To investigate research questions surrounding workplace deviance, scholars have primarily applied variable-centered approaches, such as overall deviance measures or those that separate interpersonal deviance and organizational deviance. These approaches, however, ignore that individuals might employ more complex combinations of deviance behaviors that do not fit neatly within the existing variable frameworks. The present study explores whether person-centered deviance classes emerge in a comprehensive database of the prior studies. We then investigated whether these classes showed differences in antecedents and correlates in an independent sample of working adults from multiple industries. In Study 1, a multilevel latent class analysis of 20 independent samples and 6,218 individuals revealed five classes of workplace deviance, thus providing preliminary support for a person-centered approach. In Study 2, a time-lagged sample of 553 individuals showed the emergence of five classes that largely reflected the patterns found in Study 1. Study 2 points to meaningful differences between classes of deviance behaviors and antecedents, including abusive supervision, Openness, Conscientiousness, Agreeableness, Emotional Stability, and psychological entitlement; classes are also uniquely associated with correlates such as organizational citizenship behaviors, turnover intentions, job performance, and job satisfaction. Altogether, this work is an important first step toward understanding workplace deviance with a person-centered lens. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

中文翻译：

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以人为本的工作不良行为方法：工作场所越轨模式的检查。


为了调查围绕工作场所越轨行为的研究问题，学者们主要采用以变量为中心的方法，例如整体越轨测量或将人际越轨和组织越轨分开的方法。然而，这些方法忽略了个人可能会采用更复杂的越轨行为组合，这些行为并不能完全适应现有的变量框架。本研究探讨了以人为本的越轨行为类别是否出现在先前研究的综合数据库中。然后，我们调查了这些类别是否在来自多个行业的在职成年人的独立样本中显示出前因和相关性的差异。在研究 1 中，对 20 个独立样本和 6,218 人进行了多层次的潜在类别分析，揭示了工作场所偏差的五类，从而为以人为本的方法提供了初步支持。在研究 2 中，553 个个体的时间滞后样本显示出现了五个类别，这些类别在很大程度上反映了研究 1 中发现的模式。研究 2 指出了越轨行为和前因类别之间的有意义差异，包括虐待性监督、开放性、责任心、宜人性、情绪稳定性和心理权利;类还与组织公民行为、离职意向、工作绩效和工作满意度等相关性具有唯一关联性。总而言之，这项工作是从以人为本的视角理解工作场所偏差的重要第一步。（PsycInfo 数据库记录 （c） 2024 APA，保留所有权利）。