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Zhao C, Zhu Y, Zhuang JY. Spillover and spillback: Linking daily job insecurity to next-day counterproductive work behavior. Scand J Psychol 2024; 65:195-205. [PMID: 37727105 DOI: 10.1111/sjop.12968] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/08/2021] [Revised: 05/27/2023] [Accepted: 09/05/2023] [Indexed: 09/21/2023]
Abstract
Spillover effect theory posits that work stressors can have spillover effects into workers' home lives. Although job insecurity spillover into the home domain has been explored extensively, potential spillback effects into the work domain have not. We posit that daily job insecurity represents a negative subjective perception that can spillover into the home domain and lead to insomnia, which will damage the recovery of self-regulatory resources and make employees unable to regulate their own behavior, ultimately resulting in next-day counterproductive work behavior. We hypothesized that self-compassion, as an individual trait, weakens the spillover effect of job insecurity and moderates the indirect effect of job insecurity on next-day counterproductive work behavior via insomnia. Our analyses of data collected from 132 full-time employees across 10 consecutive working days showed that insomnia mediates the relationship between daily job insecurity and next-day counterproductive work behavior, and further showed that this relationship was moderated by self-compassion. Overall, our research captures the cascading effects of daily job insecurity and contributes to a more complete understanding of the spillover effect of job insecurity.
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Affiliation(s)
- Chaoyue Zhao
- Shanghai Key Laboratory of Mental Health and Psychological Crisis Intervention, School of Psychology and Cognitive Science, East China Normal University, Shanghai, China
| | - Yao Zhu
- Shanghai Key Laboratory of Mental Health and Psychological Crisis Intervention, School of Psychology and Cognitive Science, East China Normal University, Shanghai, China
| | - Jin-Ying Zhuang
- Shanghai Key Laboratory of Mental Health and Psychological Crisis Intervention, School of Psychology and Cognitive Science, East China Normal University, Shanghai, China
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2
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Kim SM, Jo SJ. An Examination of the Effects of Job Insecurity on Counterproductive Work Behavior Through Organizational Cynicism: Moderating Roles of Perceived Organizational Support and Quality of Leader-Member Exchange. Psychol Rep 2024; 127:957-993. [PMID: 36154339 DOI: 10.1177/00332941221129135] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Job insecurity can trigger cynical attitudes and ultimately lead to harmful behaviors in organizations under the current fast-changing business environment. Drawing on psychological contract theory, this study aimed to investigate the relationship between job insecurity and counterproductive work behavior (CWB) by focusing on the mediating role of organizational cynicism and moderating roles of perceived organizational support (POS) and leader-member exchange (LMX). The data used for the analysis came from a survey that targeted tourism-related industries in South Korea, and 296 responses were finally analyzed. We analyzed reliability, correlation, and mediation, and conducted confirmatory factor analysis, regression analysis, and moderation analysis using SPSS PROCESS macro v. 3.5, with AMOS v. 25.0. The key findings of this study are as follows. First, we found that job insecurity was positively related to CWB. Second, organizational cynicism mediated the relationship between job insecurity and CWB. Third, POS and LMX intensified the negative effects of job insecurity and organizational cynicism, affecting CWB. These results imply that employees with a high level of POS and LMX are likely to have opportunistic behaviors (e.g., abuse, absences, sabotage) by abusing the support and trust from their organizations. The implications for research and practice, limitations, and directions for future research are discussed.
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Affiliation(s)
- Su Min Kim
- Gachon University, Seongnam, Republic of Korea
| | - Sung Jun Jo
- Gachon University, Seongnam, Republic of Korea
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3
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Opatha IM, Takahashi Y. Does Social and Organizational Support Moderate Emotional Intelligence Training Effectiveness? Behav Sci (Basel) 2024; 14:276. [PMID: 38667072 PMCID: PMC11047385 DOI: 10.3390/bs14040276] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/27/2024] [Revised: 03/16/2024] [Accepted: 03/19/2024] [Indexed: 04/29/2024] Open
Abstract
Given the dearth of systematic research and inconclusive results regarding the effectiveness of emotional intelligence (EI) training in adult training, this study was conducted to evaluate the effectiveness of EI training. This study aimed to assess the effectiveness of EI training on learning and transfer outcomes, considering underexplored moderation of social and organizational support with experimental and longitudinal research design. Training transfer was measured through changes in organizational citizenship behavior (OCB) and counterproductive work behavior (CWB). Participants self-assessed their OCB and CWB levels, while their supervisors also provided evaluations, allowing for separate analysis. Data, from a sample comprising 176 government officials, were collected across different periods and analyzed employing diverse analytical tools. The results revealed positive effects of EI training on training outcomes in both samples but positive moderation effect of social and organizational support on the effect of EI training on training outcomes was observed in the self-evaluation sample but not in the supervisor evaluation sample. The findings advance the debate on social exchange theory and organizational support theory by showing the boundary condition of their applicability. Furthermore, this study clarifies the impact of EI training on training outcomes by emphasizing the nuanced role of social and organizational support.
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Affiliation(s)
| | - Yoshi Takahashi
- Graduate School of Humanities and Social Sciences, Hiroshima University, Higashihiiroshima 739-8529, Japan;
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4
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Chen H, Zhang L, Wang L, Bao J, Zhang Z. Multifaceted leaders: the double-edged sword effect of narcissistic leadership on employees' work behavior. Front Psychol 2024; 14:1266998. [PMID: 38327510 PMCID: PMC10847519 DOI: 10.3389/fpsyg.2023.1266998] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/25/2023] [Accepted: 12/29/2023] [Indexed: 02/09/2024] Open
Abstract
So far, most studies have focused on exploring the negative effects of narcissistic leadership. However, little attention has been paid to whether narcissistic leadership also has a positive effect. This study is based on Conservation of Resources Theory and reveals that narcissistic leadership has a double-edged sword effect. By using Mplus7.4 software the analysis of 450 employees and their direct leaders' pairing data collected in three stages, it is found that: narcissistic leadership has a positive effect on employee' hostility toward supervisor and psychological availability; hostility toward supervisor mediates the relationship between narcissistic leadership and counterproductive work behavior; psychological availability mediates the relationship between narcissistic leadership and organizational citizenship behavior; in addition, environmental uncertainty enhances the positive effect of narcissistic leadership on employee' hostility toward supervisor and psychological availability, which in turn moderates the indirect effect of narcissistic leadership on counterproductive work behavior through employee' hostility toward supervisor and on organizational citizenship behavior through psychological availability.
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Affiliation(s)
- Hao Chen
- School of Public Health and Management, Youjiang Medical University for Nationalities, Baise, Guangxi, China
| | - Lei Zhang
- Clinical Research Center for Mental Disorders, Shanghai Pudong New Area Mental Health Center, School of Medicine, Tongji University, Shanghai, China
| | - Liang Wang
- School of Economics and Management, Wuxi Vocational Institute of Arts and Technology, Wuxi, Jiangsu, China
| | - Jiaying Bao
- School of Languages and Cultures, Youjiang Medical University for Nationalities, Baise, Guangxi, China
| | - Zihan Zhang
- School of Economics and Management, Wuhan University, Wuhan, Hubei, China
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5
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Cai H, Wang L, Jin X. Leader's Machiavellianism and employees' counterproductive work behavior: testing a moderated mediation model. Front Psychol 2024; 14:1283509. [PMID: 38303779 PMCID: PMC10830754 DOI: 10.3389/fpsyg.2023.1283509] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/26/2023] [Accepted: 12/29/2023] [Indexed: 02/03/2024] Open
Abstract
Counterproductive work behavior wastes organizational resources and significantly damages organizational development. The importance of employees' counterproductive work behaviors in organizations is becoming increasingly obvious. This is directly related to the sustainable development and survival of organizations. This study believes that employee's behavior is closely related to leadership style. In particular, employees' in small- and medium-sized enterprises are often manipulated and deceived by leaders, resulting in dissatisfaction and counterproductive work behavior. In order to address this behavior, this study collected survey data from 289 employees from Chinese SMEs to explore the relationship between perceived abusive supervision and organizational political behavior in Machiavellian leadership and counterproductive work behavior. The results suggest that Machiavellian positive influence counterproductive work behavior through a mediating role of perceived abusive supervision. Furthermore, leader organizational political behavior moderates the indirect effect of perceived abusive supervision such that the effect is stronger when leader organizational political behavior is high. This study aimed to identify the variables that increase employees counterproductive work behavior, propose recommendations for reducing employees' counterproductive work behavior, expanded the scope of counterproductive work behavior research, and provided a theoretical basis for related studies.
