humanities Science, 929-937.
  • Liu, N. T. & Ding, C. G. (2012). General Ethical Judgments, Perceived Organizational Support, Interactional Justice, and Workplace Deviance. The International Journal of Human Resource Management, 23(13), 2712-2735. Doi: 10.1080/09585192.2011.610945
  • Liu, X., Wang, X., Zhao, Y., Xia, N. & Guo, S. (2020). Solving Workplace Deviant Behavior in Construction by Leader-Member Exchange and Leader-Member Guanxi. Journal of Construction Engineering and Management, 146(6), 1-11.
  • Liu, X., Qin, C., Liu, S., & Lu, W. (2022). Why and When Temporary Workers Engage in More Counterproductive Work Behaviors with Permanent Employees in Chinese State-Own Enterprise: A Social Identity Perspective. International Journal of Environmental Research and Public Health, 19(13), 1-18.
  • Madera. J. M., Dawson. M., Guchait. P. & Belarmino. A. M. (2017). Strategic Human Resources Management Research in Hospitality and Tourism: A Review of Current Literature and Suggestions for The Future. International Journal of Contemporary Hospitality Management, 48-67.
  • Malik, A., Sinha, S. & Goel, S. (2020). The “Screen”ing of You and Me: Effects of COVID-19 on Counterproductive Work Behaviors. IEEE Engineering Management Review, 48(3), 37-43.
  • Mangione, T. W. & Quinn, R. P. (1975). Job Satisfaction, Counterproductive Behavior, and Drug Use at Work. Journal of Applied Psychology, 60(1), 114-116.
  • Marcus. B. & Schuler. H. (2004). Antecedents of Counterproductive Behavior at Work: A General Perspective. Journal of Applied Psychology, 89(4), 647.
  • Megeirhi, H. A., Kılıç, H., Avcı, T., Afşar, B. & Abubakar, A. M. (2018). Does Team Psychological Capital Moderate the Relationship Between Authentic Leadership and Negative Outcomes: An Investigation in the Hospitality Industry. Economic Research-Ekonomska Istraživanja, 31(1), 927-945. Doi: 10.1080/1331677X.2018.1442234
  • Mount, M., Ilies, R. & Johnson, E. (2006). Relationship of Personality Traits and Counterproductive Work Behaviors: The Mediating Effects of Job Satisfaction. Personnel Psychology, 59(3), 591-622.
  • Muhammad, L. & Sarwar, A. (2021). When and Why Organizational Dehumanization Leads to Deviant Work Behaviors in Hospitality Industry. International Journal of Hospitality Management, 99, 1-11.
  • Ojo, B. Y., Tamunoipiriala, D-J. C. (2019). Organisational Predators of Workplace Deviant Behaviour in Hotel Industry. Journal of Tourism Management Research, 6(1), 1-18.
  • Omar, F., Halim, F. W., Zainah, A. Z., Farhadi, H., Nasir, R. & Khairudin, R. (2011). Stress and Job Satisfaction as Antecedents of Workplace Deviant Behavior. World Applied Sciences Journal, 12, 45-51.
  • Omoankhanlen, J. A. & Mutairu, A. M. (2021). Human Resource Management Practices and Workplace Deviant Behaviour of Manufacturing Firms in Rivers State, Nigeria. European Journal of Business and Management Research, 6(2), 203-210.
  • Penney. L. M. & Spector. P. E. (2005). Job Stress. Incivility. and Counterproductive Work Behavior (CWB): The Moderating Role of Negative Affectivity. Journal of Organizational Behavior: The International Journal of Industrial. Occupational and Organizational Psychology and Behavior, 26(7), 777-796.
  • Pradhan, S. (2013). Leadership and Deviant Work Behavours: The Role of Moral Agents in Today’s Transactional World. Global Research Analysis, 2(6), 127-129.
