Investigating the Dimensionality of Counterproductive Work Behavior

The Interplay Between Helping Behavior and Absenteeism in Teams: A Longitudinal Examination of Their Reciprocal Relationship in a Public Organization

This study employed a longitudinal model to investigate the reciprocal relationships between interpersonal citizenship behavior (OCB-I) and absenteeism at the team level. The research utilized four waves of data from a sample comprising over 5,000 employees in 168 teams within a large Canadian public organization. Drawing upon the focus theory of normative conduct and the collective identity perspective, our findings indicated that a positive change in OCB-I, which encompasses helping behaviors, led to a subsequent decrease in team absenteeism. In addition, emphasizing the identity perspective and allocation of time perspective, our study demonstrated that increased absenteeism within a given period was associated with a subsequent reduction in team OCB-I.

The Role of Leader-Member Exchange Relations and Individual Differences on Counterproductive Work Behavior

Although researchers have documented relations between abusive supervision and subordinate counterproductive work behavior (CWB), might CWB result from non-abusive treatment? We address the question by examining the relation between leader-member relations (LMX) and CWB as well as potential mediators and moderators of that relation. One hundred and eighty subordinates completed surveys assessing their LMX quality, entitlement, negative emotions, self-control, and CWB. Twenty-six supervisors also provided CWB data on 88 of those subordinates. We found that subordinates reporting lower quality relations with their supervisors were more likely to experience CWB than other subordinates and that anger mediated that relation. There was some support for the moderating effect of self-control on the negative emotion - CWB relation. Entitlement did not moderate the LMX - anger relation as hypothesized. One implication is that supervisors do not have to treat their subordinates poorly for the subordinates to react negatively and engage in behavior detrimental to their organization.

Reducing Employees' Time Theft through Leader's Developmental Feedback: The Serial Multiple Mediating Effects of Perceived Insider Status and Work Passion

Time theft, especially with the shift to remote work during the pandemic, is an increasing challenge for organizations. Existing studies demonstrate that both authoritarian leadership and laissez-faire leadership can exacerbate time theft, putting leaders in a behavioral dilemma of neither being strict nor lenient. Additionally, the pervasive and covert nature of time theft diminishes the effectiveness of subsequent corrective actions. Our study aims to investigate how to prevent time theft by mitigating employees' inclinations. Based on role theory, our study examines whether supervisor developmental feedback can encourage employees to perform work roles more appropriately. To uncover the complicated internalization process of role expectation, our study incorporates perceived insider status and work passion as serial mediators and considers the boundary effect of leaders' word-deed consistency. In Study 1, a survey of 402 employees revealed that supervisor developmental feedback can negatively predict employee time theft through employees' perceived insider status and work passion. Study 2 employs the same sample to further identify three topics of supervisor developmental feedback: skill learning, attitude learning, and social learning. Moreover, serial multiple mediating effects are affirmed across topics. The findings suggest that providing feedback on employees' learning and growth is an effective approach to prevent time theft.

Dark Personality Traits and Counterproductive Work Behavior: A PRISMA Systematic Review

Nowadays it is important for companies to keep their profits and productivity high. This can be achieved by creating a good environment in which employees can perform at their best. Unfortunately, counterproductive work behavior (CWB) is widespread in the workplace and poses a serious threat to both organizational performance and employee well-being. Among the many potential risk factors for CWB, the Dark Triad (DT) personality traits (Machiavellianism, narcissism, and psychopathy) have received increasing attention in recent years. To assess the robustness and magnitude of the association between DT and CWB, we conducted a systematic review of the available literature on DT and CWB using the Preferred Reporting Items for Systematic Reviews and Meta-analysis (PRISMA) guidelines after a thorough search of several databases, 21 papers were included. The results showed that DT and CWB are positively associated. Psychopathy exhibited the strongest positive association with CWB, followed immediately by Machiavellianism and narcissism. Moreover, Machiavellianism and psychopathy showed positive correlations with both forms of CWB (organisational and interpersonal), whereas narcissism was positively correlated only with interpersonal CWB. Our findings highlight that even though organisations could benefit from people with DT at the performance level, there could be serious implications for well-being and an appropriate work environment due to CWB.