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Affiliation(s)
| | - Le Wang
- Department of Business Administration, Gachon University, Seongnam-si, Republic of Korea
| | - Xiu Jin
- Department of Business Administration, Gachon University, Seongnam-si, Republic of Korea
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Jasiński AM, Derbis R, Koopmans L. [Polish adaptation and validation of the Individual Work Performance Questionnaire (IWPQ)]. Med Pr 2023; 74:389-398. [PMID: 38104339 DOI: 10.13075/mp.5893.01419] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/19/2023] Open
Abstract
BACKGROUND The objective of this study was to test the psychometric properties of the Polish version of the Individual Work Performance Questionnaire (IWPQ). MATERIAL AND METHODS The study was conducted on 3 independent samples of 1582, 581 and 40 individuals employed as manual workers, social service and white collar workers. To test the IWPQ structure an exploratory factor analysis was conducted. Multigroup confirmatory factor analysis and invariance test were carried out among subgroups. The reliability was assessed by means of Cronbach's α coefficient (internal consistent) and test-retest (stability over time) method, with a 4-week follow-up. The construct validity of the IWPQ was tested by means of correlation analysis, using work engagement, positive and negative affect at work, and job burnout as the criterion variables. RESULTS The Polish version of the IWPQ displays very good internal consistency, theoretical validity, and test-retest stability. The results of the factor analysis confirmed a 3-factor structure of the questionnaire. Construct invariance across subgroups was confirmed. Task performance was negatively correlated with negative affect at work, job burnout and positively correlated with work engagement and positive affect at work. Contextual performance was negatively related with counterproductive work behaviors, negative affect at work and positively related with work engagement. CONCLUSIONS The Polish version of the IWPQ - like the original scale - consists of 18 items and has 3 subscales. Despite certain limitations the Polish version of the IWPQ shows good psychometric properties and it can be used to measure individual work performance in Polish conditions. Med Pr Work Health Saf. 2023;76(5):389-98.
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Affiliation(s)
| | - Romuald Derbis
- Uniwersytet Opolski / University of Opole, Opole, Poland (Instytut Psychologii / Institute of Psychology)
| | - Linda Koopmans
- TNO, Leiden, The Netherlands (Department of Sustainable Productivity and Employability)
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7
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Duradoni M, Gursesli MC, Martucci A, Gonzalez Ayarza IY, Colombini G, Guazzini A. Dark Personality Traits and Counterproductive Work Behavior: A PRISMA Systematic Review. Psychol Rep 2023:332941231219921. [PMID: 38041685 DOI: 10.1177/00332941231219921] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/03/2023]
Abstract
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.
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Affiliation(s)
- Mirko Duradoni
- Department of Education, Literatures, Intercultural Studies, Languages and Psychology, University of Florence, Firenze, Italy
| | - Mustafa Can Gursesli
- Department of Education, Literatures, Intercultural Studies, Languages and Psychology, University of Florence, Firenze, Italy
- Department of Information Engineering, University of Florence, Firenze, Italy
| | - Alessia Martucci
- Department of Education, Literatures, Intercultural Studies, Languages and Psychology, University of Florence, Firenze, Italy
| | | | - Giulia Colombini
- Department of Education, Literatures, Intercultural Studies, Languages and Psychology, University of Florence, Firenze, Italy
| | - Andrea Guazzini
- Department of Education, Literatures, Intercultural Studies, Languages and Psychology, University of Florence, Firenze, Italy
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8
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Fan Q, Wider W, Chan CK. The brief introduction to organizational citizenship behaviors and counterproductive work behaviors: a literature review. Front Psychol 2023; 14:1181930. [PMID: 37780163 PMCID: PMC10534071 DOI: 10.3389/fpsyg.2023.1181930] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/08/2023] [Accepted: 08/29/2023] [Indexed: 10/03/2023] Open
Abstract
This paper presents a literature review on the topic of organizational performance. The study conceptualizes the overall performance of the organization as comprising of organizational citizenship behaviors (OCB) and counterproductive work behaviors (CWB). While there are numerous research studies on OCB, not many have focused on how OCB and CWB affect organizational performance simultaneously. The paper provides an explanation of the OCB and CWB concepts, followed by the primary research and focus of the study. The article presents a comprehensive framework for understanding the meanings of OCB and CWB, along with an internal hierarchy. This framework will serve as a beneficial resource for working managers, academics, and researchers, who seek to optimize economic productivity through improved understanding and management of OCB and CWB.
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Affiliation(s)
- Qianqian Fan
- Faculty of Business and Communications, INTI International University, Nilai, Negeri Sembilan, Malaysia
- International Education College, Hebei Finance University, Baoding, China
| | - Walton Wider
- Faculty of Business and Communications, INTI International University, Nilai, Negeri Sembilan, Malaysia
| | - Choon Kit Chan
- Department of Mechanical Engineering, Faculty of Engineering and Quantity Surveying, INTI International University, Nilai, Negeri Sembilan, Malaysia
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9
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Singh AC, Bhuvaneswari M. Does mental health limit organizational behavior, or not? A study drawn on resource conservation. Front Psychol 2023; 14:1200614. [PMID: 37546449 PMCID: PMC10399591 DOI: 10.3389/fpsyg.2023.1200614] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/05/2023] [Accepted: 06/30/2023] [Indexed: 08/08/2023] Open
Abstract
The current study is rooted in the theory of conservation of resources, exploring the associations between mental health factors namely stress, anxiety and depression with organizational citizenship behavior and counterproductive wok behavior. Data gathered from an Indian automobile sector revealed interconnections between the variables. It was found that stress, anxiety and depression have a positive relationship with OCB and stress and anxiety have negative relationship with CWB. The manuscript further evaluates the results drawing upon conservation of resources theory as we find striking differences between our hypotheses and results, and that opens up new avenues for future research.
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Song H, Li Y, Zhang Q, Cheng Y. The Moderating Effects of Trust and Felt Trust on the Nonlinear Relationship Between Compulsory Citizenship Behavior and Counterproductive Work Behavior. Psychol Res Behav Manag 2023; 16:2517-2531. [PMID: 37431432 PMCID: PMC10329834 DOI: 10.2147/prbm.s413674] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/31/2023] [Accepted: 06/22/2023] [Indexed: 07/12/2023] Open
Abstract
Purpose This study explored the J-shaped effect of compulsory citizenship behavior on counterproductive work behavior of new generation employees, as well as the separate and joint moderating effects of trust and felt trust on the J-shaped relationship between compulsory citizenship behavior and counterproductive work behavior. Methods Three waves of data were collected from 659 new generation employees in China. A self-report method was used to measure compulsory citizenship behavior, counterproductive work behavior, trust and felt trust. Then, based on the cognitive appraisal theory of stress and social information processing theory, a nonlinear model was constructed and tested. Results (1) Compulsory citizenship behavior had a J-shaped effect on job performance. That is, when the compulsory citizenship behavior level was lower, the effect of compulsory citizenship behavior on counterproductive work behavior was not significant; but when it increased to medium and higher levels, the effect was significant and stronger. (2) The moderating effect of trust (employees' perceived trust in leader) or felt trust (employees' perception of being trusted by leader) was significant. That is, when trust or felt trust was lower, the J-shaped effect was stronger; conversely, the J-shaped effect was weak. (3) The joint moderating effect of trust and felt trust was significant. That is, when trust was high, the moderation effect of felt trust was significant; conversely, the moderation effect of felt trust was not significant. Conclusion The results identify the nonlinear effect of compulsory citizenship behavior through exploring the J-shaped effect of compulsory citizenship behavior on counterproductive work behavior and the boundary conditions in the nonlinear relationship. Meanwhile, the study provide implications for organizations regarding how to manage employees' work behavior.
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Affiliation(s)
- Haojie Song
- School of Business, Zhengzhou University, Zhengzhou City, People’s Republic of China
| | - Yueyang Li
- School of Business, Zhengzhou University, Zhengzhou City, People’s Republic of China
| | - Qiang Zhang
- Department of Health Policy & Management, Shenzhen Health Development Research and Data Management Center, Shenzhen City, People’s Republic of China
| | - Yanyuan Cheng
- School of Labor and Human Resources, Renmin University of China, Beijing City, People’s Republic of China
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11
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Russell T, Allen M, Ford L, Carretta T, Kirkendall C. Development of a performance taxonomy for entry-level military occupations. Mil Psychol 2023; 35:283-294. [PMID: 37352450 PMCID: PMC10291905 DOI: 10.1080/08995605.2022.2050163] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/16/2021] [Accepted: 10/21/2021] [Indexed: 10/18/2022]
Abstract
U.S. Military services use the Armed Services Vocational Aptitude Battery (ASVAB) and other indicators to select and classify about 150,000 enlisted personnel annually. The effectiveness of these assessments can be difficult to gauge due to differences in criteria across services and occupations. We developed a cross-service job performance model to be used in development of measures of first-term enlisted job performance. We synthesized job performance research, starting with the services' Job Performance Measurement (JPM) projects (1980s-1990s) through recent projects, to form performance dimensions. The dimension structure was evaluated in a retranslation exercise with performance measurement experts. The resulting hierarchical taxonomy has three levels: (a) 33 dimensions, (b) 11 categories, and (c) four broad categories. The broad performance categories are: (a) Technical, (b) Organizational Citizenship and Peer Leadership, (c) Psychosocial Well-Being, and (d) Physical. A sample of military experts judged the importance of the 33 performance dimensions. Results showed that the four broad performance categories were highly relevant to each service and generalizable across services. While all dimensions were judged important, Psychosocial Well-Being dimensions were rated as the most important by each service. The dimension structure provides a framework for criterion development and future joint-service research.
