Muthanna Journal of Administrative and Economic Sciences

This research aims to test role the concept of organizational identity gap in increase deviance workplace behavior in Kufa Cement Factory. A total of 307 copies of the questionnaire were distributed among workers and heads of divisions in Kufa cement factory. After chdcking the retrieved questionnaires, 15 ones were excluded for improper filling out and the remaining proper ones (292) were used in the study and analysis. The concept of organizational identity gap includes two variables: the characteristics of the current organizational identity and the characteristics of the ideal organizational identity. The variable of deviance workplace behavior includes 3 main dimensions: deviance workplace behavior towards the organization, deviance workplace behavior towards the supervisor and deviance workplace behavior towards Interpersonal. The main hypotheses of the research revolve around the main idea that says that the more coherent the characteristics of the current organizational identity are with the ideal organizational identity (small gap), the less the deviance workplace behavior towards the organization, supervisor and Interpersonal and vice versa. The hypotheses of the research were tested via the use of the polynomial regression equations and response surface methodology. Results prove the validity of the hypotheses and some constructive conclusions were arrived at, like revealing the main cause for the gap between the characteristics of the current organizational identity and the ideal identity, which is the irresponsiveness of organizations to the environmental changes. Thu, employees realize that the current status of the organization is far deviated from what it should be. This actually can negatively impact the attitudes and behavior of the employees , Additionally, the gap between the current organizational identity and the ideal identity explains more that quarter of the difference in the dimension of deviance workplace behavior towards the organization and to the supervisor, whereas the level of the gap does not explain the difference in the dimension of deviance workplace behavior towards Interpersonal. In light of these conclusions Formulated set of recommendations was the most important incentives to reduce practice of deviance workplace behavior and put obstacles and Almarqlat in front from Practiced.