Beyond Bullying, Aggression, Discrimination, and Social Safety: Development of an Integrated Negative Work Behavior Questionnaire (INWBQ)

Negative work behavior (NWB) threatens employee well-being. There are numerous constructs that reflect NWBs, such as bullying, aggression, and discrimination, and they are often examined in isolation from each other, limiting scientific integration of these studies. We aim to contribute to this research field by developing a diagnostic tool with content validity on the full spectrum of NWBs. First, we provide a full description of how we tapped and organized content from 44 existing NWB measurement instruments and 48 studies. Second, we discussed our results with three experts in this research field to check for missing studies and to discuss our integration results. This two-stage process yielded a questionnaire measuring physical, material, psychological, sociocultural, and digital NWB. Furthermore, the questions include a range of potential actors of NWB, namely, internal (employees, managers) and external actors (clients, customers, public, and family members) at work and their roles (i.e., target, perpetrator, perpetrator's assistant, target's defender, outsider, and witness of NWBs). Finally, the questionnaire measures what type of harm is experienced (i.e., bodily, material, mental, and social harm).

How job crafting is related to the individual readiness to organizational change

This article aims to examine the relationship between job crafting activities and employees' readiness to change. Confirmatory factor analysis and hierarchical regression analysis were conducted on a representative sample of 500 employees. Sampling was carried out in a European country in a period strongly affected by COVID-19 to isolate the five dimensions of job crafting and their separate effects on employees' readiness to change. The findings show that the five dimensions of job crafting can be distinguished from each other and that they have differential effects on employees' readiness to change. Extending task crafting shows a positive relationship with employees' readiness to change while reducing task crafting showed no significant relationship. Surprisingly extending and reducing relationship crafting showed no significant relationship with readiness to change. Cognitive crafting was found to be significantly positively related to the dependent variable. This research contributes to the development of job crafting theory by providing empirical support that job crafting can be associated with readiness to change but that this relationship may vary across its dimensions. The results may also provide important conclusions for change leaders and HR professionals.

ASSESSING INTEGRITY AT WORK: DEVELOPMENT AND PSYCHOMETRIC EVALUATION OF THE OCCUPATIONAL INTEGRITY SCALE

Interest in the diagnostics of integrity by work and organizational psychology researchers and practitioners alike has been steadily increasing. In two studies we report results on the development of the Occupational Integrity Scale (OIS), a novel, openly available scale. The first study tested the psychometric properties of the OIS in a sample of 870 adult public education employees. The second study replicated the factor structure of the OIS in a sample of 147 company employees and tested the validity against self-reported Big Five and supervisor-reported employee CWB two months later. A three-factor solution was identified. The OIS demonstrated consistent relationships with personality criteria and limited associations to supervisor assessment of CWB.

Abusive leadership: A moderated-mediation through leader-member exchange and by organizational politics

Abusive leadership has been shown to have adverse consequences for both the employees and the organization. In the current paper, the impacts of such a leadership style on workers’ turnover intentions (TIs), counterproductive work behaviors (CWBs) and organizational citizenship behaviors (OCBs) are investigated through a dyadic lens—the mediation of leader-member exchange (LMX). Furthermore, when the workplace atmosphere is also tainted by high level of perceived organizational politics (POP) (as a moderator), these relationships deepen and and/or change (for the worse). To test the moderated-mediation research model, an online sample of 619 participants was obtained. The results support an interesting moderated-mediation of LMX by POP. Theoretical and practical implications, limitations and future research suggestions are discussed.

The meta-analysis of organisational deviant behaviours research: past, present, and future

Purpose

This study aims to reach a perception of the advance of research on deviant organisational behaviours.

Design/methodology/approach

This research has been done through the text mining method. By reviewing, the papers were selected 360 papers between 1984 and 2020. Based on the Davis–Boldin index, 11 optimal clusters were gained. Then the roots were ranked in any group, using the Simple Additive Weighting technique. Data were analysed by RapidMiner and MATLAB software.

Findings

According to the results obtained, clusters are included leadership styles, job attitudes, spirituality in the workplace, work psychology, personality characteristics, classification and management of deviant workplace behaviours, service and customer orientation, deviation in sales, psychological contracts, group dynamics and inappropriate supervision.

Originality/value

This study provides a landscape and roadmap for future investigation on deviant organisational behaviours.