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Affiliation(s)
| | - Matthew Allen
- Human Resources Research Organization, Alexandria, VA, USA
| | - Laura Ford
- Human Resources Research Organization, Alexandria, VA, USA
| | | | - Cristina Kirkendall
- U.S. Army Research Institute for the Behavioral and Social SciencesFort Belvoir, Virginia, USA
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12
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Travis J, Craig SB. Toward a Typology of Counterproductive Employees: A Person-Oriented Investigation of Counterproductive Work Behavior. J Pers Oriented Res 2023; 9:1-16. [PMID: 37389030 PMCID: PMC10302662 DOI: 10.17505/jpor.2023.25256] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 07/01/2023] Open
Abstract
The study of counterproductive work behavior (CWB), intentional actions by employees that are deleterious to the organization and/or its stakeholders, has produced research on the dimensionality of CWB, as well as its situational and dispositional antecedents. Absent from these advancements have been investigations into the potential utility of a taxonomy of counterproductive employee types-a "person-oriented" approach. Our latent profile analysis (N = 522) suggested a four-profile solution which included one profile with uniformly low rates across CWBs (here termed "Angels;" 14% of the sample), and three profiles with higher CWB rates but which were distinguishable by different CWBs being most frequent in each group. Specifically, one profile was distinguished from the Angels group by higher rates of less severe CWBs (misuse of time/resources and poor attendance; 33% of the sample). The other two of the three counterproductive profiles were similar to each other except that one was characterized by higher drug use than the other (14% of the sample). The profiles also differed significantly on narcissism, psychopathy, and Machiavellianism, and on self-reports of prior arrest and censure by employers. Provided these distinctions among profiles, the treatment and assumptions of employee counterproductivity in research and practice should be revisited, particularly when using models assuming a homogenous, monotonic relationship between counterproductive behaviors across employees. Implications for our conceptual understanding of counterproductivity and applied interventions aimed at reducing CWBs are discussed, alongside recommendations for future person-oriented research on CWB.
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13
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Griep Y, Hansen SD, Kraak JM. Perceived identity threat and organizational cynicism in the recursive relationship between psychological contract breach and counterproductive work behavior. Econ Ind Democr 2023; 44:351-384. [PMID: 37168285 PMCID: PMC10164237 DOI: 10.1177/0143831x211070326] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Indexed: 05/13/2023]
Abstract
Counterproductive work behavior toward the organization (CWB-O) or supervisor (CWB-S) is commonly treated as a consequence of psychological contract breach (PCB). However, drawing from Self-Consistency Theory, the authors in this article argue that the PCB-CWB relationship is recursive through two mediating mechanisms: self-identity threat and organizational cynicism. Furthermore, the authors predict that the relationship between feelings of violation and CWB-O (or CWB-S) would depend on the extent to which the victim attributed blame to the organization (or supervisor). Using weekly and daily survey data, the study found that identity threat was a stronger mediator for recursive CWB-PCB relationships. Moreover, it was found that PCB related positively to violation feelings, which in turn related positively to CWB-O and CWB-S over time. As predicted, the former was moderated by organizational blame attributions, whereas the latter was moderated by supervisor blame attributions. The authors discuss the theoretical implications and propose novel practical implications based on these reciprocal findings.
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Affiliation(s)
- Yannick Griep
- Behavioral Science Institute, Radboud University, The Netherlands; Division of Epidemiology, Stress Research Institute, Stockholm University, Sweden
| | - Samantha D Hansen
- Department of Management, University of Toronto Scarborough and Rotman School of Management, Canada
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14
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Ni H, Li Y, Zeng Y, Duan J. The double-edged sword effect of employee impression management and counterproductive work behavior: From the perspective of self-control resource theory. Front Psychol 2023; 14:1053784. [PMID: 36818121 PMCID: PMC9928963 DOI: 10.3389/fpsyg.2023.1053784] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/26/2022] [Accepted: 01/09/2023] [Indexed: 02/04/2023] Open
Abstract
Why do people who seem to be doing well in the workplace occasionally behave badly? Because these employees may be using impression management tactics to create an image. Existing studies have focused on comparing the differences in the use of impression management among different individuals, but cannot explain why a well-behaved individual sometimes behaves badly. Based on the theory of self-control resources, we adopts the survey method of job logs and collects the data of 121 employees. The results show that: (1) the use of self-promotion tactics and ingratiation tactics will promote the depletion of self-control resources. (2) The depletion of self-control resources will encourage employees to engage in counterproductive work behaviors. (3) The effect of self-promotion tactic and ingratiation tactic on the depletion of self-control resources was moderated by emotional intelligence. In the case of high emotional intelligence, this effect is attenuated. And vice versa. (4) Under high emotional intelligence and low emotional intelligence, the indirect effects of self-promotion tactic and ingratiation tactic on employees' counterproductive work behaviors are significantly different. Our research breaks through the between-individual perspective and illustrates the double-edged sword effect of self-promotion tactic and ingratiation tactic on employee counterproductive work behavior and its mechanism from the internal perspective, which is highly innovative.
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Affiliation(s)
- Hui Ni
- Economics and Management School, Wuhan University, Wuhan, China
| | - Yi Li
- Office of Research, Wuhan Business University, Wuhan, China
| | - Yimei Zeng
- Research Institute for Development of Science and Technology, Hubei University of Technology, Wuhan, China
| | - Jia Duan
- Dong Fureng Institute of Economic and Social Development, Wuhan University, Wuhan, China,*Correspondence: Jia Duan, ✉
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Zhang Y, Peng S, Wang J, Akhtar MN, Wang Y. Bad apples spoiling the metaphor? How and why self-serving leaders stir up counterproductive behaviors at work. Front Psychol 2023; 13:1008071. [PMID: 36778174 PMCID: PMC9908574 DOI: 10.3389/fpsyg.2022.1008071] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/31/2022] [Accepted: 12/01/2022] [Indexed: 01/27/2023] Open
Abstract
Self-serving leaders satisfy their self-interests at the cost of both employees and organizations, leading to declining organizational competitive advantage and performance. Drawing upon the affective events theory (AET), we constructed and examined a theoretical model of self-serving leadership influencing counterproductive work behavior (CWB), where traditionality plays a significant moderating role through the lens of anger as a mediator. Data were collected in three waves using a survey questionnaire distributed in three industries located in the Southwest district of China. Hierarchical regression analyses were conducted on a sample of 316 employees to test the hypothesized research model. The results showed that self-serving leadership triggers employee anger, which in turn causes CWB. Furthermore, traditionality plays a significant moderating role, in which employees with higher levels of traditionality feel less anger and show less CWB. Overall, research findings have clarified how and why self-serving leadership affects employees' emotions (such as anger) and behavior (such as CWB), bringing new insights into the self-serving leadership and employee behavior literature. Research implications on the management of self-serving leadership, limitations, and future recommendations of research are also discussed.
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Affiliation(s)
- Yajun Zhang
- School of Business Administration, Guizhou University of Finance and Economics, Guiyang, China
| | - Shuai Peng
- School of Business Administration, Guizhou University of Finance and Economics, Guiyang, China
| | - Jinsong Wang
- School of Business Administration, Guizhou University of Finance and Economics, Guiyang, China
| | - Muhammad Naseer Akhtar
- Royal Docks School of Business and Law, University of East London, London, United Kingdom,*Correspondence: Muhammad Naseer Akhtar, ✉
| | - Yongqi Wang
- International College, Guangdong University of Foreign Studies, Guangzhou, China
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16
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Abstract
Does psychopathy have an upside in vocational contexts? Applying the triarchic model of psychopathy, we propose that the dimensions of boldness, disinhibition, and meanness have different relations to workplace outcomes. Focusing on boldness and in line with socioanalytic personality theory, we propose that political skill moderates the relation between boldness and job performance. Using a sample of 477 target-coworker pairings, we found interaction effects of boldness and political skill on contextual and task performance, and the buffering of counterproductive work behavior. Furthermore, political skill moderated the relation between boldness and adaptive performance. Disinhibition and meanness were positively correlated with counterproductive work behaviors, thereby reflecting the dark core of psychopathy. In sum, boldness is a trait linked to career success in the absence of the other traits that make up psychopathy as a whole. Furthermore, we encourage the use of the triarchic model as an overarching framework in vocational contexts.
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17
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Kim BJ, Jung SY, Jung J. "Does a Good Firm Diminish the Bad Behavior of Its Employees?": The Sequential Mediation Effect of Organizational Trust and Organizational Commitment, and the Moderation Effect of Work Overload. Int J Environ Res Public Health 2022; 19:6666. [PMID: 35682251 DOI: 10.3390/ijerph19116666] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 04/28/2022] [Revised: 05/19/2022] [Accepted: 05/28/2022] [Indexed: 11/16/2022]
Abstract
The purpose of this study was to investigate the influence of corporate social responsibility (CSR) on an employee's negative behavior, in addition to its intermediating mechanism (i.e., mediators and moderator) in the relationship. This paper proposes that CSR may diminish an employee's negative behavior, such as counterproductive work behavior. Relying on the context-attitude-behavior framework, this study investigated the mediators and moderator of the relationship between CSR and counterproductive work behavior. Specifically, this study hypothesized that not only does CSR diminish the level of counterproductive work behavior by sequentially boosting the level of employees' organizational trust and commitment, but their work overload also negatively moderates the association between CSR and organizational trust. Utilizing three-wave time-lagged online survey data from 342 employees in South Korean companies, this study tested the hypotheses by building a moderated mediation model with structural equation modeling analysis. The results indicate that CSR decreases the level of employees' counterproductive work behavior through enhancing their organizational trust and commitment. Moreover, work overload negatively moderates the association between CSR and organizational trust. The findings of this study make theoretical and practical contributions to the CSR literature.
