Main Article Content
This study aims to analyze the effect of perceived external prestige to the workplace deviant behavior that is mediated by job satisfaction. The sample used in this study was 120 respondents who are employees in automotive industries in Jakarta of collected by purposive sampling method. Tests conducted by the method of Structural Equation Model (SEM). The results of this study are perceived external prestige has a positive influence on job satisfaction, but job satisfaction negatively affect the workplace deviant behavior. It can be concluded that job satisfaction has a negative influence in mediating the effects of perceived external prestige to the workplace deviant behavior.
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.
Ciptaan disebarluaskan di bawah lisensi Creative Commons Atribusi-NonKomersial 4.0 Internasional .
Al-Atwi, A. A., & Bakir, A. (2014). Relationships between status judgments, identification, and counterproductive behavior. Journal of Managerial Psychology, 29(5), 472–489. https://doi.org/10.1108/JMP-02-2012-0040
Alnıaçık, Ü., Alnıaçık, E., Akçin, K., & Erat, S. (2012). Relationships Between Career Motivation, Affective Commitment and Job Satisfaction. Procedia - Social and Behavioral Sciences, 58, 355–362. https://doi.org/10.1016/j.sbspro.2012.09.1011
Carmeli, A., & Freund, A. (2002). The Relationship Between Work and Workplace Attitudes and Perceived External Prestige. Corporate Reputation Review, 5(1), 51–68. https://doi.org/10.1057/palgrave.crr.1540164
Carmeli, A., Gilat, G., & Weisberg, J. (2006). Perceived External Prestige, Organizational Identification and Affective Commitment: A Stakeholder Approach. Corporate Reputation Review, 9(2), 92–104. https://doi.org/10.1057/palgrave.crr.1550014
Carmeli, A., & Tishler, A. (2005). Perceived Organizational Reputation and Organizational Performance: An Empirical Investigation of Industrial Enterprises. Corporate Reputation Review, 8(1), 13–30. https://doi.org/10.1057/palgrave.crr.1540236
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 (JETEMS), 3(5), 415–421.
Chullen, C. L., Dunford, B. B., Angermeier, I., Boss, R. W., & Boss, A. D. (2010). Minimizing deviant behavior in healthcare organizations: The effects of supportive leadership and job design. Journal of Healthcare Management, 55(6), 381–397. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=59397730&site=ehostlive%5Cnhttp://media.proquest.com/media/pq/classic/doc/2202674281/fmt/pi/rep/NONE?hl=&cit%3Aauth=Chullen%2C+C+Logan%3BDunford%2C+Benjamin+B%3BAngermeier%2C+Ingo%3BBoss%2C+R+W
Ciftcioglu, A. (2010). Exploring the Role of Perceived External Prestige in Employee’s Emotional Appeal: Evidence from a Textile Firm. Business and Economics Research Journal, 1(4), 85–96. Retrieved from http://ideas.repec.org/a/ris/buecrj/0005.html
Ciftcioglu, A. (2010). The relationship between perceived external prestige and turnover intention: An empirical investigation. Corporate Reputation Review, 13(4), 248–263. https://doi.org/10.1057/crr.2010.22
Elçi, M., & Alpkan, L. (2009). The impact of perceived organizational ethical climate on work satisfaction. Journal of Business Ethics, 84(3), 297–311. https://doi.org/10.1007/s10551-008-9709-0
Esmaeilpour, M., & Ranjbar, M. (2018). Investigating the Impact of Commitment, Satisfaction, and Loyalty of Employees on Providing High-Quality Service to Customer. Romanian Economic and Business Review, 12(1). https://doi.org/10.2478/sbe-2018-0004
Emilisa, N. (2001). Hubungan Antara Job Satisfaction Dengan Organizational Commitment Pada Dana Pensiun Lembaga Keuangan Yang Dikelola Oleh Perusahaan Asuransi di Jakarta. Jurnal Media Riset Bisnis & Manajemen, 1(3), 229-244.
