Role of Diversity-Focused HR Practices in Mitigating Deviant Workplace Behavior: A Review

  • Dr. Syed Parvaiz Ahmad Shah
  • Uzma Rashid Sofi
Keywords: Workforce Diversity, Diversity Management, Diversity-Focused HR Practices, Deviant Workplace Behaviors

Abstract

Organizations in today's scenario are faced with a large number of HRM challenges resulting from workforce diversity. Workforce diversity has become one of the most pertinent management issues in organizations from all sectors and changing workforce has required organizations to change how they think about HRM. It is quite evident that all organizations are impacted by diversity either directly or indirectly, which has made it significant for organizations to manage diversity for which HRM plays a very significant role. Thus, due to the diverse nature of workforce, it has become significant for organizations to make their HR practices diversity-oriented so that deviant workplace behaviors are reduced to minimal. It is believed that employees will not indulge in deviant workplace behaviors when they perceive their organizations to be adopting adequate and diversity-oriented HRM methods and practices. Given this contention, the purpose of this paper is to examine the role that diversity-focused HR practices play in mitigating the deviant workplace behaviors in organizations. An extensive literature review on the said constructs was conducted where both variables were studied independently and the relationship that both variables exhibit together was also studied. A systematic review of the literature was carried out with the keywords like diversity management, diversity-focused HR practices and deviant workplace behavior from several electronic databases like Google scholar, emerald insight, Springer, Taylor, and Francis.

Downloads

Download data is not yet available.

References

Allen, D. G., Shore, L. M., & Griffeth, R. W. (2003). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of Management, 29(1), 99-118.

Amirtharaj, S. M. D., Cross, S. K. R., & Vembar, V. (2011). HR concepts in hotel industry towards employee training and development. International Journal of Human Resource, 1, 44-56

Arthur, J. B. (2011). Do HR system characteristics affect the frequency of interpersonal deviance in organizations? The role of team autonomy and internal labor market practices. Industrial Relations, 50(1), 30–56.

Avery, D.R. & McKay, P.F. (2006). Target practices: An organizational impression management approach to attracting minority and female job applicants. Personnel Psychology, 59(1), 157-187.

Bennett, R. J. & Robinson, S. L. (2003). The past, present, and future of workplace deviance research. Available at: http://www-1v75.rz.uni-mannheim.de/Publikationen/The%20past,%20present%20and%20future%20of%20Workplace%20Deviance%20Research.pdf.

Blau, F. D. & Kahn, L. M. (1994). Rising wage inequality and the US gender gap. The American Economic Review, 84(2), 23-28.

Bolin, A. & Heatherly, L. (2001). Predictors of employee deviance: The relationship between bad attitudes and bad behavior. Journal of Business and Psychology, 15(3), 405-418.

Brickson, S. (2000). The impact of identity orientation on individual and organizational outcomes in demographically diverse settings. Academy of Management Review, 25(1), 82-101.

Chirasha, V. & Mahapa, M. (2012). An analysis of the causes and impact of deviant behaviour in the workplace. The case of secretaries in state universities. Journal of Emerging Trends in Economics and Management Sciences, 3(5), 415-421.

Coccia, C. (1998). Avoiding a "toxic" organization. Nursing Management, 29(5), 32-33.

Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O., & Ng, K. Y. (2001). Justice at the millennium: A meta-analytic review of 25 years of organizatioanl justice research. Journal of Applied Psychology, 86(3), 424-424.

Cox, T. H. & Blake, S. (1991). Managing cultural diversity: Implications for organizational competitiveness. Academy of Management Perspectives, 5(3), 45-56.

D’Netto, B. & Sohal, A. S. (1999). Human resource practices and workforce diversity: an empirical assessment. International Journal of Manpower.

Dailey, R. C. & Kirk, D. J. (1992). Distributive and procedural justice as antecedents of job dissatisfaction and intent to turnover. Human Relations, 45(3), 305-317.

Davis, S. (2000). Minority execs want an even break. Workforce, 79(4), 50-54.

Delery, J. E. & Doty, D. H. (1996). Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions. Academy of Management Journal, 39(4), 802-835.

D'Netto, B., Monga, M., Shen, J., & Chelliah, J. (2008). Manufacturing employees' perceptions of human resource diversity management practices in Australia. Sydney, Australia: The Australian Workers' Union.

Elsaid, A. M. (2012). The effects of cross cultural work force diversity on employee performance in Egyptian pharmaceutical organizations. Business and Management Research, 1(4), 162.

Ely, R. J. (2004). A field study of group diversity, participation in diversity education programs, and performance. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 25(6), 755-780.

Fleury, M.T.L. (1999), The management of culture diversity: lessons from Brazilian companies. Industrial Management & Data Systems, 99(3), 109-114.

Friedman, R. A. & Holtom, B. (2002). The effects of network groups on minority employee turnover intentions. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 41(4), 405-421.

Fulkerson, J.R. & Schuler, R.S. (1992). Managing worldwide diversity at Pepsi-Cola International. In Jackson S.E. (Ed.), Diversity in the Workplace: Human Resources

Guilford, J.P. (1954). Initiatives, society for industrial and organisational psychology, The professional practice series. New York: Guildford Press.

Ghosh, R. (2016). Gender and diversity in India: contested territories for HRD?. Advances in Developing Human Resources, 18(1), 3-10.

Giacalone, R. A. & Greenberg, J. (Eds.). (1997). Antisocial behavior in organizations. Sage.

Greenberg, J., Baron, R. A., & Grover, R. A. (1993). Behavior in organizations: Understanding and managing the human side of work. Available at: https://www.worldcat.org/title/behavior-in-organizations-understanding-and-managing-the-human-side-of-work/oclc/27961215?page=citation.