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18
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Jin S, Zhu X, Fu X, Wang J. Family Supportive Leadership and Counterproductive Work Behavior: The Roles of Work-Family Conflict, Moral Disengagement and Personal Life Attribution. Front Psychol 2022; 13:906877. [PMID: 35693528 PMCID: PMC9184795 DOI: 10.3389/fpsyg.2022.906877] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/29/2022] [Accepted: 05/09/2022] [Indexed: 11/24/2022] Open
Abstract
Counterproductive work behavior (CWB) is one of the most common behavioral decisions of employees in the workplace that negatively impacts the sustainable development of enterprises. Previous studies have shown that individuals make CWB decisions for different reasons. Some individuals engage in CWB due to cognitive factors (i.e., perceived organizational justice and psychological contract breakdown), whereas others engage in CWB in response to leadership behaviors (i.e., abusive management). The conservation of resources (COR) theory holds that individuals have the tendency to preserve, protect and acquire resources. When experiencing the loss of resources, individuals will show irrational and aggressive behaviors in order to regain resources. When obtaining resources, individuals' tension and pressure will be relieved. To maintain or continue obtaining resources, individuals will show more positive work attitudes and behaviors. Therefore, using the COR theory as the main theoretical framework, this study explores a serial mediation model between family supportive leadership and CWB through work-family conflict and moral disengagement, moderated by personal life attribution. A three-wave survey of 251 medical workers from three hospitals found that family supportive leadership can reduce employees' perceived work-family conflict, which leads to less moral disengagement, resulting in lower CWB. Personal life attribution strengthens the negative indirect effect of family supportive leadership on CWB by reinforcing the negative association between family supportive leadership and work-family conflict. This study uses the COR theory to explore the mechanism and boundary conditions of family supportive leadership and CWB from the perspective of negative work-family relationship, which enrichis the research content of existing theories. Moreover, this study has important guiding significance for managers to take effective measures to reduce CWB.
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Affiliation(s)
- Shan Jin
- Business School, Central University of Finance and Economics, Beijing, China
| | - Xiji Zhu
- Business School, Central University of Finance and Economics, Beijing, China
| | - Xiaoxia Fu
- Business School, Central University of Finance and Economics, Beijing, China
| | - Jian Wang
- School of Information, Central University of Finance and Economics, Beijing, China
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19
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Kim BJ, Lee J, Jung J, Kim MJ. Job insecurity during the COVID-19 pandemic and counterproductive work behavior: The sequential mediation effects of job stress and organizational identification and the buffering role of corporate social responsibility. Front Public Health 2022; 10:1037184. [PMID: 36876229 PMCID: PMC9981630 DOI: 10.3389/fpubh.2022.1037184] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/05/2022] [Accepted: 11/01/2022] [Indexed: 02/19/2023] Open
Abstract
Swift social and economic environmental changes such as those associated with the COVID-19 pandemic have led to decreased job security. Although numerous previous studies have examined the influence of job insecurity on employee perceptions, attitudes, and behaviors, the link between job insecurity and negative behavior and its underlying or intermediating mechanisms remain underexplored. The significance of an organization's positive behaviors, which fall under the umbrella of corporate social responsibility (CSR), also deserves more attention. To address these gaps, we examined both the mediator and the moderator in the association between job insecurity and negative employee behavior by establishing a moderated sequential mediation model. We hypothesized that the levels of employee job stress and organizational identification sequentially mediate the relationship between job insecurity and counterproductive work behavior as a representative negative behavior. We also hypothesized that CSR activities play a buffering role that moderates the influence of job insecurity on job stress. We used three-wave time-lagged data collected from 348 employees in South Korean organizations to demonstrate that job stress and organizational identification sequentially mediate the relationship between job insecurity and counterproductive work behavior, and that CSR activities function as a buffering factor that decreases the influence of job insecurity on job stress. The results of this research suggest that the levels of job stress and organizational identification (as sequential mediators) as well as CSR activities (as a moderator) are underlying mechanisms in the link between job insecurity and counterproductive work behavior.
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Affiliation(s)
- Byung-Jik Kim
- College of Business, University of Ulsan, Ulsan, South Korea.,Department Psychology, Yonsei University, Seoul, South Korea
| | - Julak Lee
- Department of Industrial Security, Chung-Ang University, Seoul, South Korea
| | - Jeyong Jung
- Department of Police Science, University of Ulsan, Ulsan, South Korea
| | - Min-Jik Kim
- School of Industrial Management, Korea University of Technology and Education, Cheonan, South Korea
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20
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Huang SYB, Li MW, Lee YS. Transforming the Emotional Intelligence of the Feeders in Agribusinesses into the Development of Task Performance and Counterproductive Work Behaviors during the COVID-19 Pandemic. Animals (Basel) 2021; 11:ani11113124. [PMID: 34827855 PMCID: PMC8614498 DOI: 10.3390/ani11113124] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/22/2021] [Revised: 10/24/2021] [Accepted: 10/27/2021] [Indexed: 11/16/2022] Open
Abstract
Simple Summary This research proposes a psychological model to describe how leadership can deal with the work burnout of feeders in livestock production agribusinesses to solve the important problems of mental health and well-being, thereby increasing the sustainable work of feeders. The empirical evidence comes from 240 livestock feeders from 80 Taiwanese livestock production agribusinesses. The research results can push the literature of emotional intelligence and implementation methods to livestock production agribusinesses. Abstract The present research poses a novel multilevel model to describe how transformational leadership can significantly affect task performance and counterproductive work behavior through intermediary effects of emotional intelligence, work engagement, and work burnout. The empirical data is from 240 livestock feeders from 80 Taiwanese livestock production agribusinesses. The empirical results demonstrate that leadership could indeed transform the emotional intelligence of livestock feeders into positive task performance and negative counterproductive work behavior. The research results can provide an implementation method for livestock production agribusinesses to achieve the sustainable work of feeders in agribusinesses through handling task performance and counterproductive work behavior of feeders.
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Affiliation(s)
- Stanley Y. B. Huang
- Master Program of Financial Technology, School of Financial Technology, Ming Chuan University, Taipei 111, Taiwan;
| | - Ming-Way Li
- Department of Marketing and Logistics Management, College of Business Management, Chihlee University of Technology, New Taipei 220, Taiwan
- Correspondence:
| | - Yue-Shi Lee
- Department of Computer Science and Information Engineering, Ming Chuan University, Taoyuan 333, Taiwan;
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21
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Ji T, de Jonge J, Peeters MCW, Taris TW. Employee Sustainable Performance (E-SuPer): Theoretical Conceptualization, Scale Development, and Psychometric Properties. Int J Environ Res Public Health 2021; 18:10497. [PMID: 34639797 DOI: 10.3390/ijerph181910497] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 08/03/2021] [Revised: 09/24/2021] [Accepted: 10/03/2021] [Indexed: 12/03/2022]
Abstract
Although the concept of employee sustainable performance has received considerable attention in the practitioner literature, academic research still lacks a clear conceptualization and empirical operationalization of this concept. Defining employee sustainable performance as a regulatory process in which an individual worker enduringly and efficiently achieves particular desired work goals while maintaining a satisfactory level of well-being, this paper describes a corresponding instrument called E-SuPer, and examines its psychometric properties. The E-SuPer instrument was tested and cross-validated using two cross-sectional survey studies (n = 153 and n = 160), focusing on factorial validity, internal consistency, and discriminant and concurrent validity. Psychometric findings across the two samples revealed that the E-SuPer instrument consists of one general factor of ten items with good internal consistency. Discriminant validity and concurrent validity with other relevant constructs (task performance, counterproductive work behavior, and employee vitality) were also confirmed, showing promising results. Finally, theoretical and practical implications, as well as suggestions for future research, are outlined.
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22
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Kant L, Norman E. Working Under the Gun: A Theoretical Analysis of Stressors Associated With the Re-negotiation of Norms and Control of Work Tasks During COVID-19. Front Psychol 2021; 12:577769. [PMID: 34526925 PMCID: PMC8435983 DOI: 10.3389/fpsyg.2021.577769] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/29/2020] [Accepted: 06/03/2021] [Indexed: 11/25/2022] Open
Abstract
The COVID-19 pandemic has led many of the world's nations to impose numerous preventive and mitigative measures to increase social distance, including various forms of home isolation and quarantine. A central premise for the current paper is that the COVID-19 situation is likely to constitute a massive re-negotiation of social and organizational norms, which may lead to psychological distress at the individual, family and interpersonal level. Virtually overnight, people have to re-define what is expected and deemed appropriate by a given group member in a certain social setting. This goes for all kinds of general social interaction, such as societal, even multinational medical demands on social distancing. Simultaneously it also goes for a sudden, gargantuan re-division of labor in a complex global system. We provide a theoretical analysis of the potential consequences of re-negotiation of norms from the perspective of four sets of psychological theory: Theory of professions; organizational strategic crisis responses; the job-demands-resources model; and theories addressing the interplay between norm violations and psychological distance. From these theories we derive three suggestions that the discussion centers around: (1) The COVID-19 situation leads to a massive re-negotiation of norms related to work, (2) The COVID-19 situation diffuses the demarcation between the various professional arenas and the private sphere, and this diffusion enhances the stress associated with norm conflict, and (3) Norm conflicts are enhanced by digitalization. Our discussion centers on potential stressors associated with the renegotiation of norms, and also includes a few suggestions for practice. For each theoretical suggestion, we give examples of how the suggestion may manifest itself with respect to (a) the work task, (b) the individual's relationship to their leader and/or organization, and (c) interpersonal relationships. We finally point to some theoretical and applied implications.