Individual Differences in Judgment and Decision-Making: Novel Predictors of Counterproductive Work Behavior

The current paper proposed individual differences in judgment and decision-making (JDM)-namely, the skill associated with recognizing social norms, decision-making styles, and risk-benefit perceptions-as a novel set of predictors of counterproductive work behavior (CWB). We hypothesized that the skill associated with recognizing social norms, rational decision-making style, and perceived riskiness of unethical behavior would be related negatively to CWB, whereas the avoidant decision-making style, spontaneous decision-making style, and perceived benefits of unethical behavior would be related positively to CWB. Moreover, we hypothesized that JDM-focused individual differences would exhibit incremental validity above and beyond the traditional individual difference predictors of CWB (personality, trait affect, and cognitive ability). Results from three independent samples provided strong support for the hypotheses. The strongest predictor of CWB was individual differences in perceived benefits of unethical behavior (meta-analytic correlation across the three samples = .487). This result suggests a simple insight, yet one almost completely missing from the existing CWB literature: People who believe unethical behavior is likely to benefit them will tend to enact more CWB than those who do not. Additionally, across the three samples, the novel JDM-focused individual difference predictors performed well in comparison to the traditional individual difference predictors, suggesting their usefulness to research and practice. We therefore suggest several avenues for future research on JDM-focused individual differences as predictors of CWB. Additionally, vis-à-vis practical implications, we discuss the possibility of using JDM-focused individual differences in employee selection and organizational intervention contexts with the aim of reducing CWB.

A moderated-mediation analysis of performance appraisal politics perception and counterproductive work behavior

Politics has become a common element in the performance appraisal process, and as decision recipients in this process, those appraised tend to be more sensitive to performance appraisal politics. This paper examines the mechanisms by which performance appraisal politics perception (PAPP) affects counterproductive work behavior (CWB) from the perspective of those appraised. The mediating effect of perceived organizational justice (POJ) and the moderating effect of political skill (PS) are incorporated into a parsimonious moderated-mediation model. A quantitative research approach is employed with survey data from 460 employees of large and medium-sized enterprises in Hubei Province (China), and structural equation modeling (SEM) and bootstrap analysis are used to test the proposed hypothesized relationships. The findings demonstrate that PAPP has a positive impact on CWB, and POJ partly mediates the relationship between PAPP and CWB. The results also reveal that individual PS moderates the positive correlation between PAPP and CWB. The academic and practical implications of these findings, as well as limitations and suggestions for future research, are also discussed.

Longitudinal relations between abusive supervision, subordinates' emotional exhaustion, and job neglect among Pakistani Nurses: The moderating role of self-compassion

The main purpose of this study was to investigate reciprocal relationships between abusive supervision, subordinates' emotional exhaustion, and job neglect, and to examine the mediating role of emotional exhaustion in the cross-lagged relationship between abusive supervision and job neglect. Besides, we tested the moderating role of self-compassion in the cross-lagged relationship between abusive supervision and emotional exhaustion. We applied a two-wave cross-lagged panel design with a time lag of six months. Participants were 331 staff nurses of public sector hospitals in Islamabad, Pakistan. Data were collected using a self-report questionnaire at two points in time. Longitudinal structural equation modeling (SEM) was used to compare nested models. Results of cross-lagged SEM analyses supported the posited reciprocal model, indicating that abusive supervision, emotional exhaustion, and job neglect are mutually related. Results of mediation analysis showed that emotional exhaustion partially mediates the cross-lagged relationship between abusive supervision and job neglect. Further, we found that self-compassion attenuates the positive cross-lagged effect of abusive supervision on emotional exhaustion, and the indirect effect of abusive supervision on job neglect was weaker at higher levels of self-compassion. Our findings suggest that subordinates may find themselves in abusive relationships, in part, because their own behavioral responses to abuse can reinforce abusive supervision. Moreover, we identified the stress-buffering effect of self-compassion on emotional exhaustion.

