An i̇nvestigation of constructive deviant workplace behaviors in terms of organizational trust, perceived organizational support and self efficacy

The aim of this study is to investigate whether organizational trust, perceived organizational support and self-efficacy are impact on constructive deviant workplace behaviours. In addition, the moderator effect of self-efficacy on the effect of perceived organizational support on constructive workplace deviance behaviours are also examined. The variables of the study were selected based on constructive deviance, related to constructive deviance structures, and the theoretical and experimental evidence associated with these structures. Moreover, as far as the literature can be examined, no study has been found in which the relationship between constructive deviance, organizational trust, perceived organizational support and self-efficacy is addressed in a total way. It was aimed to draw attention to the subject and to eliminate some gaps by investigating the relationships between the variables. The hypotheses developed in this context were tested with data collected from 301 samples from private bank employees in Ankara. Research data were collected by survey method. As beginning, factor analyzes, validity and reliability analyzes were performed in order to test the convenience of the collected data and scales. Afterwards, simple linear regression, multiple regression were applied in order to test the direct effects between the variables in the model of the study, and hierarchical regression analyzes were performed to test moderator effect. According to the results of the analysis, the perceived organizational support and self-efficacy have a positive effect on every dimension of constructive deviant workplace behaviour. Trust in coworkers is effective on tendency to exhibit both innovative constructive and interpersonal constructive deviant workplace behavior. While trust in the organization has a positive effect on the innovative constructive workplace behaviors, trust in management increases the tendency to exhibit constructive deviance behaviour. However, the impact of the sub-dimensions of organizational trust on the tendency to exhibit challenging constructive deviant behaviour has not been found. Finally, it has been determined that self-efficacy has a mediator role in the effect of perceived organizational support on interpersonal constructive workplace deviance behaviour. Keywords: Constructive Deviant Workplace Behaviour, Organizational Trust, Perceived Organizational Support, Self Efficacy