Ghazzawi, I. (2008). Job Satisfaction Antecedents and Consequences : A New Conceptual Framework and Research Agenda. Business, 11(December), 1–10. Retrieved from http://proquest.umi.com/pqdweb?did=1612838811&Fmt=7&clientId=47023&RQT=309&VName=PQD
Gümüş, M., Hamarat, B., Çolak, E., & Duran, E. (2012). Organizational and occupational identification:Relations to teacher satisfaction and intention to early retirement. Career Development International, 17(4), 300–313. https://doi.org/10.1108/13620431211255806
Gunlu, E., Aksarayli, M., & Perçin, N. Ş. (2010). Job satisfaction and organizational commitment of hotel managers in Turkey. International Journal of Contemporary Hospitality Management, 22(5), 693–717. https://doi.org/10.1108/09596111011053819
Hair, J. F., Anderson, R. E., Tatham, R. L., & Black, W. C. (2010). Multivariate Data Analysis, 7th Edition. New Jersey: Prentice Hall International. Inc.
Hershcovis, M. S. (2011). Incivility, social undermining, bullying...oh my!: A call to reconcile constructs within workplace aggression research. Journal of Organizational Behavior, 32(3), 499–519. https://doi.org/10.1002/job.689
Hershcovis, M. S., Turner, N., Barling, J., Arnold, K. A., Dupré, K. E., Inness, M., Sivanathan, N. (2007). Predicting workplace aggression: A meta-analysis. Journal of Applied Psychology, 92(1), 228–238. https://doi.org/10.1037/0021-9010.92.1.228
Howard, J. L., Johnston, A. C., Wech, B. A., & Stout, J. (2016). Aggression and Bullying in the Workplace: It’s the Position of the Perpetrator that Influences Employees’ Reactions and Sanctioning Ratings. Employee Responsibilities and Rights Journal, 28(2), 79–100. https://doi.org/10.1007/s10672-015-9271-8
Hsieh, A., & Liang, S. (2004). Journal of Human Resources in Hospitality & Tourism Workplace Deviant Behavior and Its Demographic Relationship Among Taiwan ’ s Flight Attendants. Journal of Human Resources in Hospitality & Tourism, 3(1), 19–32. https://doi.org/10.1300/J171v03n01
Johnson, M. (2011). Workforce Deviance and the Business Case for Employee Engagement. The Journal for Quality and Participation, 34, 11–17.
Kang, D. seok, Stewart, J., & Kim, H. (2011). The effects of perceived external prestige, ethical organizational climate, and leader-member exchange (LMX) quality on employees’ commitments and their subsequent attitudes. Personnel Review, 40(6), 761–784. https://doi.org/10.1108/00483481111169670
Katja-Mihelič, K. (2014). Work-family interface, job satisfaction and turnover intention. Baltic Journal of Management, 9(4), 446–466. https://doi.org/10.1108/BJM-09-2013-0141
Kian, T. S., Yusoff, W. F. W., & Rajah, S. (2013). Relationship between Motivations and Citizenship Performance among Generation X and Generation Y. International Journal of Academic Research in Business and Social Sciences, 3(11), 53–68. https://doi.org/10.6007/IJARBSS/v3-i11/319
Lumley, E. J., Coetzee, M., Tladinyane, R., & Ferreira, N. (2011). Exploring the job satisfaction and organisational commitment of employees in the information technology environment. Southern African Business Review, 15(1), 100–118.
Malisetty, S., & Vasanthi Kumari, K. (2016). An investigation on relationship of deviance workplace behavior with organisational justice, abusive supervision and work-family conflict. Indian Journal of Science and Technology, 9(39). https://doi.org/10.17485/ijst/2016/v9i39/100449
Mishra, S. K. (2013). Perceived external prestige and employee outcomes: Mediation effect of organizational identification. Corporate Reputation Review, 16(3), 220–233. https://doi.org/10.1057/crr.2013.9
Muafi. (2011). Causes and Consequence Deviant Workplace Behavior. International Journal of Innovation, Management and Technology, 2(2), 123–126. https://doi.org/10.7763/IJIMT.2011.V2.117
Nayır, D. Z., Rehg, M. T., Asa, Y., Valentine, S., Fleischman, G., Godkin, L., & Ewing, M. T. (2016). The effects of the perceived external prestige of the organization on employee deviant workplace behavior: The mediating role of job satisfaction. Corporate Reputation Review, 29(1), 199–208. https://doi.org/10.1057/palgrave.crr.1550014
Omotayo, O. A., Olubusayo, F. H., Olalekan, A. J., & Adenike, A. A. (2015). An assessment of workplace deviant behaviours and its implication on organisational performance in a growing economy. Journal of Organizational Psychology, 15(1), 90–101.
