Workplace deviant behavior: Does employee psychological job demand and lack of job resources influence employee workplace deviant behavior?

Employee deviance has received increasing attention in the past decade. Past research have reported that work environment related factors such as organizational support, supervisory support, role conflict, and job demand were associated with deviant behavior The purpose of this paper is to examine the relationship between job demand (psychological job demand), and job resources (social support), and employee workplace deviant behavior. This study adopts a cross-sectional correlation study design. A total of 315 employees were selected using cluster sampling technique participated in this study. Data were collected using a self-administered questionnaire using the drop and collect method. Data were analyzed using descriptive analysis (mean, standard deviation, frequency distribution) to describe the demographic profile and study variables. Correlation and regression analysis was performed to test the relationship between psychological job demand, and social support, and employee workplace deviant behaviors. The result revealed that lack of social support has significant positive influence on employee workplace deviant behavior. The findings suggest that lack of job resources such as social support may drive employees to engage in deviant work behavior. However, high job demand experienced by employees does not drive them towards engaging in deviant work behavior