Greenhaus, J.H., Parasuraman, S., & Wormley, W.M. (1990). Effects of race on organizational experiences, job performance evaluations, and career outcomes. Academy of Management Journal, 33(1), 64-86.

Guzzo, R. A., Noonan, K. A., & Elron, E. (1994). Expatriate managers and the psychological contract. Journal of Applied Psychology, 79, 617–626.

Heilman, M.E., McCullough, W.F., & Gilbert, D. (1996). The other side of affirmative action: Reactions of non beneficiaries to sex-based preferential selection. Journal of Applied Psychology, 81(4), 346-357.

Jabbour, C. J. C., Gordono, F. S., Oliveira, J. H. C. d., Martinez, J. C., & Battistelle, R. A. G. (2011). Diversity management Challenges, benefits, and the role of human resource management in Brazilian organizations. Equality Diversity and Inclusion. International Journal of Diversity in Organizations, Communities and Nations, 30, 58-74.

Kirton, G. (2003). Developing strategic approaches to diversity policy. Individual diversity and psychology in organizations, 1.

Konrad, A. M. & Linehan, F. (1995). Race and sex differences in line managers' reactions to equal employment opportunity and affirmative action interventions. Group & Organization Management, 20(4), 409-439.

Kossek, E. E., Lobel, S. A., & Brown, A. J. (2005). Human resource strategies to manage workforce diversity. In: Handbook of Workplace Diversity, eds. AM Konrad, P. Prasad and JM Pringle.

Kundu, S. C. & Mor, A. (2017). Workforce diversity and organizational performance: A study of IT industry in India. Employee Relations, 39(2), 160-183.

Kundu, S.C. (2003). Workforce diversity status: a study of employees' reactions. Industrial Management & Data Systems, 103(4), 215-226.

Kundu, S.C., Bansal, J., & Chawla, A.S. (2015). Managing workforce diversity through HR practices: A review. In: S.C. Kundu, U. Arora, and T. Ram (Eds.) Emerging Horizons in Business Management, Victoria Publishers, New Delhi, pp. 115-124.

Mangione, T. W. & Quinn, R. P. (1975). Job satisfaction, counterproductive behavior, and drug use at work. Journal of applied psychology, 60(1), 114.

Milkovich, G. T. & Newman, J. M. (2008). Compensation. Boston: Irwin McGraw-Hill.

Nasurdin, A. M., Hazlina Ahmad, N., & Arwani Razalli, A. (2014). Politics, justice, stress, and deviant behaviour in organizations: An empirical analysis. International Journal of Business & Society, 15(2).

Noor, A.N.M., Khalid, S.A., & Rashid, N.R.N.A. (2013). Human resource diversity management practices and organizational citizenship behavior: A conceptual model. International Journal of Academic Research in Business & Social Sciences, 8(3), 301-308.

Nur Ain, S. (2015). Factors influencing workplace deviance behavior among generation X and Y. Doctoral dissertation, University Utara, Malaysia. Available at: http://etd.uum.edu.my/4615/.

Roberge, M.É., Lewicki, R.J., Hietapelto, A., & Abdyldaeva, A. (2011). From theory to practice: Recommending supportive diversity practices. Journal of Diversity Management, 6(2), 1-20.

Roberson, L., Kulik, C. T., & Pepper, M. B. (2003). Using needs assessment to resolve controversies in diversity training design. Group & Organization Management, 28(1), 148-174.

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.

Robinson, S. L. & Bennett, R. J. (1997). Workplace deviance: Its definition, its manifestations, and its causes.

Rousseau, D. M. & Greller, M. M. (1994). Human resource practices: Administrative contract makers. Human Resource Management, 33(3), 385–401.

Rynes, S. & Rosen, B. (1995). A field survey of factors affecting the adoption and perceived success of diversity training. Personnel Psychology, 48(2), 247-270.

Schuler, R.S., Dowling, P.J., & De Cieri, H. (1993). An Integrative Framework of Strategic International Human Resource Management. The International Journal of Human Resource Management, 5, 717–764.

Shaw, J. B. & Barrett-Power, E. (1998). The effects of diversity on small work group processes and performance. Human Relations, 51(10), 1307-1325.

Shen, J., Chanda, A., D'netto, B., & Monga, M. (2009). Managing diversity through human resource management: An international perspective and conceptual framework. The International Journal of Human Resource Management, 20(2), 235-251.

Shen, J., D'Netto, B., & Tang, J. (2010). Effects of human resource diversity management on organizational citizen behaviour in the Chinese context. The International Journal of Human Resource Management, 21(12), 2156-2172.

Shore, L. M., Chung-Herrera, B. G., Dean, M. A., Ehrhart, K. H., Jung, D. I., Randel, A. E., & Singh, G. (2009). Diversity in organizations: Where are we now and where are we going?”. Human Resource Management Review, 19(2), 117-133.

Spreitzer, G.M. & Sonenshein, S. (2004). Toward the construct definition of positive deviance. American Behavioral Scientist, 47(6), 828-847.

Truss, C., Gratton, L., Hope-Hailey, V., McGovern, P., & Stiles, P. (1997). Soft and hard models of human resource management: A reappraisal. Journal of Management Studies, 34, 53–73.

Yang, Y. (2012). High-involvement human resource practices, affective commitment, and organizational citizenship behaviors in service setting. The Service Industries Journal, 32(8), 1209–1227.

Published
2020-08-31
How to Cite
Dr. Syed Parvaiz Ahmad Shah, & Uzma Rashid Sofi. (2020). Role of Diversity-Focused HR Practices in Mitigating Deviant Workplace Behavior: A Review. International Journal of Engineering and Management Research, 10(4), 178-184. https://doi.org/10.31033/ijemr.10.4.25