The effects of social underming on organizational Commitment

Organizational Deviance and misbehavior or the dark side of organizational behavior has been a matter of research during the last two decades. Social undermining is an interpersonal insidious misbehavior and is significantly associated with employee's outcomes if it continues over time. The effects of social undermining on employee's commitment and job involvement were tested among employees of Iran's presidential center for innovation and technology cooperation. The data gathered by distribution of questionnaire among 158 employees using random sampling method. Results show that social undermining by coworkers and supervisors has considerable effects on employee's job involvement and affective and normative commitment, but as predicted, not on continuous commitment. Moreover, based on fairness theory, the hypothesis of the mediating role of conscientiousness in the effects of social undermining on job involvement and organizational commitment was developed and tested. It is advised that organizations should consider preventing actions, training and counseling employees to minimize social undermining behavior and its consequences on employee's outcomes