Political skill and self-serving counterproductive work behaviors: Moderating role of perceptions of organizational politics

The scholarship on political skill documents that it is a social savvy, personal style construct, associated with positive personal and organizational outcomes. However, this study takes a counterintuitive view and demonstrates that despite being a positive resource, political skill also has the potential to be used as a self-serving device to achieve one's personal agendas in the form of self-serving counterproductive work behaviors. Borrowing insights from the trait activation theory, this study demonstrates that a context, high in political perceptions, acts as an incentivized condition for politically skilled people to execute its dark side. The results supported the hypothesis and revealed that under high perceptions of organizational politics, political skill will have a significant, positive relation with self-serving counterproductive work behaviors. The study discusses important theoretical and practical implications of these results and extends the domains of political skill and counterproductive work behaviors.

Psychological ownership and knowledge behaviors during a pandemic: role of approach motivation

The purpose of this article is to understand the relationship between psychological ownership, knowledge sharing, knowledge hiding and employee motivation in knowledge intensive organizations. We take employee motivation in terms of approach motivation and avoidance motivation and examine moderating role of the former in case of the psychological ownership - knowledge sharing relationship, and the latter in case of the psychological ownership - knowledge hiding relationship. We examine these relationships on data collected during a pandemic (i.e., COVID-19). Data are collected from 217 individuals working in knowledge intensive high-tech organizations and educational institutes. Hypotheses are tested using structural equation modelling (SEM). Results show that stronger feelings of psychological ownership lead to both positive work behavior (i.e., knowledge sharing) as well as negative work behavior (i.e., knowledge hiding). Furthermore, approach motivation positively moderates the positive relationship between psychological ownership and knowledge sharing. A moderating role of avoidance motivation, however, is not confirmed. Research has ignored the role of different types of employee motivation, particularly approach motivation vis-à-vis knowledge behaviors. Furthermore, by examining these relationships in the context of a Pandemic (i.e., COVID-19), we offer some interesting insights and offer implications for management practice. For example, managers may incorporate reward practices to motivate employees towards knowledge sharing, and nurture an organizational climate, which discourages knowledge hiding.

Counterproductive Academic Behaviors and Academic Performance: A Meta-Analysis and a Path Analysis Model

Counterproductive academic behaviors (CAB) are a complex phenomenon that affects academic institutions in multiple geographical areas with different cultures, values, and social norms. The high incidence of CAB causes problems of critical importance that transcend the educational domain. The current study aims to contribute to the knowledge of the CAB consequences by focusing on its impact on academic performance (AP). For this purpose, a meta-analysis was conducted in order to examine the relationship between CAB, its facets, and AP. The results show that overall CAB and students' performance are negatively related with a true effect size of ρ = −0.40 (K = 231, N = 127,269). Particularly, absenteeism appeared to be the facet most strongly related to AP (ρ = −0.48, K = 117, N = 69,453). A meta-analytic path analysis model was carried out in order to test the predictive validity of CAB, students' personality characteristics, and intelligence on AP. Results show that conscientiousness and cognitive intelligence have a negative relationship with CAB (β = −0.28 and β = −0.20, respectively), and that conscientiousness, openness to experience, intelligence, and CAB can explain 58% of AP true variance. Meta-analyses of moderator variables and hierarchical meta-analyses are also presented. The implications for research and practice are discussed at the end.

The validity of five broad generic dimensions of performance in South Africa

Orientation: Disconnected scholarly work on the theoretical and empirical structure of individual work performance negatively impacts predictive studies in human resource management. Greater standardisation in the conceptualisation and measurement of performance is required to enhance the scientific rigour with which research is conducted in human resource management in South Africa.Research purpose: The present study aimed to conceptualise and empirically validate the structural validity of five broad generic dimensions of individual work performance, based on 20 narrow dimensions of performance.Motivation for the study: A generic model and standardised measurement of individual work performance, measuring performance at the appropriate level of breadth and depth, may help human resource professionals to make accurate decisions about important work-based criteria and their related predictors. A validated generic model of performance could further increase the replicability of science around performance measurement in South Africa.Research approach/design and method: A cross-sectional design was implemented by asking 448 managers across several organisations to rate the performance of their subordinates on the Individual Work Performance Review (IWPR). The quantitative data were analysed by means of hierarchical confirmatory factor analyses.Main findings: An inspection of the discriminant validity of the 20 narrow performance dimensions supported the multidimensionality of performance to a fair degree. The bifactor statistical indices, in turn, suggested that the five broad factors explained a significant amount of common variance amongst the manifest variables and could therefore be interpreted as more unidimensional.Practical/managerial implications: Practitioners can interpret the broader performance dimensions in the IWPR as total scores, especially when high-stakes decisions are made about promoting or rewarding employees. The interpretation of the narrow performance dimensions might be more useful in low-stakes development situations. Cross-scale interpretations are encouraged to enable a holistic understanding of employees’ performance, as the narrow performance dimensions covary.

