|Title||Constructive Deviance in Organizational Behavior|
|Publication Type||Conference Proceedings|
|Year of Publication||2016|
|Authors||Ridic, O, Aido, AWahab|
|Conference Name||Second Sarajevo International Conference by|
|Number of Volumes||2|
|Publisher||International University of Sarajevo (IUS), Faculty of Business Administration (FBA)|
Scientific researchers have shown a high interest to study the concept of deviance in workplaces. The research problem of this review article is to review the causes of constructive deviant behavior in the workplaces. Worldwide decentralization, flexibility, and stronger performance orientation pressure management and employees to become more creative, more productive, and more involved in the performance and survival of the organization. In order to do so, workers may need to deviate from the norms or informal rules of the organization in ways that benefit the reference group and its members, that is, they need to engage in constructive deviance through applications of the hyper-norms. Additionally, this research study explores one of two streams of workplace deviance; which is constructive deviance type. In the managerial science literature, a constructive stream of deviance is recognized as the positive conduct, such as: whistle-blowing, organizational dissent and functional disobedience in the organizations. On the other hand, a destructive stream of deviance is depicted by negative conduct and attitude in organizations, including: alcoholism, corruption, and theft. Studies have shown that deviance is the reaction of workers to organizational policies, such as: economic, social environment and working conditions. As far as the research methodology is concerned, a thorough literature review of secondary sources of data was conducted to assess trends, look for deficiencies, draw current conclusions and do recommendations for the future. Review of secondary sources of data (books, peer-reviewed journal articles, internet publications, etc.) was performed. Finally, this study reviews how this phenomenon and its causes influence the job performance of workers. The conclusion of this study depicts a multifaceted phenomenon, and its impact is increasing as the time progresses. This paper concludes that the research approaches still appear to be fragmented and poorly integrated and that the overarching insight into constructive deviance is rather limited. The future and stability of the market system may be influenced by the willingness of the employees to exhibit these behaviors when internal management fails to address its underlying trigger causes.