Pekdemir, I. M., & Turan, A. (2014). The Mediating Role of Organizational Identity Complexity / Congruence on the Relationship between Perceived Organizational Prestige and In-Role / Extra-Role Performance. International Journal of Business and Social Science, 5(9), 119–131.
Purnama, C. (2017). Islamic Culture Impact of Increasing Satisfaction and Performance of Employees: Study of Educational Institutions Sabillilah Sampang. Asian Economic and Financial Review, 7(5), 528–540. https://doi.org/10.18488/journal.aefr.2017.75.528.540
Robinson, L., Neeley, S. E., & Williamson, K. (2011). Implementing service recovery through customer relationship management: identifying the antecedents. Journal of Services Marketing, 25(2), 90–100. https://doi.org/10.1108/08876041111119813
Sekaran, U., & Bougie, R. (2013). Research method for Business. A Skill-Building Approach. 6th edition. New Jersey: John Wiley & Sons, Ltd.
Sempane, M. E., Rieger, H. S., & Roodt, G. (2002). Job Satisfaction In Relation To Organisational Culture. SA Journal of Industrial Psychology, 28(2), 23–30. https://doi.org/10.4102/sajip.v28i2.49
Shamsudin, F. M., Subramaniam, C., & Sri Ramalu, S. (2014). The influence of HR practices and job satisfaction on interpersonal deviance in the workplace. Journal of Management and Organization, 20(5), 691–709. https://doi.org/10.1017/jmo.2014.50
Siengthai, S., & Pila-Ngarm, P. (2016). The interaction effect of job redesign and job satisfaction on employee performance. Evidence-Based HRM: A Global Forum for Empirical Scholarship, 4(2), 162–180. https://doi.org/10.1108/EBHRM-01-2015-0001
Singh, J. K. (2013). a Study of Employees ’ Job Satisfaction and Its, 1(4), 105–111.
Springer, G. J. (2011). A study of job motivation, satisfaction, and performance among bank employees. The Journal of Global Business Issues, 5(1), 29–35.
Srivastava, S. (2013). Job Satisfaction and Organizational Commitment Relationship: Effect of Personality Variables. Vision: The Journal of Business Perspective, 17(2), 159–167.
Srivastava, S. (2016). Work Deviant Behavior-Employee Engagement: An Empirical Investigation of the Role of Ethical Leadership of Indian Middle Level Managers. Drishtikon: A Management Journal, 7(2). https://doi.org/10.21863/drishtikon/2016.7.2.017
Sušanj, T., Znidar, K., & Pavicic, J. (2017). THE KEY DETERMINANTS OF PERCEIVED EXTERNAL PRESTIGE ( PEP ) – QUALITATIVE RESEARCH APPROACH Preliminary communication. Management, 22(1), 49–84.
Tiarapuspa. (2015). Pengingkaran Kontrak Psikologis dan Pengaruhnya Terhadap Perilaku Kerja Kontraproduktif. Unpublished Dissertation, Gajah Mada Univeristy, Yogyakarta, Indonesia
Tiarapuspa, Indyastuti, D. L., & Sari, W. R. (2017). Constructing Counterproductive Behavior for Supporting Environmental Management System Research. IOP Conf. Series: Earth and Environmental Science 106.4th International Seminar on Sustainable Urban Development Jakarta, Indonesia, IOP Publising. August 9th.
Tuna, M., Ghazzawi, I., Yesiltas, M., Tuna, A. A., & Arslan, S. (2016). The effects of the perceived external prestige of the organization on employee deviant workplace behavior: The mediating role of job satisfaction. International Journal of Contemporary Hospitality Management (Vol. 28). https://doi.org/10.1108/IJCHM-04-2014-0182
Worsfold, K., Fisher, R., McPhail, R., Francis, M., & Thomas, A. (2016). Satisfaction, value and intention to return in hotels. International Journal of Contemporary Hospitality Management, 28(11), 2570–2588. https://doi.org/10.1108/IJCHM-04-2015-0195