My Work Is Meaningless: The Consequences of Perceived Occupational Stigma for Employees in High-Prestige Occupations

Occupational stigma is pervasive, but there is a lack of understanding about how it impacts the behaviors of employees in relatively high-prestige occupations. We draw on the job characteristics model and social information processing theory to establish hypotheses about the effects of occupational stigma on the withdrawal behavior of employees in a relatively high-prestige occupation (preschool teacher). We suggest that perceptions of skill variety and task significance among high-prestige employees may be negatively influenced due to occupational stigma perception. In addition, occupational stigma conveys information to employees that the work they do is not appreciated by beneficiaries. For those reasons, making it difficult for them to perceive the meaningfulness of their work. This lack of meaningful experience is in turn positively associated with employees’ withdrawal behavior. Furthermore, we propose that these indirect effects are moderated by perceived job embeddedness of employees. Based on data collected at two time points from 466 preschool teachers in China, we find that occupational stigma is positively related to employees’ withdrawal behavior through meaningfulness. In addition, the negative relationship between perceived occupational stigma and experienced meaningfulness is stronger for employees with high job embeddedness than for employees with low job embeddedness.

Public Negative Labeling Effects on Team Interaction and Performance

Across four studies, we examine how public negative labeling, which is when a group member is publicly identified as bad, affects team performance. Across three experiments and one field study, we test and find support for our model, that public negative labeling undermines team performance via reduced perceptions of team interaction quality. Our study contributes to the expansive conversation on team effectiveness which highlights that “fighting fire with fire” in terms of public negative labeling is ineffective for dealing with uncivil workplace behavior.

A Systematic Review of Negative Work Behavior: Toward an Integrated Definition

The objective of this systematic review was to identify the overlapping and unique aspects of the operationalizations of negative work behaviors (NWBs) to specify a new integrative definition of NWB. More specifically, we examined (1) how many operationalizations and conceptualizations of NWB can be identified, (2) whether these operationalizations can be categorized into facets, i. e., the nature of NWB, harm, actor types, and roles, with subcategories, (3) what the meaningful overlap in these operationalizations was, (4) whether the operationalizations tapped unique and meaningful elements, i.e., positive labels and dynamic processes, and (5) how the overlapping and unique elements of the operationalizations could be integrated into a new theory-based research model for NWB for future research. In the literature search based on the Prisma framework, Pubmed, PsycINFO, and Google Scholar, we identified k = 489 studies that met the inclusion criteria of our review. The results of these studies revealed 16 frequently studied NWB labels, e.g., bullying and aggression. Many of these could be categorized in the same way, namely, in terms of the type of behavior, type of harm, and type of actor involved in the NWB. In our new definition of NWB, we integrated the content of the overlapping and meaningful unique elements of the 16 labels.

Defrag and reboot? Consolidating information and communication technology research in I-O psychology

Several decades of research have addressed the role of information and communication technologies (ICTs) in industrial-organizational (I-O) psychology. However, segmented research streams with myriad terminologies run the risk of construct proliferation and lack an integrated theoretical justification of the contributions of ICT concepts. Therefore, by identifying important trends and reflecting on key constructs, findings, and theories, our review seeks to determine whether a compelling case can be made for the uniqueness of ICT-related concepts in studying employee and performance in I-O psychology. Two major themes emerge from our review of the ICT literature: (a) a technology behavior perspective and (b) a technology experience perspective. The technology behavior perspective with three subcategories (the “where” of work design, the “when” of work extension, and the “what” of work inattention) explores how individual technology use can be informative for predicting employee well-being and performance. The technology experience perspective theme with two subcategories (the “how” of ICT appraisals and “why” of motives) emphasizes unique psychological (as opposed to behavioral) experiences arising from the technological work context. Based on this review, we outline key challenges of current ICT research perspectives and opportunities for further enhancing our understanding of technological implications for individual workers and organizations.