  • Rafiee, M., Hoveida, R. & Rajaeipoor, S. (2015). The Relationship of The Deviant Workplace Behavour with The Organizational Justice and Staff Development in the Universities of Tehran. International Journal of Human Resources Studies, 5(1), 126-140.
  • Raub. S., Alvarez. L. & Khanna. R. (2006). The Different Roles of Corporate and Unit Level Human Resources Managers in The Hospitality Industry. International Journal of Contemporary Hospitality Management, 135-144.
  • Raza, B., St-Onge, S. & Ullah, S. (2023). Abusive Supervision and Deviance Behaviors in The Hospitality Industry: The Role of Intrinsic Motivation and Core Self-Evaluation. Tourism Management, 98, 1-12.
  • Robinson. S. L. & Bennett. R. J. (1995). A Typology of Deviant Workplace Behaviors: A Multidimensional Scaling Study. Academy of Management Journal, 38, 555-572.
  • Ryan. R. M. & Deci. E. L. (2001). On Happiness and Human Potentials: A Review of Research on Hedonic and Eudaimonic Well-Being. Annual Review of Psychology, 52(1), 141-166.
  • Ryff. C. D. (1989). Happiness Is Everything. or Is It? Explorations on the Meaning of Psychological Well-Being. Journal of Personality and Social Psychology, 57(6), 1069-1081.
  • Ryff. C. D. (1995). Psychological Well-Being in Adult Life. Current Directions in Psychological Science, 4(4), 99-104.
  • Salami. S. O. (2010). Job Stress and Counterproductive Work Behaviour: Negative Affectivity as a Moderator. The Social Sciences, 5(6), 486-492.
  • Shehawy, Y. M. (2022). Current Workplace Issues and Behaviours in Tourism and Hospitality: Moderating Role of Empowering Leadership. Current Issues in Tourism, 25(10), 1627-1648. Doi: 10.1080/13683500.2021.1928612
  • Tarkang Mary, M. E. M. & Öztüren, A. (2019). Sustainable Ethical Leadership and Employee Outcomes in The Hotel Industry in Cameroon. Sustainability, 11(8), 1-18.
  • Qu, Y., Jo, W. & Choi, H. C. (2020). Gender Discrimination, Injustice, and Deviant Behavior Among Hotel Employees: Role of Organizational Attachment. Journal of Quality Assurance in Hospitality & Tourism, 21(1), 78-104. Doi: 10.1080/1528008X.2019.1619498
  • Yan, H., Hu, X. & Wu, C. H. (2021). When and How Can Organizational Punishment Stop Unethical Pro-Organizational Behaviors in Hospitality?. International Journal of Hospitality Management, 94, 1-11.
  • Yen, O. S. (2019). Quality Concern, Role Conflict, and Excessive Workload Influencing Interpersonal Workplace Deviant Behavior Among Hotel Employees in Kelantan. Unpublished Master Thesis, Utara University, Malaysia.
  • Yen, C. H. & Teng, H. Y. (2013). The Effect of Centralization on Organizational Citizenship Behavior and Deviant Workplace Behavior in The Hospitality industry. Tourism Management, 36, 401-410.
Toplam 80 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Konular Çalışma Ekonomisi ve Endüstri İlişkileri
Bölüm Makaleler
Yazarlar

Aydın Çivilidağ 0000-0002-6142-0928

Şerife Durmaz 0000-0003-2739-9827

Kardelen Devrim Doruköz 0000-0003-3775-7843

Yayımlanma Tarihi 18 Eylül 2023
Yayımlandığı Sayı Yıl 2023 Cilt: 7 Sayı: 3

Kaynak Göster

APA Çivilidağ, A., Durmaz, Ş., & Doruköz, K. D. (2023). Konaklama İşletmelerinde İnsan Kaynakları Çalışanlarına Göre Sapkın Çalışan Davranışları ve Psikolojik İyi Oluş. Fiscaoeconomia, 7(3), 2381-2410. https://doi.org/10.25295/fsecon.1336885
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