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The influence of HR practices and job satisfaction on interpersonal deviance in the workplace

Published online by Cambridge University Press:  01 December 2014

Faridahwati Mohd Shamsudin ,
Chandrakantan Subramaniam  and
Subramaniam Sri Ramalu
Faridahwati Mohd Shamsudin*
Affiliation:
OYA Graduate School of Business, Universiti Utara Malaysi, Sintok, Malaysia
Chandrakantan Subramaniam
Affiliation:
OYA Graduate School of Business, Universiti Utara Malaysi, Sintok, Malaysia
Subramaniam Sri Ramalu
Affiliation:
OYA Graduate School of Business, Universiti Utara Malaysi, Sintok, Malaysia
*
Corresponding author: [email protected]
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Abstract

We examined the influence of human resource practices on interpersonal deviance at work through job satisfaction. A survey was carried out among 372 manufacturing employees of various occupational levels in manufacturing companies in the northern region of Malaysia. We collected data by distributing questionnaires to participants, with the assistance of human resource department. We asked them to indicate how often they know whether any of their workmates engaged in different types of interpersonal deviance. Regression analysis showed that human resource practices of job description, employment security, and internal career opportunities have significant relationships with interpersonal deviance. Hierarchical regression indicated that the dimensions of job satisfaction have a direct relationship with interpersonal deviance. The dimensions also mediated the relationship between human resource practices and interpersonal deviance. Implications to managers and practitioners are discussed.

Keywords

HR practicesjob satisfactioninterpersonal devianceMalaysiaorganizational effectiveness
Type
Research Article
Information
Journal of Management & Organization , Volume 20 , Issue 5 , September 2014 , pp. 691 - 709
Copyright
Copyright © Cambridge University Press and Australian and New Zealand Academy of Management 2014 

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