A glimpse into prosociality at work

Prosociality is an important part of the work context. Employees, leaders, and organizations show various forms of prosocial behavior such as supporting colleagues suffering from heavy workload, voluntarily organizing social events fostering a good organizational climate, or providing goods and services that benefit society at large. From the plethora of constructs related to prosociality at work, I herein provide a brief introduction to the currently most prominent ones with regard to organizational members in general (organizational citizenship behavior) and leaders (servant leadership), respectively. Moreover, I briefly sketch how research on prosociality at work would likely profit from a stronger integration of research from related fields, within and beyond the organizational literature.

Relationship Between Ethical Attitudes and the Dark Triad: Differences Among College Majors

This study examined the relationship between the Dark Triad (narcissism, Machiavellianism, and psychopathy), ethical attitudes, college major, and social desirability. Researchers investigated if business and psychology majors differed on the Dark Triad and ethical attitudes. In addition, social desirability was hypothesized to moderate the relationship between the Dark Triad and ethical attitudes. In total, 383 upper division business and psychology students from a large public university were surveyed online. Results showed a significant negative correlation between the Dark Triad and ethical attitudes. Business majors have significantly higher levels of psychopathy and lower levels of ethical attitudes compared to psychology majors, and social desirability moderates the relationship between psychopathy and ethical attitudes. Given the deleterious nature of the Dark Triad, and the negative impact of unethical behavior in the workplace, the findings underscore the need for future research that further examines differences between majors on these variables.

A Moderated-Mediation Analysis of Organizational Justice and Leader-Member Exchange: Cross-Validation With Three Sub-samples

In an increasingly competitive work world, managers-whose links with subordinates, and their perceptions thereof, are critical components in that relationship-need to monitor employees' mindsets to facilitate their productivity. Our paper investigates organizational justice perceptions as an antecedent to two important outcomes: organizational citizenship behaviors and counterproductive work behaviors. The moderating effect of leader-member exchange and the mediating effect of work motivation were incorporated into a parsimonious moderated-mediation model designed to assist managers in achieving the stated objective. The model was tested on 3,293 Romanian workers, randomly divided into sub-samples of 1,098, 1,098, and 1,097 participants. Indicating high data consistency and credibility for the most part, in each sub-group, all the variables associated as predicted, with the notable exception of LMX. Implications, limitations, and suggestions for future research are discussed, with emphasis on the investigation's cultural context.

Coping with workplace ostracism through ability-based emotional intelligence

Purpose

With a basis in the conservation of resource (COR) theory, this study examines the relationship between workplace ostracism and job performance while also investigating the mediating role of defensive silence and the moderating role of emotional intelligence.

Design/methodology/approach

The study uses a multisource, three-wave data collection technique to gather data from employees and their peers working in Pakistan's service sector organizations. Data are analyzed using partial least squares structural equation modeling (PLS-SEM) (v 3.2.7) to assess the measurement model and the structural model.

Findings

The findings reveal that the perception of workplace ostracism provokes self-avoidance strategy, defensive silence, which attenuates job performance. However, defensive silence's mediating role is mitigated if employees can draw from their emotional intelligence ability, which induces a self-regulation mechanism that curbs workplace ostracism's negative consequences.

Practical implications

The study demonstrates how employees in collectivist, high-power distance cultural settings may strategically choose silence by exercising emotional intelligence to enhance job performance.

Originality/value

This study is one of the few efforts that examined defensive silence in non-Western cultural settings. This is also the first study that examined emotional intelligence's role in the proposed moderated mediation framework.

Exploring the Roles of Self-Efficacy and Technical Support in the Relationship between Techno-Stress and Counter-Productivity

