© 2013 Research Academy of Social Sciences http://www.rassweb.com 1 International Journal of Management Sciences Vol. 1, No. 1, 2013, 1-10 Are Demographic Variables Predictors of Work Deviant Behavior? Ernest Kumi 1 Abstract The paper contributes to the body of knowledge in the area of deviant work behaviour by examining the link between socio-demographic variables and the knowledge level of respondents on counterproductive deviant behaviours (CWB) and the factors that influence workers counterproductive deviant behaviours (CWB). The paper is based on quantitative correlational cross-sectional survey of the workers of Small and Medium Scale Enterprise (SMEs) in Sunyani Township. A sample of 174 respondents was selected using convenience sampling method. Data was collected using self-designed questionnaire administered at the work place. Data analysis is based on the use of cross-tabulation and Chi-square tests, using SPSS version 16.0. Results indicate good knowledge level on CWB which is influenced by socio-demographic variables. Workers CWB are related significantly to socio-demographic variables. The findings should be incorporated to policies to control CWB in organisations. Future studies should examine the causes of CWB in organisations and measures to control these behaviours. Keywords: Socio-demographic variables; taking excessive breaks; stealing from company; accepting kickbacks JEL Classification: M54; M51 1. Introduction Production deviant behaviours (PDB)/counterproductive deviant behaviours (CWB) are deleterious behaviours (examples, physical assault; substance use; fraud; lateness; refusing to cooperate; lying; withholding of effort; verbal abuse; sabotage; giving away of company property; embezzling money; taking kickbacks; taking unauthorised long break; absenteeism and stealing or theft) workers engage in when employed in organisations which work against the survival of an organisation or citizens of the organisation (Marcus et al., 2002; Spector & Fox, 2002; Robinson and Bennett, 1995; Hollinger et al., 1992; Kamp & Brooks, 1991; Caudill, 1988). The significant negative (examples, experience of job stress; increased dissatisfaction; increased turnover; lost or damaged property; increased insurance costs; low productivity) effect of deviant work behaviour on the survival of organisations which have been reported by researchers (Spector & Fox, 2005; LeBlanc & Kelloway, 2002; Vigoda, 2002) have resulted in increased interest in research from academia; human resources professionals; Psychologists; sociologist; business professionals and economists, on the factors causing or influencing these behaviours (Bennett & Robinson, 2003). Lots of empirical research (Omar et al., 2011; Kulas et.al., 2007; Appalbaum et al., 2005; Fox et al. 2001; Huiras et.al., 2000) have reported of the causes of work deviant behaviour (environmental antecedents and personality traits) in the literature. The focus of the current paper is on the role of individual characteristics in predicting work deviant behaviour, since much empirical works in the study area are not evident in the literature. 2. Literature Review Many empirical works have reported of the moderating role of socio-demographic variables in work deviant behaviour in developing and developed economies. The variables identified in the literature are age; gender; education; tenure; religion; culture; personality type; leadership and income levels. The findings are found in the works of various researchers (Farhadi et al., 2012; Yunus et al.,2012; Appelbaum et al., 2007:2005; Hershcovis et al., 2007; Valentine & Rittenburg, 2007; Fleet & Griffin, 2006; Ritter, 2006; Lau & 1 Department of Marketing, Sunyani Polytechnic, Ghana, West Africa