The effect of positive psychological capital and organizational learning on the control of organizational deviation behaviors: A case study

Negative behaviors experienced in the organization are considered as behaviors that must be overcome. Based on the necessity of controlling organizational deviance behaviors, the aim of the research was determined by investigating the variables that may have an effect on deviant behaviors. Positive psychological capital and organizational learning variables, which are thought to affect organizational deviance behaviors, are discussed. The effect of psychological capital and organizational learning on the control of organizational deviance behaviors was examined with a case study with the dimensions of the variables. In the study, both quantitative and qualitative research was conducted. For quantitative research, data were obtained from 363 employees. The data obtained from the participants were subjected to t-test, ANOVA, correlation and regression tests analyzes in SPSS statistical program. For qualitative research, 4 managers were interviewed. In this study with quantitative and qualitative research, it is aimed to investigate to effect psychological capital and its dimensions self-efficacy, hope, optimism and resilience and organizational learning and its dimensions continuous learning, dialogue and research, team learning, shared systems, empowered employees, inter-system connectivity and supportive leadership on interpersonal and organizational deviance behaviors. According to the quantitative research findings, it has been revealed that the optimism dimension of psychological capital and the continuous learning dimension of organizational learning have a significant effect on interpersonal and organizational deviance behaviors. According to the results of the qualitative research, managers emphasized that learning is continuous in the organization and that the number of optimistic employees in the organization has positive contributions to the organization. Qualitative research results support the quantitative research results. As a result, interpersonal and organizational deviance behaviors are affected by the optimism of psychological capital and continuous learning of organizational learning.