Organizational reliance on information and communication technology (ICT) is more likely to induce techno-stress as a detrimental effect, which has a negative impact on productivity. Businesses should make organizational efforts to decrease counter-productivity, a negative effect of techno-stress, to create sustainable productivity by taking advantage of information and communication technology. The purpose of this study was to explore the roles of self-efficacy and technical support as moderating variables in the relationship between techno-stress and counter-productivity. This study selected techno-overload, techno-invasion, techno-complexity, techno-insecurity, and techno-uncertainty as the techno-stress measurement variables, as well as counterproductive work behavior (CWB) and innovation resistance as counter-productive measurement variables. In this study, we surveyed 700 people in the IT sector, manufacturing, services, public agencies, and other industries and used regression analysis to analyze the effects of self-efficacy and technical support. As a result of the analysis, techno-overload, techno-invasion, techno-insecurity, and techno-uncertainty have positive effects on CWB and innovation resistance whereas self-efficacy and technical support have moderating effects on techno-stress and counter-productivity by interacting with techno-overload, techno-insecurity, and techno-uncertainty. We suggest measures to strengthen self-efficacy and technical support for mitigating counterproductive work behavior and innovation resistance.

Identifying and modeling the antecedents of counterproductive knowledge behavior: a three-study analysis

Purpose

This study aims to identify and classify the range of antecedents of counterproductive knowledge behavior (CKB) to provide a better understanding of their implications for addressing CKB.

Design/methodology/approach

The study includes three studies. Using meta-analysis (Study 1) and meta-synthesis (Study 2), the authors reviewed extant primary quantitative and qualitative studies to aggregate information on the antecedents of CKB identified to date. In Study 3, these antecedents were modeled schematically by using the matrix of cross-impact multiplications (MICMAC) analysis.

Findings

The meta-analysis and meta-synthesis (Studies 1 and 2) yielded 28 antecedents of CKB. These were categorized into five groups of characteristics, relating to the workplace, leadership, interpersonal, individual differences and knowledge. Then, in Study 3, the antecedents were categorized according to their interrelatedness and strength of effects (using four quadrants comprising autonomous, dependence, driving and linkage factors).

Originality/value

This study takes an integrative approach to the CKB literature, both by aggregating underlying constructs (knowledge hoarding, hiding, etc.) and in aggregating quantitative and qualitative literature. This prevents silos and integrates knowledge across a range of CKB studies. Besides, the authors reveal the relative role of antecedents by modeling them.

Who influences employees’ dark side: A multi-foci meta-analysis of counterproductive workplace behaviors

We adopt a multi-foci perspective to provide a theory-driven quantitative review of employee counterproductive workplace behaviors (CWBs) by meta-analyzing the relationships between CWB and four groups of antecedents. Specifically, CWB antecedents stemming from four sources—supervisors, organization, coworkers, and private life—were included to investigate differences in their relationships with employee CWB. Based on the Conservation of Resources Theory, we argue that favorable and unfavorable correlates relate to employee CWB to different degrees. The meta-analysis included 181 field studies with 223 independent samples. Results indicated that unfavorable antecedents correlate more strongly with CWB than favorable antecedents. We also found that supervisor- and organization-related antecedents have stronger relationships with CWB than those from the two other groups. Implications include a deeper understanding of which situational factors relate the most—or least—to CWB which can help better address CWB in the workplace.

HR practices and counterproductive behaviors: a meta-ethnographic study

Purpose

Drawing on the resource-based view (RBV) of the firm and the norm of reciprocity, this paper examines the relationship between high-performance human resources practices (HPHRPs) and employee counterproductive work behavior (CWB), and whether HPHRP interact with coercive control systems to predict these outcomes.

Design/methodology/approach

Using meta-ethnographic data collected from 149 organizational ethnographies, the authors test the hypotheses that (a) HPHRP are negatively related to CWB and (b) HPHRP and coercive control interact such that the relationship between HPHRP and CWB is weaker when coercive control is high.

Findings

The analysis finds that HPHRP and coercive control interacted such that HPHRP was negatively associated with CWB, but only when coercive control was low. When coercive control was high, the relationship between HPHRP was negated.

Practical implications

The results suggest that HPHRP are negatively related to counterproductive behaviors; but when coercive control systems are strong, the potential benefits of HPHRP in terms of reducing CWB may be lost.

Originality/value

This study examines the relationship between HPHRP and a comprehensive set of CWB. By examining the interaction between HPHRP and coercive control, the authors add to literature demonstrating that the effects of HPHRP may be dependent on an organization’s operational strategy. Finally, our use of meta-ethnographic data offers a methodological approach that may increase the generalizability of our findings.