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Affiliation(s)
- Leo Kant
- AFF at the Norwegian School of Economics, Bergen, Norway
- Faculty of Psychology, University of Bergen, Bergen, Norway
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23
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Yiwen F, Hahn J. Job Insecurity in the COVID-19 Pandemic on Counterproductive Work Behavior of Millennials: A Time-Lagged Mediated and Moderated Model. Int J Environ Res Public Health 2021; 18:8354. [PMID: 34444104 PMCID: PMC8394277 DOI: 10.3390/ijerph18168354] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 07/04/2021] [Revised: 07/31/2021] [Accepted: 08/04/2021] [Indexed: 11/16/2022]
Abstract
During the COVID-19 pandemic, the market environment for the information technology (IT) industry changed dramatically, presenting companies with numerous obstacles in day-to-day management activities and changing business needs. Previous studies found that job insecurity due to COVID-19 significantly impacted millennials. Our research explored the effect of job insecurity on counterproductive work behavior among millennial employees during the COVID-19 period, using moral disengagement as a mediating variable, and psychological capital and negative emotions as moderating variables. In this study, 298 employees working in Chinese IT companies completed the questionnaire survey. We collected data from employees over three different time intervals (baseline, three weeks later, and six weeks later) to mitigate the issues of common method bias and single-source data. We analyzed the collected data using SPSS25.0 and Amos24.0 for structural modeling. Our research results indicate that job insecurity is positively associated with counterproductive work behavior, and moral disengagement plays a mediating role. In addition, psychological capital moderates the relationship between job insecurity, moral disengagement, and counterproductive work behavior. Negative emotions also moderate the mediating effect of moral disengagement between job insecurity and CWB.
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Affiliation(s)
- Fei Yiwen
- The Graduate School, Chung-Ang University, Seoul 06974, Korea;
| | - Juhee Hahn
- Department of Business Management, Chung-Ang University, Seoul 06974, Korea
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24
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Xu F, Xu S, Zhu J, Zhou J, Zhang B, Yang C. Why and When Do Good Soldiers Behave Unethically? Introducing Conservation of Resources Theory to Explain the Curvilinear Effects of Organizational Citizenship Behavior. Front Psychol 2021; 12:619657. [PMID: 34393873 PMCID: PMC8356080 DOI: 10.3389/fpsyg.2021.619657] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/20/2020] [Accepted: 06/28/2021] [Indexed: 11/25/2022] Open
Abstract
Previous research about organizational citizenship behavior (OCB) and counterproductive work behavior (CWB) has produced contradictory results. Drawing from the conservation of resources (COR) theory, the present study tries to explain the contradictory findings by examining the curvilinear relationship between OCB and CWB. Using data collected at three time points from 426 employees and 110 supervisors in Chinese companies, data analysis shows that OCB has an inverted U-shaped relationship with CWB. The results also demonstrate that citizenship fatigue mediates the relationship between OCB and CWB, perceived organizational support (POS) moderates the relationship between OCB and citizenship fatigue. In addition, POS moderates the mediating effect of citizenship fatigue in the inverted U-shaped curvilinear relationship between OCB and CWB. This mediating effect is stronger under conditions of low POS than high POS. The findings present a complementary explanation of the conflicting relationships between OCB and CWB.
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Affiliation(s)
- Fangfang Xu
- School of Labor and Human Resources, Renmin University of China, Beijing, China
| | - Shiyong Xu
- Center for Human Resource Development and Assessment, School of Labor and Human Resources, Renmin University of China, Beijing, China
| | - Jinqiang Zhu
- School of Management, Minzu University of China, Beijing, China
| | - Jinyi Zhou
- Department of Business Administration, Donlinks School of Economics and Management, University of Science and Technology Beijing, Beijing, China
| | - Bainan Zhang
- School of Labor and Human Resources, Renmin University of China, Beijing, China
| | - Chunmeng Yang
- School of Labor and Human Resources, Renmin University of China, Beijing, China
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25
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Kim BJ, Choi SY. "Does a Good Company Reduce the Unhealthy Behavior of Its Members?": The Mediating Effect of Organizational Identification and the Moderating Effect of Moral Identity. Int J Environ Res Public Health 2021; 18:ijerph18136969. [PMID: 34209850 PMCID: PMC8297283 DOI: 10.3390/ijerph18136969] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 06/12/2021] [Revised: 06/25/2021] [Accepted: 06/26/2021] [Indexed: 11/29/2022]
Abstract
In the contemporary business environment where business ethics is critical for organizational performance, the importance of corporate social responsibility (CSR) is increasing. By investigating the mechanism of the effects of CSR on counterproductive work behavior (CWB), the present study suggests that CSR decreases negative employee behavior. Based on social identity theory and context-attitude-behavior framework, this research examines the underlying process and its contingent factor of the association between CSR and CWB. Specifically, this study hypothesizes that CSR decreases CWB by enhancing employees’ organizational identification and that moral identity positively moderates the relationship between CSR and organizational identification. Using three-wave online survey data from 368 employees in Korean firms, this paper tested our hypotheses by conducting moderated mediation analysis with structural equation modeling. The results showed that CSR is negatively related to CWB through organizational identification and that moral identity positively moderates the relationship between CSR and organizational identification. The current study’s findings have crucial theoretical and practical implications in CSR literature.
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Affiliation(s)
- Byung-Jik Kim
- Department of Business Administration, College of Business Administration, University of Ulsan, Ulsan 44610, Korea;
| | - Se-Yeon Choi
- The Institute of Management Research, Seoul National University, Seoul 08826, Korea
- Correspondence:
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26
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Shkoler O, Tziner A, Vasiliu C, Ghinea CN. A Moderated-Mediation Analysis of Organizational Justice and Leader-Member Exchange: Cross-Validation With Three Sub-samples. Front Psychol 2021; 12:616476. [PMID: 34248733 PMCID: PMC8267068 DOI: 10.3389/fpsyg.2021.616476] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/12/2020] [Accepted: 05/24/2021] [Indexed: 12/02/2022] Open
Abstract
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.
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Affiliation(s)
| | - Aharon Tziner
- Schools of Business Admin, Organizational Development and Counseling, Peres Academic Center, Rehovot, Israel
- School of Business Administration, Netanya Academic College, Netanya, Israel
| | - Cristinel Vasiliu
- Faculty of Commerce and Tourism, Bucharest Academy of Economic Studies, Bucharest, Romania
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27
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Kim J, Jawahar IM, Steinheider B, Stone T, Ferrell B. Development of a Measure of Calculative Mindset (CM): Establishing a Nomological Net and Predictive Utility of the CM Measure. Psychol Rep 2021; 125:2249-2273. [PMID: 33957821 DOI: 10.1177/00332941211010245] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
A calculative mindset (CM) describes the tendency to analyze and convert qualitative social values into numeric or monetary metrics and is a predisposition that shapes behaviors and actions of the employee. CM has been manipulated in experimental studies, but it has not been investigated in field research due to the absence of a scale to measure CM. In study 1, we followed Hinkin's scale development protocol to conceptualize, develop, and validate a measure of CM to facilirate research in organizational contexts. In Study 2, we examined the relationship between CM and measures of performance, counterproductive work behavior (CWB), organizational citizenship behaviors (OCB), and in role-performance (IRP). Results from hierarchical regression analyses indicate that CM is related to these performance outcomes and explains incremental variance over established measures of the Five-Factor Model of personality. Implications for personality research, selection of human resources, and facilitation of an ethical workplace are discussed.
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Affiliation(s)
- Joongseo Kim
- Black School of Business, Penn State Erie, The Behrend College, Erie, PA, USA.,Hogan Assessment Systems, Tulsa, OK, USA
| | - I M Jawahar
- Department of Management & Quantitative Methods, Illinois State University, Normal, IL, USA.,Hogan Assessment Systems, Tulsa, OK, USA
| | - Brigitte Steinheider
- Department of Psychology, University of Oklahoma-Tulsa, Tulsa, OK, USA.,Hogan Assessment Systems, Tulsa, OK, USA
| | - Thomas Stone
- Department of Management, Oklahoma State University, Tulsa, OK, USA.,Hogan Assessment Systems, Tulsa, OK, USA
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28
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Nemteanu MS, Dabija DC. The Influence of Internal Marketing and Job Satisfaction on Task Performance and Counterproductive Work Behavior in an Emerging Market during the COVID-19 Pandemic. Int J Environ Res Public Health 2021; 18:3670. [PMID: 33915926 PMCID: PMC8037227 DOI: 10.3390/ijerph18073670] [Citation(s) in RCA: 35] [Impact Index Per Article: 11.7] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 03/05/2021] [Revised: 03/25/2021] [Accepted: 03/27/2021] [Indexed: 11/25/2022]
Abstract
To reduce the spread of the virus, authorities have imposed restrictive measures, such as limiting movement of individuals, shutting down non-essential stores, imposing a general or local quarantine, along with physical distancing and isolation of vulnerable people. Remote working has become the 'new normal' for many organizations, engendering further challenges for employees, who have started experiencing anxiety, technostress caused by digitalization and lack of social interaction, frustration, occupational burden, counterproductive work behavior, exhaustion, burnout, depersonalization, and increased turnover intention. All these factors, corroborated by prolonged restrictions, have contributed to a decrease in employee satisfaction, diminishing performance and generating a counterproductive behavior. Based on Social Exchange Theory, this research plans to investigate the influence of internal marketing on job satisfaction, task performance, and counterproductive work behavior in the context of the COVID-19 pandemic in an emerging market, namely Romania. Based on a quantitative research study among 850 employees, we show that internal marketing strongly and significantly impacts job satisfaction, while insignificantly impacting task performance and counterproductive work behavior. Job satisfaction actuates task performance in a significant and positive manner, contributing to a reduction in counterproductive work behaviors. This paper highlights the effects of internal marketing orientation on job satisfaction, and the effects of job satisfaction on job performance and counterproductive work behaviors.
