Chernyak-Hai Lily, Kim Se-Kang, Tziner Aharon
School of Behavioral Sciences, Netanya Academic College, Netanya, Israel.
Department of Psychology, Fordham University, Bronx, NY, USA.
Psychol Rep. 2019 Aug;122(4):1494-1515. doi: 10.1177/0033294118783500. Epub 2018 Jun 18.
This exploratory study employed correspondence analysis to examine how employees' gender and marital status might affect levels of interpersonal and organizational deviant workplace behaviors in the workplace. The subjects were 122 employees from a large electricity supplier company in Israel. Four levels of deviant behaviors relating to and deviance behaviors were generated according to their "typicality" as follows: (1) "untypical" (z-score less than -1.00), (2) "somewhat untypical" (-1.00-0), (3) "somewhat typical" (0-1.00), and (4) "typical" (larger than 1.00). We assessed the marital status categories by gender: unmarried males and females, divorced males and females, and males and females who were married. Results indicated that married men and divorced women exhibited mostly types of deviance. Both married and divorced men reported deviance for both types of deviant behaviors. Married women only reported deviance for both types of deviant behaviors. Accordingly, we suggest that psychological stressors, as well as cultural and societal expectations, may account for the obtained differences. Yet, future research is needed to shed light on underlying mechanisms.
这项探索性研究采用对应分析来考察员工的性别和婚姻状况如何可能影响工作场所中的人际和组织偏离行为水平。研究对象是以色列一家大型电力供应商公司的122名员工。根据与工作偏离行为相关的“典型性”，产生了四个层次的偏离行为：(1)“非典型”(z分数小于-1.00)，(2)“有点非典型”(-1.00至0)，(3)“有点典型”(0至1.00)，以及(4)“典型”(大于1.00)。我们按性别评估婚姻状况类别：未婚男性和女性、离异男性和女性以及已婚男性和女性。结果表明，已婚男性和离异女性表现出的主要是某种类型的偏离行为。已婚和离异男性在两种类型的偏离行为上都报告了某种偏离。已婚女性仅在两种类型的偏离行为上报告了某种偏离。因此，我们认为心理压力源以及文化和社会期望可能解释了所获得的差异。然而，需要未来的研究来阐明潜在机制。