Emotional Dissonance in the Spanish Services Sector: The Role of Support in the Workplace

The purpose of this study was twofold. The first aim was to analyze the detrimental effect that emotional dissonance may have on service workers by testing its relationship with job satisfaction, intention to leave the organization, and organizational deviance. The second was to test whether two types of social support (i.e., co-worker and organizational support) and their combination moderate these relationships from a multilevel perspective. The sample was composed of 556 employees from Spanish service sector. Using random coefficient models analyses, results showed, first, that emotional dissonance was related to lower levels of job satisfaction (PE = -.1, p < .05) and higher levels of intention to leave the organization (PE = .12, p < .05); second, that co-worker support moderate the relationship between emotional dissonance and job satisfaction (PE = .10, p < .05), organizational deviance (PE = -.08, p < .05), and intention to leave the organization (PE = -.13, p < .05); third, organizational support, conceptualized as a collective construct at organizational level, moderate the relationship between emotional dissonance and organizational deviance (PE = -.08, p < .05); and finally, the combination of both types of support do not explained additional variance of the emotional dissonance-outcomes relation. These results underline the need to take into consideration different source of social support and their levels of analysis to better understand emotional dissonance and its outcomes.

Job insecurity and performance in public and private sectors: a moderated mediation model

Purpose

The purpose of this study was to extend our knowledge of the relationship between quantitative and qualitative job insecurity and performance. On the basis of stress theories, we hypothesised that qualitative job insecurity (QLJI) would mediate the negative effect of quantitative job insecurity (QTJI) on two different indicators of performance: task performance (TP) and counterproductive work behaviours (CPWBs). In addition, the authors hypothesised that the effect of QTJI on QLJI would be moderated by the economic sector (public vs private) in which employees worked. Therefore, the authors empirically tested a moderated mediation model via PROCESS.

Design/methodology/approach

Participants were 431 employees from various Italian organisations. Data were collected using a self-report questionnaire measuring QTJI, QLJI, TP and CPWBs.

Findings

The results indicated that economic sector moderated the relationship between quantitative and QLJI. Both quantitative and QLJI were related to performance outcomes. Furthermore, QLJI mediated the effect of QTJI on TP and CPWB. However, this mediation was particularly apparent among employees in the private sector, supporting our hypothesised moderated mediation model.

Practical implications

The results suggest that managers of private and public organisations need to apply different policies to reduce the impact of job insecurity on CPWBs and increase the TP of their employees.

Originality/value

This study attempted to examine the job insecurity–performance relationship in more depth. For the first time, the effects of both job insecurity dimensions on performance were simultaneously investigated, with economic sector as a moderator and QLJI as a mediator.

Blame It on Individual or Organization Environment: What Predicts Workplace Deviance More?

Deviant workplace behavior is one of the widely present employee behaviors that create significant organizational cost, create an unhealthy working environment, and lead to various social and psychological job- and non-job-related consequences. Although various personality, situational, and organizational factors have been analyzed as instigators of such behavior, literature calls for a more comprehensive approach that analyzes interaction and mutual effects of different sources of deviant behavior. This paper explores organizational culture and individual personality as the antecedents of deviant workplace behavior. A multilevel perspective is applied in empirical research that was done on a sample of 251 employees from 11 organizations in Croatia. Results of our research and hierarchical linear modeling imply that individual-related factors, namely, age and gender, as well as personality traits, are greater predictors of both individual and organizational deviance as opposed to organizational culture.

Staying Quiet or Speaking Out: Does Peer Reporting Depend on the Type of Counterproductive Work Behavior Witnessed?

Abstract. Peer reporting, which occurs when employees report the occurrence of coworkers’ counterproductive work behavior (CWB) to organizational authorities, may help management detect CWBs that would otherwise be overlooked. We examined whether peer reporting depends on two CWB characteristics identified by Robinson and Bennett [(1995) A typology of deviant workplace behaviors: A multidimensional scaling study. Academy of Management Journal, 38, 555–572]: (a) the target of the CWB and (b) the severity of the CWB. Specifically, we hypothesized that witnesses are more likely to report CWBs targeting individuals than CWBs targeting the organization and that they are more likely to report serious CWBs than minor CWBs. Using a diversely employed sample ( N participants = 139; N observations = 3451), we found support for the hypothesized effects of CWB severity, but not for the hypothesized effects of CWB target.