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Affiliation(s)
- Marcela-Sefora Nemteanu
- Department of Marketing, Faculty of Economics and Business Administration, Babeș-Bolyai University, 400591 Cluj-Napoca, Romania
| | - Dan-Cristian Dabija
- Department of Marketing, Faculty of Economics and Business Administration, Babeș-Bolyai University, 400591 Cluj-Napoca, Romania
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29
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Lu W, Liu X, Liu S, Qin C. Job Security and Organizational Citizenship Behaviors in Chinese Hybrid Employment Context: Organizational Identification Versus Psychological Contract Breach Perspective Differences Across Employment Status. Front Psychol 2021; 12:627934. [PMID: 33732191 PMCID: PMC7959741 DOI: 10.3389/fpsyg.2021.627934] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/16/2020] [Accepted: 01/21/2021] [Indexed: 11/14/2022] Open
Abstract
The goal of the present research was to identify the mechanism through which job security exerts its different effects on organizational citizenship behaviors (OCB) among contract and permanent employees from social identity and social exchange perspectives. Our research suggests two distinct, yet related explanatory mechanisms: organizational identification and psychological contract breach, to extend the job security literature by examining whether psychological contract breach and organization identity complement each other and explaining the mechanism of different behaviors response to job security across employment status. Data were collected from 211 Chinese employees and 61 supervisory ratings of OCBs. Our results showed that relative to psychological contract breach, organizational identification plays a stronger mediating role in the association between job security and OCBs. Evidence from multi-group analyses also suggested employment status moderated the mediation mechanism of organizational identification between job security and OCB. Implications for job security and hybrid employment management are discussed.
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Affiliation(s)
- Wenzhu Lu
- South China University of Technology, School of Business Administration, Guangzhou, China
| | - Xiaolang Liu
- South China University of Technology, School of Business Administration, Guangzhou, China
| | - Shanshi Liu
- South China University of Technology, School of Business Administration, Guangzhou, China
| | - Chuanyan Qin
- South China University of Technology, School of Business Administration, Guangzhou, China
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30
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Schröder VS, Heimann AL, Ingold PV, Kleinmann M. Enhancing Personality Assessment in the Selection Context: A Study Protocol on Alternative Measures and an Extended Bandwidth of Criteria. Front Psychol 2021; 12:643690. [PMID: 33776868 PMCID: PMC7987665 DOI: 10.3389/fpsyg.2021.643690] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/18/2020] [Accepted: 02/15/2021] [Indexed: 11/13/2022] Open
Abstract
Personality traits describe dispositions influencing individuals' behavior and performance at work. However, in the context of personnel selection, the use of personality measures has continuously been questioned. To date, research in selection settings has focused uniquely on predicting task performance, missing the opportunity to exploit the potential of personality traits to predict non-task performance. Further, personality is often measured with self-report inventories, which are susceptible to self-distortion. Addressing these gaps, the planned study seeks to design new personality measures to be used in the selection context to predict a wide range of performance criteria. Specifically, we will develop a situational judgment test and a behavior description interview, both assessing Big Five personality traits and Honesty-Humility to systematically compare these new measures with traditional self-report inventories regarding their criterion-related validity to predict four performance criteria: task performance, adaptive performance, organizational citizenship behavior, and counterproductive work behavior. Data will be collected in a simulated selection procedure. Based on power analyses, we aim for 200 employed study participants, who will allow us to contact their supervisors to gather criterion data. The results of this study will shed light on the suitability of different personality measures (i.e., situational judgment tests and behavior description interviews) to predict an expanded range of performance criteria.
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Sayapina K, Botone DN. Counterproductive Work Behavior in Russian Nanotechnology Organizations. Psychol Russ 2021; 14:49-68. [PMID: 36950317 PMCID: PMC10026995 DOI: 10.11621/pir.2021.0105] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/06/2020] [Accepted: 02/09/2021] [Indexed: 11/23/2022] Open
Abstract
Background Organizational behavior plays a significant role in the effectiveness of enterprises specializing in nanotechnology. Its negative side - counterproductive work behavior (CWB) - has not been analyzed sufficiently in this industry. We evaluated different theoretical approaches to this problem. Objective To estimate the predominant forms of counterproductive work behavior in relation to dimensions such as the intensity of the nanotechnology industry, seniority in the organization, and the age and gender of the subjects. Design We used a descriptive exploratory methodology that analyzes the preponderance of counterproductive work behavior in profile companies throughout the Russian Federation. CWB was assessed through a self-report questionnaire and in-depth interview with each employee. The results were analyzed by correlation-regression analysis in SPSS. Results We found significant correlations between the variables "intensity of the nanotechnology industry within the organization", "seniority of employees within the organization", "age of employees", and the total score of CWB. Regarding the CWB dimensions, the highest average of the scores was obtained for "low level of conscientiousness" (mean = 21.75; SD = 2.9), followed closely by "low level of personal development" (mean = 20.53; SD = 3.09). Among the CWB dimensions, it seems that the conscientiousness of the employees plays a key role in the continuation of their professional activity and consequently in the increase of seniority in the organization. Conclusions A professional difficulty can be perceived as a challenge by an employee with good physical and/or psychological resilience. Russian nanotechnology companies should evaluate their approach to dealing with employees and mitigate situations that might be unnecessarily stressful. From the data obtained through the semi-structured interview, we found that what happens in a work group is essential in the emergence of CWB. Organizations need clear policies that empower employees to deal with certain work tasks and with employees who engage in specific CWB.
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Affiliation(s)
- Karina Sayapina
- Financial University under the Government of the Russian Federation, Moscow, Russia
- Corresponding author. E-mail:
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Fantinelli S. Can an Abusive Supervision Be a Predictor of Doocing? Comment on Akram, Z.; Li, Y.; Akram, U. When Employees Are Emotionally Exhausted Due to Abusive Supervision. A Conservation-of-Resources Perspective. Int. J. Environ. Res. Public Health 2019, 16, 3300. Int J Environ Res Public Health 2020; 17:E9370. [PMID: 33333721 DOI: 10.3390/ijerph17249370] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 11/27/2020] [Revised: 12/11/2020] [Accepted: 12/13/2020] [Indexed: 11/17/2022]
Abstract
Thanks to the research work of Akram and colleagues on the consequences of an abusive supervision, it is possible to hypothesize a new point of view of the doocing phenomenon. According to the authors, an abusive supervision can cause, through the interaction of some mediators and moderators, counterproductive work behaviors; this comment proposes that these behaviors can be performed also in an online context. As a consequence, a worker could be fired because of something posted on social media (doocing). Another relevant point of view concerns the great responsibility given to supervisors and management with regard to the care of job environment from an emotional point of view.
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Abstract
Counterproductive work behavior (CWB) and organizational citizenship behavior (OCB) are two seemingly opposite types of active and volitional behaviors. However, previous research on the mutual relationships between these two types of behavior has yielded inconclusive results. Such relationships are of particular interest in countries such as Poland, which is still in the process of economic and social transformation from a communist to a capitalist system. Therefore, the current study sought to re-examine the relationships between OCB and CWB in a large sample of Polish employees. One thousand and fifty-one employees were recruited from small, medium, and large Polish enterprises to take part in the study, and they completed questionnaire measures of CWB and OCB. The results showed that the overall frequencies of CWB and OCB were statistically significantly correlated. However, while some dimensions of OCB were found to be significantly negatively correlated with certain categories of CWB, one dimension of OCB was significantly positively correlated with CWB. Cluster analysis allowed for distinguishing of four subgroups of participants with different profiles of CWB and OCB, including a subgroup that exhibited equal levels of OCB and CWB and a subgroup that exhibited high levels of CWB cooccurring with increased frequencies of some dimensions of OCB. These results demonstrate that, overall, CWB and OCB are relatively independent and unrelated constructs; however, their particular dimensions may show a more complex pattern of relationships.
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Liu CE, Yuan X, Hu C, Liu T, Chen Y, He W. Work-Related Identity Discrepancy and Counterproductive Work Behavior: The Role of Emotional Exhaustion and Supervisor Incivility. Int J Environ Res Public Health 2020; 17:ijerph17165747. [PMID: 32784824 PMCID: PMC7460207 DOI: 10.3390/ijerph17165747] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 07/01/2020] [Revised: 08/01/2020] [Accepted: 08/06/2020] [Indexed: 11/24/2022]
Abstract
This research investigates the role of emotional exhaustion and supervisor incivility in explaining the relationship between work-related identity discrepancy and counterproductive work behavior. Based on resource conservation theory, our study hypothesizes a moderated mediation model that work-related identity discrepancy impacts counterproductive work behavior through emotional exhaustion, and supervisor incivility is deemed as the boundary condition in the indirect effect. Drawing on a sample of 863 employees, we found support for the moderated mediation model in which the positive relationship between work-related identity discrepancy and counterproductive work behavior was mediated by emotional exhaustion, such that the mediating relationship was strengthened for new leaders with a low level of supervisor incivility and weakened for those with high level of supervisor incivility. We further discuss the theoretical and practical implications of these findings.
