Deviant workplace behavior has become a most costly phenomenon as it includes a wide range of negative acts performed by the employees to harm the organization and its members. The workplace is a forum where employees are seen behaving in different productive manners in order to achieve a common goal. In this research employee deviant has been conceptualized as destructive. While deviant behavior may be harmful, employee deviance can be constructive and functional as well. Employees who engage in constructive deviance, such as innovative behaviors, can provide organizations with necessary creativity. Past researchers have consistently found correlations between deviant behaviors and employees’ evaluations of the quality of their work environment. This study explains the impact of trust in management and work Satisfaction a predictor of workplace deviance. To analyze this preference, the questionnaires were distributed randomly to the employees from different industries in SMEs of Malaysia. From the 150 online questionnaires, 115 responses were received. The result of this study helps the managers and supervisors in monitoring the employees to find any dissatisfaction and precaution against unfairness among labors. This research gives an insight of the type of trust in organization that is salient for each construct and allows the management of organizations to take appropriate actions to improve conditions at the workplace and prevent deviance in the organization, the management must create environment that employee perceive enough care and support. Some organizations need to change the work environment and educate workers on how to adapt and cope better to the workplace. The scope of this study is more concerned about deviance in the workplace and most of the questionnaires were filled by employees of SMEs in Malaysia. The respondents include all employees who work in Malaysia. This research have several funding such as trust in management have positive effects on work Satisfaction and negative effect on workplace deviance, and work satisfaction performed as a mediating role to relationship between trust in management and workplace deviance.
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