Deviant behaviour is defined as the employees’ personal voluntary effort and behaviour that go against and violate the organizational norms which might threaten the well-beings of individual colleague, productivity of organization, or both. Broad number of researches has affirmed workplace deviance is adverse, offensive and disruptive behaviour that has negative relationship towards individual personnel and organizational well-being. In fact, workplace deviance serve as the challenges for organizational growth. This is a conceptual paper and the the purpose of this paper is to propose a conceptual frameweork and to establish a link between HR practices and Deviant Work Behavior (DWBs). Within this context this paper will also conceptually propose the possibility of Islamic spirituality to moderate this relationship. In this manner the paper will propose a research model and develop propositions to be later tested empirically.
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In-Text Citation: (Mansor, Akmal, Harun, Rashid, & Ibrahim, 2018)
To Cite this Article: Mansor, M., Akmal, F., Harun, N. A. B. @, Rashid, N., & Ibrahim, R. M. (2018). The Impact of Human Resouce Practises, Leadership Style And Religiousity on Cyber Deviance. International Journal of Academic Research in Business and Social Sciences, 8(11), 1283–1293.
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