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Affiliation(s)
- Chang-E Liu
- Mobile E-business Collaborative Innovation Center of Hunan Province, Key Laboratory of Hunan Province for Mobile Business Intelligence, College of Business Administration, Hunan University of Technology and Business, Changsha 410205, China;
| | - Xiao Yuan
- College of Business Administration, Hunan University of Technology and Business, Changsha 410205, China; (X.Y.); (C.H.)
| | - Chenhong Hu
- College of Business Administration, Hunan University of Technology and Business, Changsha 410205, China; (X.Y.); (C.H.)
| | - Tingting Liu
- College of Business Administration, Hunan University of Technology and Business, Changsha 410205, China; (X.Y.); (C.H.)
- Correspondence: (T.L.); (Y.C.)
| | - Yahui Chen
- School of Business and Tourism Management, Yunnan University, Kunming 650091, China
- Correspondence: (T.L.); (Y.C.)
| | - Wei He
- Scott College of Business, Indiana State University, Terre Haute, IN 47809, USA;
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Li C, Murad M, Shahzad F, Khan MAS, Ashraf SF. Dark tetrad personality traits and counterproductive work behavior among doctors in Pakistan. Int J Health Plann Manage 2020; 35:1173-1192. [PMID: 32744736 DOI: 10.1002/hpm.3025] [Citation(s) in RCA: 17] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/30/2020] [Revised: 06/01/2020] [Accepted: 06/23/2020] [Indexed: 11/21/2022] Open
Abstract
The purpose of this article is to identify the effects of dark tetrad personality traits (such as narcissism, psychopathy, Machiavellianism and sadism) on counterproductive work behavior with the mediating role of psychological contract breach and the moderating effect of political skills. Previous researches have focused on the direct effect of the dark triad to measure the counterproductive work behavior of individuals. Recently, everyday sadism has been added to the dark triad and become dark tetrad personality traits. Therefore, this study examines the dark tetrad personality traits to study counterproductive work behavior. This study applied structural equation modeling using partial least square to test the hypotheses on a sample of 400 doctors from the health sector of Pakistan. The results of this study reveal that dark tetrad has a positive and significant effect on counterproductive work behavior, and psychological contract breach significantly partially mediates in the relationship between dark tetrad and counterproductive work behavior. Furthermore, findings show that the moderating effect of political skills also positively and significantly strengthening the link between dark tetrad and the psychological contract breach. The conclusion of this study is made an innovative contribution to the Pakistan health sector, researchers and policy makers to designing the relevant practical implications.
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Affiliation(s)
- Cai Li
- School of Management, Jiangsu University, Zhenjiang, China
| | - Majid Murad
- School of Management, Jiangsu University, Zhenjiang, China.,Management Science & Engineering, School of Management, Jiangsu University, Zhenjiang, China
| | - Fakhar Shahzad
- School of Management, Jiangsu University, Zhenjiang, China
| | | | - Sheikh Farhan Ashraf
- School of Management, Jiangsu University, Zhenjiang, China.,Management Science & Engineering, School of Management, Jiangsu University, Zhenjiang, China
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36
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Rodríguez-Cifuentes F, Segura-Camacho A, García-Ael C, Topa G. The Mediating Role of Psychological Capital between Motivational Orientations and Their Organizational Consequences. Int J Environ Res Public Health 2020; 17:ijerph17134864. [PMID: 32640643 PMCID: PMC7370204 DOI: 10.3390/ijerph17134864] [Citation(s) in RCA: 11] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 05/04/2020] [Revised: 06/25/2020] [Accepted: 06/26/2020] [Indexed: 11/16/2022]
Abstract
Just as we can speak of different personality traits, it is also possible to identify distinct motivational traits, which may be related to a series of organizational consequences. In this sense, understanding how these traits are related to workers performance is fundamental. Specifically, the purpose of this study is to test the mediating role of psychological capital in the relationship between such traits and organizational citizenship behaviors and counterproductive work behaviors, which is expected to be more significant in the first case. The study was carried out using a panel design, with a sample group of Spanish employees aged over 40 (n = 741), in two waves (with a 4-month interval). The results support the hypothesis that psychological capital resources may play a mediating role in some of the relationships explored and that approach orientation traits are mainly related to a better performance, fostering organizational citizenship behaviors and diminishing counterproductive work behavior. The findings show that employees who develop their personal resources may have a positive impact on their organizations. The implications of this study for counseling practices are discussed.
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Affiliation(s)
| | - Adrián Segura-Camacho
- Department of Social, Developmental and Educational Psychology, University of Huelva, 21071 Huelva, Spain;
| | - Cristina García-Ael
- Department of Social and Organizational Psychology, National Distance Education University (UNED), 28045 Madrid, Spain;
| | - Gabriela Topa
- Department of Social and Organizational Psychology, National Distance Education University (UNED), 28045 Madrid, Spain;
- Correspondence: ; Tel.: +34-91-398-8911
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37
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Tziner A, Fein EC, Kim SK, Vasiliu C, Shkoler O. Combining Associations Between Emotional Intelligence, Work Motivation, and Organizational Justice With Counterproductive Work Behavior: A Profile Analysis via Multidimensional Scaling (PAMS) Approach. Front Psychol 2020; 11:851. [PMID: 32508710 PMCID: PMC7248301 DOI: 10.3389/fpsyg.2020.00851] [Citation(s) in RCA: 9] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/05/2019] [Accepted: 04/06/2020] [Indexed: 11/13/2022] Open
Abstract
The need for better incorporation of the construct emotional intelligence (EI) into counterproductive work behavior (CWB) research may be achieved via a unified conceptual framework. Accordingly, the purpose of this paper is to use the Profile Analysis via Multidimensional Scaling (PAMS) approach, and a conceptual framework that unifies motivational process with antecedents and outcomes, to assess differences in EI concerning a variety of constructs: organizational justice, CWB, emotional exhaustion, job satisfaction, and intrinsic motivation. Employing established scales within a framework unifying CWB, intrinsic motivation, EI, organizational justice, and outcome constructs, two EI-based profiles displayed associations with CWB based on responses from 3,293 employees. Both the first core profile, high overall justice and low emotional intelligence, and the second core profile, high emotional intelligence and low work motivation, displayed associations with interpersonal deviance and organizational deviance, as well as emotional exhaustion and job satisfaction. The results are discussed with respect to possible underlying theory and an overarching unified motivation framework that incorporates goal choice, intrinsic motivation, antecedents, and outcomes. We also provide directions for future research and implications for managers in the workplace based on heuristic conceptual frameworks that combine multiple motivational perspectives into a unified model.
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Affiliation(s)
- Aharon Tziner
- Peres Academic Center, Rehovot, Israel.,Netanya Academic College, Netanya, Israel
| | - Erich C Fein
- School of Psychology and Counselling, University of Southern Queensland, Toowoomba, QLD, Australia
| | - Se-Kang Kim
- Department of Psychology, Fordham University, New York, NY, United States
| | | | - Or Shkoler
- Netanya Academic College, Netanya, Israel
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38
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Trent JD, Barron LG, Rose MR, Carretta TR. Tailored Adaptive Personality Assessment System (TAPAS) as an indicator for counterproductive work behavior: Comparing validity in applicant, honest, and directed faking conditions. Mil Psychol 2020; 32:51-59. [PMID: 38536272 PMCID: PMC10013316 DOI: 10.1080/08995605.2019.1652481] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/10/2019] [Accepted: 06/24/2019] [Indexed: 10/25/2022]
Abstract
The predictive validity of the Tailored Adaptive Personality Assessment System (TAPAS), the U.S. Army's first computer-adaptive personality test incorporating multidimensional pairwise preference items, has been demonstrated for training performance in both the Army and Air Force. While the unique TAPAS format has been described as more resistant to applicant faking than traditional self-report personality measures, evidence regarding the magnitude of applicant score distortion on TAPAS, and how such distortion (if present) may affect reliability and validity, has been limited. To address this gap, the present study compared operational TAPAS scores of Air Force enlisted recruits (administered pre-accession to applicants) to their post-accession retest scores under honest and directed faking ("fake good") conditions (based on re-administration of TAPAS during Basic Military Training). Data are presented on the relationship of applicant pre-accession scores to their retest scores under honest conditions (a form of test-retest reliability) and the magnitude of mean score differences in applicant, honest, and directed faking conditions is documented. Further, the validity of the TAPAS as an indicator for counterproductive work behaviors (CWB) was evaluated. Results indicate that TAPAS scores are relatively stable over time and the TAPAS methodology appears to reduce score distortion. In addition, the results suggest that the validities of the TAPAS scores as CWB correlates are comparable across honest and directed faking testing conditions and generally in line with those found for traditional Likert-type self-report Big Five measures.
