Deviant workplace behaviors are vital for organizations in terms of its costs and gains. Therefore, investigating and managing such behaviors is an obligation for organizations. In this book, we investigated the effects of some employee orientations (i.e. careerism, idealism, relativism, machiavellianism) and perceptions (i.e. perceived organizational justice, participative decision making, person-organization fit) on destructive deviant workplace behaviors and constructive deviant workplace behaviors.