The Effects of Organizational Commitment on Deviant Work Behaviors of Employees at a Thai Government Bank

The objective of this present study was to investigate the effects of organizational commitment on deviant work behaviors of Thai government bank’s employees.  A total of 143 employees of Thai government bank headquarters who agreed to participate in this study returned a self-administrated questionnaire with completion. A modified version of 17-item organizational commitment scale and 12-item of deviant work behavior were used as the instruments for data collection. The results of multiple regression analysis indicated that organizational commitment could explain 10.9% of variance to deviant work behavior (R² = .109, F(3, 143) = 5.659, p <.01). Findings also revealed that affective commitment had a significantly negative influence on deviant work behaviors (β = -.379, p < .001) and continuance commitment had a significantly positive impact on deviant work behavior (β = .361, p < .05) whereas normative commitment was found no significant effect on workplace deviant behaviors (β = .131, p = .356). These results suggested that the more affective commitment of government bank’s employees felt, the less likely they tied up with deviant work behaviors. On the other hand, the more continuance commitment they sensed, the more likely they involved with workplace deviant behaviors. Discussion, limitations, and recommendations for further studies were also discussed.