Analysis of Determinants Impacting Workplace Employee Behavior

This essay analyzes the determinants of deviant behaviors in the workplace, drawing on two academic articles. The first article, "Changing Behavior And The Successful Environmental Programme In The Workplace" by Young et al. (2015), emphasizes the importance of organizational, group, and contextual factors, including environmental awareness, financial incentives, and management support, in shaping employee behavior. The second article, "Investigating Factors Affecting the Employee Workplace Deviant Behavior" by Javed et al. (2014), focuses on the impact of personality factors, job factors, work engagement, and job burnout on employee behavior, highlighting factors like agreeableness, trait anger, and conscientiousness. The essay synthesizes these findings to provide a comprehensive understanding of the factors that drive employee behavior, both positive and negative, in organizational settings. The research also identifies the need for interventions and strategies to foster positive behavior within the workplace environment.

Running head: DETERMINENTS OF WORKPLACE BEHAVIOR
Determinants of workplace behavior
Name of the Student
Name of the University
Author Note

1DETERMINENTS OF WORKPLACE BEHAVIOR
This essay highlights the determinants of the deviant behaviors of
the employees of the organization with the help of two published
academic literature on the workplace behavior.
In the research paper of “Changing Behavior And The Successful
Environmental Programme In The Workplace”, Young et al. (2015)
identified the increasing focus on the improvement of the pro
environmental attitudes, habit and the behavior of the individuals in the
workplace. The article by the authors focuses on the platform of
workplace with the effective examination of the change of the behavior of
the organization based initiatives. The article furthermore includes a
multidisciplinary review of the literature with the measurement of the
actual performances of the environment. The authors of this research study
developed a framework namely the employee pro environmental behavior
containing multiple factors like the organizational, group and the
contextual factors that tend to have predictive relevance throughout the
different organizational behaviors. The article highlights some of the key
predictors of the workplace behavior which includes the environmental
awareness, financial incentives, training and support of the management
and the performance feedback. The paper included the review of the
literature regarding the workplace interventions. For the ensuring of the
generalizability, the review methodology of the research article included
relevant research. The authors of this article conducted research over a
broad range of workplace that includes industries, health organization,
construction companies, manufactures and banks. The baseline framework
of the article highlighted the framework of the determinants for the
sustainable waste management behavior (Young et al., 2015) . The
framework furthermore included a valuable starting point for the attempt
towards the proper integration of the variety of psychological and
organizational changed techniques of behavior. The authors of this article
furthermore identified the factors the emphasize the key individual factors
that tends to affect the employee behavioral intentions. Some of the

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highlighted factors mentioned in the article includes staff attitudes,
environment and the job satisfaction and the behavior regarding the waste
management. The authors in the research included more than 17 articles
for the review and proper evaluation for the key conclusion related to
factors highlighted in the baseline framework. This was conducted for the
introduction or the development of the new framework that will judge the
effectiveness of the behavioral change interventions for the effective
improvement n the performance of the organization. The review of the
article illustrated the individual factors verses the organizational factors in
line with the baseline framework model. The article identified some of the
main or key elements contributing to the individual factors (Young et al.,
2015). These include beliefs and the environmental attributes, the
environmental awareness and the individual level of feedback. These
factors contribute to the changing behavior and provided information
regarding the outcome of the action of the employees in the organization.
Another additional and important factor that was noted in the research
paper and in the review is the financial incentives. These factors have been
assumed for the encouragement of the changes in the behavior among the
employees that includes the behavior related to environmental
sustainability. The article furthermore highlights the notion of the group
factors that focuses on the day to day relationship of the employees with
their managers, team leaders and their colleagues. The organizational
factors contribute to one of the main category that affects the behaviors of
the employees. The factors that are highlighted in the article shape the
reactions and the behavior of the employees when they are faced with new
interventions like environmental sustainability. The literature review of
the article furthermore identified multiple organizational factors that tend
to influence the effectiveness of the intervention of sustainability. Some of
the noted factors in the research paper by the researcher include the
infrastructure of the environment, the support of the management and the
culture of the organization. The authors of this article have furthermore

