The purpose of this study is to examine and gain a better understanding of the drivers that affecting the counterproductive work behavior in banking sector. This study was done among 116 staff in Citibank, CIMB Bank and Bank Islam in Penang. Data were gathered through questionnaires and was being analyzed by using Statistical Package for Social Science (SPSS) version 13. Throughout the statistical analysis – correlation analysis, it was found that there is a significant relationship between the two independent variables namely Ethical Work Climate and Moral Awareness with the dependent variables – Counterproductive Work Behavior. Among the two independent variables, Ethical Work Climate is found to be the factor that contributes most to Counterproductive Work Behavior in the sample studied in Banking Sector

Dalili Izni, Shafie

English

Universiti Utara Malaysia: UUM eTheses

FACTORS AFFECTING COUNTERPRODUCTIVE WORK BEHAVIOUR (CPWB): A CASE OF BANKING SECTOR        DALILI IZNI BINTI SHAFIE      UNIVERSITI UTARA MALAYSIA  2009 FACTORS AFFECTING COUNTERPRODUCTIVE WORK BEHAVIOUR (CPWB): A CASE OF BANKING SECTOR   A project paper submitted to the College of Business in partial fulfillment of the requirements for the degree of Master of Human Resource Management  Universiti Utara Malaysia  BY: DALILI IZNI BINTI SHAFIE    © Dalili Izni Shafie, 2009. All right reserved   i  PERMISSION TO USE  In presenting this project paper in partial fulfillment of the requirements for a Post Graduate degree from the Universiti Utara Malaysia (UUM), I agree that the Library of this university may make it freely available for inspection. I further agree that permission for copying this project paper in any manner, in whole or in part, for scholarly purposes may be granted by my supervisor or in their absence, by the Assistant Vice Chancellor of the College of Business where I did my project paper. It is understood that any copying or publication or use of this project paper or parts of it for financial gain shall not be allowed without my written permission. It is also understood that due recognition shall be given to me and to the Universiti Utara Malaysia (UUM) in any scholarly use which may be made of any material in my project paper.  Request for permission to copy or to make other use of materials in this project paper in whole or in part should be addressed to:  Dean Research and Innovation  College of Business Universiti Utara Malaysia (UUM) 06010 Sintok Kedah Darul Aman ii   DISCLAIMER  The author is responsible for the accuracy of all opinion, technical comment, factual report, data, figures, illustrations and photographs in this dissertation. The author bears full responsibility for the checking whether material submitted is subject to copyright or ownership right. Universiti Utara Malaysia (UUM) does not accept any liability for the accuracy of such comment, report and other technical and factual information and the copyright or ownership rights claims  The author declares that this dissertation is original and his own except those literatures, quotations, explanations and summarizations which are duly identified and recognized. The author hereby granted the copyright of this dissertation to College of Business, Universiti Utara Malaysia (UUM) for publishing if necessary.     Date:      Student Signature: ________________   iii   ABSTRACT  The purpose of this study is to examine and gain a better understanding of the drivers that affecting the counterproductive work behavior in banking sector. This study was done among 116 staff in Citibank, CIMB bank and Bank Islam in Penang. Data were gathered through questionnaires and was being analyzed by using Statistical Package for Social Science (SPSS) version 13. Throughout the statistical analysis – correlation analysis, it was found that there is a significant relationship between the two independent variables namely Ethical Work Climate and Moral Awareness with the dependent variables – Counterproductive Work Behavior. Among the two independent variables, Ethical Work Climate is found to be the factor that contributes most to Counterproductive Work Behavior in the sample studied in Banking Sector.         iv  TABLES OF CONTENTS PERMISSION TO USE i DISCLAIMER ii ABSTRACT  iii TABLE OF CONTENTS iv ACKNOWLEDGMENT x LIST OF TABLES xii LIST OF APPENDICES                   xiii v   CHAPTER 1 INTRODUCTION  1.1 Introduction 1 1.2 Problem Statement  2 1.3 Research Question 6 1.4 Research Objectives 7 1.5 Significance of the Study  7 1.6 Organization of the chapter 8         CHAPTER 2 LITERATURE REVIEW  2.1 Introduction 9 2.2 The Literature on Banking Regulation                                           9 2.3 Counterproductive Work Behavior 11 2.4 A Typology of Workplace Deviance Behavior                         12 2.5 Categories of CPWB 19 2.6 Moral Judgments Versus Moral Awareness 23 2.7 Concepts of Organization Climate & Ethical Climate    26 2.8 Developing & Applying The Concept of Ethical Climate 27 vi  2.9 2.10 2.11 2.12 2.13 2.14 2.15 2.16 Organization Climate The Challenge of Ethical Behavior Climate Regarding Ethics Ethical Work Climate & Moral Awareness Ethical Work Climate & Deviance Work Behavior Moral Awareness Research Modal & Theoretical Framework Research Hypothesis 32 33 37 40 41 42 45 46                                          vii  CHAPTER 3 RESEARCH METHODOLOGY AND DESIGN 3.1 Introduction 47 3.2                             Research Design 3.2.1       Type of Study                                