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Interpersonal deviance, organizational deviance, and their common correlates: a review and meta-analysis
Christopher M Berry1, Deniz S Ones, Paul R Sackett
1Department of Psychology, University of Minnesota, Twin Cities Campus, USA. berry053@umn.edu
The Journal of Applied Psychology
|March 21, 2007
Summary
Interpersonal deviance (ID) and organizational deviance (OD) are highly correlated but show distinct relationships with personality traits and behaviors, supporting their separability. Further research can explore these nuanced connections.
Area of Science:
- Organizational Psychology
- Behavioral Science
Background:
- Interpersonal deviance (ID) and organizational deviance (OD) are often considered together due to high correlation.
- Previous research and theory have questioned whether ID and OD are truly distinct constructs.
Purpose of the Study:
- To meta-analyze the relationships among ID, OD, and their common correlates.
- To investigate the separability of interpersonal deviance and organizational deviance.
Main Methods:
- Meta-analysis of existing empirical studies.
- Examination of correlations between ID, OD, Big Five personality variables, organizational citizenship behaviors, organizational justice, and demographic variables.
Main Results:
- ID and OD were highly correlated (rho = .62).
- Despite high correlation, ID and OD demonstrated differential relationships with Big Five variables and organizational citizenship behaviors.
- The use of the Bennett and Robinson (2000) instrument moderated some observed relationships.
- Strongest negative relationships were found between ID/OD and organizational citizenship, Agreeableness, Conscientiousness, and Emotional Stability.
Conclusions:
- The findings support the separability of interpersonal deviance and organizational deviance.
- While correlated, these two forms of deviance have unique links to individual differences and work-related behaviors.
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