3DETERMINENTS OF WORKPLACE BEHAVIOR
highlighted the involved complexities and suggestion for the implications
for the strategy of the environmental business. The authors suggested that
the employees in the organization should carry a clear and a meaningful
influence towards their improvement of their behavioral pattern.
Furthermore the article highlighted the need for the sustainability or the
CSR programme, focus on the training and the information of the
environmental awareness, improvement of the traditional financial
structures and the collection of the feedback of the employees regarding
their job engagement and job satisfaction level. The paper and the
evidences of the research thus highlighted in the paper explains the
potential for the intervention of the behavior within the workplace
environment and the factors that drives the employees to showcase
negative behavioral traits that requires to be improved with the help of
both internal and the external factors of the organizational management.
The organizational citizenship behavior is an example of
discretionary nature that implies ad supports the effective functioning of
the organization. In the article titled the “Investigating Factors Affecting
the Employee Workplace Deviant Behavior”; the authors, Javed et al.
(2014) aimed to investigate the various impacts of the factors namely the
personality factors, the job factors, the factors of the organization, the
engagement of the work and the employee workplace deviant behavior.
The study furthermore contributes to the data in the merging literature
regarding the subject of the human resource management, organizational
behavior and management (Javed et al., 2014). A vivid survey among
three of the major sectors including the sports, the electronic and the
textile sector of Pakistan was highlighted in the research paper. The
researcher of the paper included the response of 170 questionnaires. A
structural information model was used in the article for the analysis and
the examination of the relationship among the multiple variables that are
used for the testing of the variable. The paper furthermore includes AHP
test for te effective identification of the critical factors that is associated

4DETERMINENTS OF WORKPLACE BEHAVIOR
with the study. Javed et al. (2014) identified the organizational factors,
the personality factors, the work engagement and the job burnouts as the
key essential factors that have impacts on the deviant behavior of the
employees in the workplace. The paper highlighted some of the main
personality factors including the agreeableness, the trait anger, the
conscientiousness that affects the employee behavior. The authors in the
study noted the fact that high level of consciousness, low level of anger
contributes to the factor of employee engagement and furthermore helps in
lowering of the deviant behavior in the organization. The article
highlighted the work of Ansari et al. (2013) regarding the mindset of the
organization towards the proper determination of the relationship among
the personal features the employees have. These include the values, the
abilities, the encounters, the traits of the character. The authors of this
article reviewed literature on the idea of the job burnout and its first
presentation by Freudennburger. The idea on the personal engagement and
the personality factors has also been highlighted in the research article.
The research conducted for the article included both the probability and
the non probability sampling on the basis of two part questionnaire that
consisted of like-art scale questions recording the level of employee
engagement and satisfaction in the employment (Javed et al., 2014). The
discussion and the findings of the research as mentioned in the article by
the authors illustrate the need of the personality factors that have
significant impact on the work engagement and job burnout. The authors
of this article furthermore argued that individuals who are high in
agreeableness tend to show very less deviant behaviors in the
organization. The research furthermore identified how the work stress and
the job burnout have significant affect on the behavior of the employees.
The researcher identified some of the main factors contributing to the
deviant and negative behaviors of the employees. These include
intolerance, irritation, anger and the development of frustration which
results in to multiple types of misconducts by the employees. The article

5DETERMINENTS OF WORKPLACE BEHAVIOR
furthermore revealed how the engagement in the workplace impacts the
deviant behavior of the employees taking a toll of their psychological
nature. To summarize, the authors of this research article targeted to
investigate the multiple factors that is affecting the behavior of the
employees in the workplace. The key five dimension of the deviant
behavior of the employee workplace as identified in the article includes
the following. These are the organizational factors, the personality factors,
the job factors, the job burnouts and the engagement of the workers. The
results and the interpretation of the research article highlighted the fact
that in all the sectors where the survey has been conducted for the purpose
of the research paper, the personality factors of the employees are the
main factors causing job burnouts and work engagements. One of the
limitation of the research paper that was identifies is the level of the
knowledge of the participants of the survey. The research study was
furthermore limited to three factors and the authors conclude that further
sectors can also be considered in the platform of employee behavior in the
organization.

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References
Ansari, M.E., Shokoofeh M. V., Shirin, M. (2013), “An Analysis of
Factors Affected on Employees' Counterproductive Work
Behavior: The Moderating Role of Job Burnout and Engagement”,
Journal of American Science, 9(1):350-359. Retrieved from
https://pdfs.semanticscholar.org/2b88/6ab39f0e0ea276de667d33ed
cf07a049a865.pdf
Javed, R., Amjad, M., Faqeer-Ul-Ummi, U. Y., & Bukhari, R. (2014).
Investigating factors affecting employee workplace deviant
behavior. International Journal of Innovation and Applied
Studies, 9(3), 1073. Retrieved from
http://citeseerx.ist.psu.edu/viewdoc/download?
doi=10.1.1.673.1222&rep=rep1&type=pdf
Young, W., Davis, M., McNeill, I. M., Malhotra, B., Russell, S.,
Unsworth, K., & Clegg, C. W. (2015). Changing behaviour:
successful environmental programmes in the workplace. Business
Strategy and the Environment, 24(8), 689-703. DOI:
10.1002/bse.1836