Ana Aleksic, Matea Vukovic


Deviant workplace behaviour presents an important research question in todays’ organizations as it can cause harmful effects on both the individual and organizational level. Besides affecting individual work outcomes, it can also have different social and psychological effects on them and consequently on the overall organization. As of this, it is important to recognize possible determinants of workplace deviance. Personality traits present an important element in defining individual behaviour and intentions. As such, they can be considered as a strong predictor of various forms of deviant workplace behaviour. To test the proposed connection, an empirical research was done on a sample of 189 individuals. The work is based on the big five personality model, as a popular method of assessing personality traits, and deviant workplace behaviour is analysed from individual and organizational point of view. In general, results show higher level of organizational than individual deviant behaviour, but also their mutual dependence. Regarding personality traits, results indicate that the personality traits of agreeableness and conscientiousness are statistically significantly negatively connected with both forms of undesirable behaviour. Other traits including extraversion, emotional stability and openness are not statistically significantly connected with either individual or organizational workplace behaviour. Results are controlled for difference regarding age and gender. Research implications are provided.


Personality, Personality traits, Deviant workplace behaviour, Croatia

Full Text:



Abdullah, A. & Marican, S. (2016) The effects of big-five personality traits on deviant behavior. Procedia Social and Behavioral Sciences, 219, 19 – 25.

Applebaum, S. H., Iaconi, G. D. & Matousek, A. (2007) Positive and negative deviant workplace behaviours: Causes, impacts and solutions. Corporate Governance, 7(5), 586-598.

Babarovic, T. & Sverko, I. (2013) The HEXACO personality domains in the Croatian sample. Drustvena istrazivanja, 22 (3), 397-411.

Bennett, R. J. & Robinson, S. L. (2000). Development of a measure of workplace deviance. Journal of Applied Psychology, 85(3), 349–360.

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, 410–424.

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, 537–541.

Bowling, N. A. & Gruys, M. L. (2010). New perspectives in the study of counterproductive behavior in organizations. Human Resource Management. 20(1), 54–61.

Brkic, H. & Aleksic, A. (2016) Interpersonal deviant work behavior - exploratory study among employees in Croatia. Proceedings of the 8th International Conference "An Enterprise Odyssey: Saving the Sinking Ship Through Human Capital",

Zagreb: University of Zagreb, Faculty of Economics and Business, pp. 32-39.

Cheang, H. S. & Appelbaum, S. H. (2015). Corporate psychopathy: deviant workplace behaviour and toxic leaders – part one. Industrial and Commercial Training, 47(4), 165-173.

Furnham, A. (1992). Personality at work, The role of individual differences in the workplace. London, UK: Routledge.

Goldberg, L. R. (1992). The development of markers for the Big-Five factor structure. Psychological assessment, 4(1): 26-42.

Gruys, M. L. & Sackett, P. R. (2003). Investigating the dimensionality of counterproductive work behavior. International Journal of Selection & Assessment, 11(1), 30–42.

Hollinger, R. & Clark, J. (1982). Employee deviance: a response to the perceived quality of the work experience. Work and occupations, 9(1), 97-114.

Hoyle R. H. (2010). Handbook of Personality and Self‐Regulation. Oxford, UK: Blackwell Publishing.

Jensen, J. M. & Patel, P. C. (2011). Predicting counterproductive work behavior from the interaction of personality traits. Personality and Individual Differences, 51, 466–471.

Lim, L. C., Teh, C. J., & Benjamin, C. Y. F. (2016). A preliminary study of the effects of personality traits on workplace, International Review of Management and Marketing, 6(S7), 6-10.

Marasi, S., Bennett, R. J. & Budden, H. (2018) The structure of an organization: Does it influence workplace deviance and its’ dimensions? And to what extent?. Journal Of Managerial Issues, XXX(1), 8-27.

Martinko, M. J., Gundlach, M. J., & Douglas, S. C. (2002). Toward an integrative theory of counterproductive workplace behavior: A causal reasoning perspective. International Journal of Selection and Assessment, 10, 36–50.

McCrae, R. R. & John, O. P. (1992). An Introduction to the five-factor model and its applications. Journal of Personality, 60(2), 175–215.

Norem, J. K. (2012). Motivation and Goal Pursuit. In Deaux, K. and Snyder M. (Eds.), The Oxford Handbook of Personality and Social Psychology, Oxford University Press, New York, NY, pp. 287-315.

Nurul, I, Kozakoa, A. M. F., Safin, S. Z. & 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.

O'Connor, P. J., Stone, S., Walker, B., R. & Jackson, C. J. (2017). Deviant behavior in constrained environments: Sensation-Seeking predicts workplace deviance in shallow learners. Personality and Individual Differences, 108, 20-25.

O’Neill, T. A. &, Hastings, S. E. (2011). Explaining workplace deviance behavior with more than just the ‘‘Big Five”. Personality and Individual Differences 50, 268–273.

Raman, P., Sambasivan, M. & Kumar, N. (2016). Counterproductive work behavior among frontline government employees: Role of personality, emotional intelligence, affectivity, emotional labor, and emotional exhaustion. Journal of Work and Organizational Psychology 32, 25–37.

Robbins, S. P. & Judge, T. A. (2009) Organizational behavior. New Jersey, NJ: Pearson Prentice Hall.

Robinson, S. L. & Bennett, R. J. (1995). A Typology of Deviant Workplace Behaviors: A Multidimensional Scaling Study. Academy of Management Journal, 38(2), 555-572.

Sackett, P. R. & Devore, C.J. (2001). Counterproductive Behaviors at Work. In Anderson, N., Ones, D., Sinangil, H. & Viswesvaran, C. (Eds.), Handbook of Industrial, Work, and Organizational Psychology, Sage, London, UK, pp. 145-164.

Salgado, J. F. (2002). The big five personality dimensions and counterproductive behaviors. International Journal of Selection and Assessment, 10(1/2), 117-125.

Samnani, A., Salamon, S. & Singh, P. (2014). Negative affect and counterproductive workplace behavior: The moderating role of moral disengagement and gender. Journal of Business Ethics, 119(2), 235-244.

Spector, P. E., Fox, S., Penney, L. M., Bruursema, K., Goh, A. & Kessler, S. (2006) The dimensionality of counterproductivity: Are all counterproductive behaviors created equal?. Journal of Vocational Behavior, 68(3), 446-460.

Tomsic, A., Jerneic, Z. & Grabovac, M. T. (2014). Razvoj upitnika nepoželjnog organizacijskog ponašanja za studentsku populaciju. Suvremena psihologija, 17(1), 5-20.

Yıldız, B. & Alpkan, L. (2015). A Theoretical model on the proposed predictors of destructive deviant workplace behaviors and the mediator role of alienation. Procedia - Social and Behavioral Sciences, 210, 330 – 338.



  • There are currently no refbacks.

Copyright (c) 2018 Journal of Media Critiques [JMC]

Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.