3.2.2        Sources of Data 3.2.3        Unit of Analysis 3.2.4         Population Frame 3.2.5       Sample & Sampling Technique 47 47 48 49 49 50 3.3 Questionnaire Design   51 3.4 Measurement  3.4.1       Counterproductive Work Behavior 3.4.2       Ethical Work Climate & Moral Awareness  51  51 54  3.5 Data Collection & Administration 59 3.6 Data Analysis Technique            59                viii          CHAPTER 4 RESULTS AND FINDINGS  4.1 Introduction 61 4.2 Overview Data Collection 62 4.3 Respondent Profile 62 4.4 Reliability Analysis 64 4.5 Descriptive Analysis 65 4.6 Major Findings 4.6.1       Pearson Correlation Coefficient & Hypothesis 4.6.2       Liner Regression 66 66 68 4.7 Summary of Findings 69 4.8 Conclusion 70                 ix  CHAPTER 5 DISCUSSION, RECOMMENDATION AND CONCLUSION  5.1 Discussion 71 5.2 Limitation of the Study 74 5.3 Recommendations for Future Research 75 5.4 Conclusion 76  Reference   Appendices                         x  ACKNOWLEDGEMENT  In the name of Allah the most Benevolent and most Merciful, All praises to Allah, the Lord of the universe and peace be upon His Messenger  Firstly and foremost, I am grateful to Allah the Almighty for everything He has granted me. Beside that, this project paper would have not been carried out successfully without the cooperation from many parties who contributed in preparing and completing this project. Second, I would like to take this opportunity to convey my gratitude and deepest appreciation to those who assisted me in completing this project paper especially my project supervisor, Dr Norsiah Binti Mat for her professional and untiring guidance from the beginning of the study until the end of this research paper. Her valuable comments, suggestions, support and her skillful guidance, supervision, time, and advice have been instrumental guidance in finalizing this research paper.  Third, special thanks to all the citizen of Citibank, CIMB Bank and Bank Islam especially   for their giving information, corporation and helping while I am doing this project paper. Hence, I would like to thanks to all respondents that give good feedback when answering my questionnaires. Fourth, thanks to all my dearest lecturers those teach me throughout my master study   (Master of Human Resource Management) from years 2008-2009.Special dedicated toward Assoc. Prof Dr Husna, Dr. Yazam, PM Abdullah, Dr Subri Minai, and the rest of xi  them. I am proud to be your student; no word could say enough to dedicate this devotion. Besides that, I would like to express my appreciation for Perpustakaan Sultanah Bahiyah for giving information to finish this research.  Not forgetting, special thanks to my beloved family members especially my father, Shafie Bin Che Iberahim and my mother, Hasnah Binti Ramli, my sisters and brothers for their moral support and encouragement in order to finish my study.  Moreover, I gratefully take this opportunity to extend my gratitude to my entire friend at Universiti Utara Malaysia especially Zuraida, Hasniza, Choo Ling Suan, Noraini, Maizura, and all master students in UUM who are simultaneously completing their project paper in this semester. Hopefully, we will attain success one day together.  Finally and most importantly, I am very grateful to The Allah S.W.T whose guidance had helped me the whole way through. Amin… May Allah bless all of us.  Thank you  Dalili Izni Binti Shafie College of Business University Utara Malaysia     xii  LIST OF TABLE & FIGURE Figure 1.1 Typology of Deviances 13 Table 2 Behavior Categories 23 Table 2.1 Theoretical Ethical Climate Types 37 Table 3.0 Sampling Design 45 Table 3.1 Questionnaire Design 51 Table 3.2 Distribution of CPWB 52 Table 3.3 Distribution of Ethical Work Climate 57 Table 3.4 Moral Awareness 58 Table 4.1 Table 4.2 Table 4.3 Table 4.4 Table 4.5 Table 4.6 Table 4.7 Survey Responses Respondent Profile Reliability Test Descriptive Analysis Correlations Regression Analysis Summary of Findings 62 63 65 66 67 68 69       xiii  LIST OF APPENDICES  Appendix A Questionnaire  Appendix B SPSS Output                      iv   1  CHAPTER 1 INTRODUCTION 1.1 Introduction to the Study Every day, the media reports acts of violence: a robbery at a gas station, an assault at a club, a shooting at a convenience store. These events portray a very violent workplace, one in which “going postal” has a commonly understood connotation. Unfortunately the scenario presented above is not surprising in most organizations and may even be commonplace in others. In it we see several instances of employee behaviour that harmed the functioning of the organization in one way or another. Employees can harm their organizations in a wide variety of other ways as well. For examples, employees can steal from their organizations or from other employees, sexually harass, sabotage production, gossip, behave violently, use alcohol or drugs on the job, and so on (Giacalone and Greenberg, 1997). With the advent of the desktop computer and the internet, the opportunity for employees to misbehave is now literally at their fingertips if they so choose (i.e. personal e-mail, online banking, downloading pornography) (Everton et al., 2005).   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Factors Affecting Counterproductive Work Behaviour (CPWB): A Case of Banking Sector

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Factors Affecting Counterproductive Work Behaviour (CPWB): A Case of Banking Sector

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