Workplace Deviance

This study examined the effect of abusive supervision on workplace deviance among teaching staff in the nursing school of the University of Benin Teaching Hospital (UBTH). Specifically, it investigated the impact of abusive supervision on four dimensions of workplace deviance: property deviance, production deviance, personal aggression, and political deviance. The study adopted a correlational survey research design, with a population of 150 teaching staff from the nursing college at UBTH. A structured questionnaire served as the primary research instrument, and data were collected through manual administration. The collected data were analyzed using descriptive and inferential statistics. The findings revealed a significant positive relationship between abusive supervision and workplace deviance. Abusive supervision was shown to increase employees' likelihood of damaging or misusing organizational resources (B = .072, p = .008). A strong positive effect was observed between abusive supervision and production deviance (B = .108, p = .000), indicating that employees under abusive supervision tend to reduce productivity and engage in inefficient work practices. The study also found a significant association between abusive supervision and personal aggression (B = .095, p = .004), demonstrating that abusive supervision contributes to hostile and aggressive behavior toward colleagues. Furthermore, the results showed a significant positive impact of abusive supervision on political deviance (B = .138, p = .000), suggesting that employees experiencing abusive supervision are more likely to engage in manipulative and self-serving behaviors. The study highlights the pervasive impact of abusive supervision on various forms of workplace deviance, emphasising the urgent need for supportive and respectful leadership practices to foster a positive organizational climate and enhance employee well-being and performance. To mitigate the effects of abusive supervision on workplace deviance, several recommendations are made. Organisations should invest in training programs that promote positive leadership behaviors and emotional intelligence, and establish clear policies to prevent and address abusive supervision. Additionally, creating support systems like counseling services and mentorship opportunities can help employees cope with the negative effects of abusive supervision. Fostering an open communication culture, encouraging collaboration and recognition among team members, and promoting a culture of respect and value can also reduce the likelihood of workplace deviance