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<p>Employee misconduct (EM) presents a substantial obstacle to organisational effectiveness, arising from a range of interrelated factors. This research investigates the structural interdependencies among principal antecedents of EM through Interpretive Structural Modelling (ISM), informed by General Strain Theory and Social Exchange Theory. A comprehensive literature review spanning 23&#xa0;years was undertaken to identify ten critical variables, which were subsequently refined with expert input. The relationships among these variables were modelled using a Structural Self-Interaction Matrix (SSIM), and further analysed through Cross-Impact Matrix Multiplication Applied to Classification (MICMAC) to categorise them by driving and dependence power. The findings reveal five primary drivers—job insecurity, peer pressure, toxic leadership, diminished moral identity, and workplace competition—that exert considerable influence on EM. These drivers contribute to misconduct through their interconnected effects, demonstrating that EM emerges from the dynamic interaction of organisational and individual factors. This systems-based approach enhances understanding of the hierarchy and interdependence among antecedents. The results offer practical guidance for organisations seeking to develop targeted interventions that address fundamental drivers and foster ethical workplace conduct.</p>

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From micro-irritants to macro-harm: layering the antecedents of employee misconduct through ISM

  • 期刊论文

  • 发表日期：

    2026年5月27日

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  • Rishika Baghel,
  • Amit Kumar Agrawal

摘要

Employee misconduct (EM) presents a substantial obstacle to organisational effectiveness, arising from a range of interrelated factors. This research investigates the structural interdependencies among principal antecedents of EM through Interpretive Structural Modelling (ISM), informed by General Strain Theory and Social Exchange Theory. A comprehensive literature review spanning 23 years was undertaken to identify ten critical variables, which were subsequently refined with expert input. The relationships among these variables were modelled using a Structural Self-Interaction Matrix (SSIM), and further analysed through Cross-Impact Matrix Multiplication Applied to Classification (MICMAC) to categorise them by driving and dependence power. The findings reveal five primary drivers—job insecurity, peer pressure, toxic leadership, diminished moral identity, and workplace competition—that exert considerable influence on EM. These drivers contribute to misconduct through their interconnected effects, demonstrating that EM emerges from the dynamic interaction of organisational and individual factors. This systems-based approach enhances understanding of the hierarchy and interdependence among antecedents. The results offer practical guidance for organisations seeking to develop targeted interventions that address fundamental drivers and foster ethical workplace conduct.