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Affiliation(s)
| | | | - Mark R. Rose
- Air Force Recruiting Service, Randolph AFB, Texas
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Dåderman AM, Ingelgård A, Koopmans L. Cross-cultural adaptation, from Dutch to Swedish language, of the Individual Work Performance Questionnaire. Work 2019; 65:97-109. [PMID: 31868716 DOI: 10.3233/wor-193062] [Citation(s) in RCA: 11] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Abstract
BACKGROUND There is a need for a short, self-rated, validated and reliable instrument for individual work performance suitable for generic use in the Swedish work and organizational context. The Individual Work Performance Questionnaire (IWPQ), comprising originally 47 items, was initially developed in the Netherlands, based on a four-dimensional conceptual framework, in which individual work performance consisted of task performance, contextual performance, adaptive performance, and counterproductive work behavior. During the development process, IWPQ was shortened to 18 items with three scales formally labeled as Task performance, Contextual performance, and Counterproductive work behavior (CWB), capturing three work performance types. The current version of the IWPQ, consisting of 18 items and three scales, was then translated as well as cross-culturally adapted to American-English and Indonesian contexts. OBJECTIVES To translate and adapt the current IWPQ version, consisting of 18 items, from the Dutch to the Swedish context, to assess its content validity through cognitive interviews, to apply it to a pilot group to present descriptive statistics, to calculate the questionnaire's internal consistency, as well as to clarify whether the translated items capture three or four performance types. METHODS The Dutch version of the IWPQ, consisting of 18 items, was translated into Swedish. A six-stage translation and adaptation process was used: forward translation, synthesis, back translation, harmonization, cognitive interviews, revision, and sampling and analyses of pilot data for 206 managers (149 women) from five Swedish municipalities. RESULTS IWPQ instructions, wording of a few items and one response form were slightly modified. The pilot testing showed Cronbach's alphas similar to the Dutch version of the IWPQ, ranging between 0.73 and 0.82, good mean-inter-item correlations (all above 0.36). In deciding how many factors to retain, we employed both parallel analysis (PA), and Velicer's minimum average partial (MAP) test. The number of factors to retain was, as indicated by PA, four, and by MAP, three or four. Exploratory factor analysis (principal axis factoring) revealed clearly separate factors, corresponding to four, rather than three, performance types. A new factor, roughly representing adaptive performance, comprised in the original, longer version of the IWPQ, emerged. CONCLUSIONS The Swedish version of the IWPQ was successfully translated and adapted in a pilot group of managers. Before it is used, it should be validated in a larger group of managers and in more heterogeneous groups of both white- and blue-collar workers.
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Affiliation(s)
- Anna M Dåderman
- Department of Social and Behavioural Studies, Division of Psychology, Education, and Sociology, University West, Trollhättan, Sweden
| | - Anders Ingelgård
- Department of Social and Behavioural Studies, Division of Psychology, Education, and Sociology, University West, Trollhättan, Sweden
| | - Linda Koopmans
- Sustainable Productivity & Employability, Leiden, The Netherlands
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Baka Ł. Explaining active and passive types of counterproductive work behavior: the moderation effect of bullying, the dark triad and job control. Int J Occup Med Environ Health 2019; 32:777-795. [PMID: 31625536 DOI: 10.13075/ijomeh.1896.01425] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/25/2022] Open
Abstract
OBJECTIVES Drawing on the stressor-emotion model, the study aimed to identify some predictors of the active and passive types of counterproductive work behavior (CWB). Specifically, 1) the direct effect of bullying on CWB, 2) the 2-way interaction effects of the Dark Triad (DT) and job control (JC), as well as 3) the 3-way interaction effect (DT×JC) on the bullying-CWB link were investigated. MATERIAL AND METHODS Data were collected from 659 white- and blue-collar workers. The 2- and 3-way interactional effects were analyzed by means of PROCESS macros. RESULTS The analysis showed that high bullying was directly related to high active and passive types of CWB. The 2- and 3-way interactional effects were observed but only in relation to active (not passive) CWB. Bullying was associated with active CWB when the Dark Triad and job control were high. CONCLUSIONS The study showed different ways of both types of CWB development. The findings provide further insight into processes leading to an increase in active and passive CWB. Int J Occup Med Environ Health. 2019;32(6):777-95.
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Affiliation(s)
- Łukasz Baka
- Central Institute for Labour Protection - National Research Institute, Warsaw, Poland (Department of Ergonomy, Social Psychology Laboratory)
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Akram Z, Li Y, Akram U. When Employees are Emotionally Exhausted Due to Abusive Supervision. A Conservation-of-Resources Perspective. Int J Environ Res Public Health 2019; 16:E3300. [PMID: 31500365 DOI: 10.3390/ijerph16183300] [Citation(s) in RCA: 22] [Impact Index Per Article: 4.4] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 08/06/2019] [Revised: 09/03/2019] [Accepted: 09/05/2019] [Indexed: 02/01/2023]
Abstract
This study represents an important step towards understanding why supervisors behave abusively towards their subordinates. Building on the conservation of resources theory, this study investigates the impact of abusive supervision on counterproductive work behaviors (CWBs) from a stress perspective. Furthermore, job demands play a significant moderating effect, and emotional exhaustion has a mediating effect on the relationship between abusive supervision and CWBs. A time-lagged design was utilized to collect the data and a total of 350 supervisors-subordinates’ dyads are collected from Chinese manufacturing firms. The findings indicate that subordinates’ emotional exhaustion mediates the relationship between abusive supervision and CWBs only when subordinates are involved in a high frequency of job demands. Additionally, emotional exhaustion and abusive supervision were significantly moderated by job demands. However, the extant literature has provided that abusive supervision has detrimental effects on employees work behavior. The findings of this study provide new empirical and theoretical insights into the stress perspectives. Finally, implications for managers and related theories are discussed, along with the boundaries and future opportunities of this study.
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Sverke M, Låstad L, Hellgren J, Richter A, Näswall K. A Meta-Analysis of Job Insecurity and Employee Performance: Testing Temporal Aspects, Rating Source, Welfare Regime, and Union Density as Moderators. Int J Environ Res Public Health 2019; 16:E2536. [PMID: 31315198 DOI: 10.3390/ijerph16142536] [Citation(s) in RCA: 46] [Impact Index Per Article: 9.2] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 06/27/2019] [Revised: 07/10/2019] [Accepted: 07/10/2019] [Indexed: 11/16/2022]
Abstract
Previous research has shown that job insecurity is linked to a range of performance outcomes, but the number of studies exploring this relationship is still limited and the results are somewhat mixed. The first aim of this study was to meta-analytically investigate how job insecurity is related to task performance, contextual performance, counterproductive work behavior, creativity, and safety compliance. The second aim was to test two method-related factors (cross-sectional vs. longitudinal associations and self- vs. supervisor-ratings of performance) and two macro-level indicators of social protection (social welfare regime and union density) as moderators of these associations. The results show that job insecurity was generally associated with impaired employee performance. These findings were generally similar both cross-sectionally and longitudinally and irrespective of rater. Overall, the associations between job insecurity and negative performance outcomes were weaker in welfare regimes characterized by strong social protection, whereas the results concerning union density produced mixed results. A majority of the findings confirmed the negative associations between job insecurity and types of employee performance, but future research is needed to elaborate on the effects of temporal aspects, differences between ratings sources, and further indicators of social protection in different cultural settings in the context of job insecurity.
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Yu K, Liu C, Li Y. Beyond Social Exchange: Career Adaptability Linking Work Stressors and Counterproductive Work Behavior. Front Psychol 2019; 10:1079. [PMID: 31139121 PMCID: PMC6527798 DOI: 10.3389/fpsyg.2019.01079] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/09/2018] [Accepted: 04/25/2019] [Indexed: 11/13/2022] Open
Abstract
Drawing upon career construction theory (Savickas, 2002, 2013) and the job demand-control-support model (JDCS; Johnson and Hall, 1988; Van der Doef and Maes, 1999), the present study aims to explore the adaptability resources mechanism of the relationship between work stressors and counterproductive work behavior (CWB). Two-wave data were collected from 305 employees working in the operation department of an e-commerce company. The results showed that career adaptability mediated the relationship between work stressors and CWB against both coworkers (CWB-I) and the organization (CWB-O), going above, and beyond the mediation effect of job satisfaction (i.e., an indicator of a social exchange path). Also, the association between career adaptability and CWB-O was stronger among employees who perceived a low (vs. high) level of organizational support. This study sheds light on how work stressors are related to CWBs indirectly through career adaptability. The findings also offer practical advice for organizations to prevent CWBs by developing employees’ adaptability.
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Affiliation(s)
- Kun Yu
- School of Labor and Human Resources, Renmin University of China, Beijing, China
| | - Chang Liu
- School of Labor and Human Resources, Renmin University of China, Beijing, China
| | - Yuhui Li
- School of Labor and Human Resources, Renmin University of China, Beijing, China
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Zhao J, Xiao S, Mao J, Liu W. The Buffering Effect of Machiavellianism on the Relationship Between Role Conflict and Counterproductive Work Behavior. Front Psychol 2018; 9:1776. [PMID: 30298041 PMCID: PMC6160694 DOI: 10.3389/fpsyg.2018.01776] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/16/2018] [Accepted: 09/03/2018] [Indexed: 11/21/2022] Open
Abstract
Considering the destructive effects of counterproductive work behavior (CWB) in the workplace, scholars have put much effort into revealing its antecedents. The purpose of this paper is to examine how Machiavellianism helps mitigate the effect of role conflict on CWB in China. Using data collected from three phases, this research revealed that role conflict had a positive effect on CWB via emotional exhaustion. Machiavellianism moderated the relationship between role conflict and emotional exhaustion, such that this relationship got weaker for employees with higher Machiavellianism. Furthermore, Machiavellianism moderated the relationship between role conflict and CWB via emotional exhaustion, as such, it became weaker for employees with high Machiavellianism.
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Affiliation(s)
- Jun Zhao
- School of Public Administration, Zhongnan University of Economics and Law, Wuhan, China
| | - Sufang Xiao
- School of Business Administration, Zhongnan University of Economics and Law, Wuhan, China
| | - Jianghua Mao
- School of Business Administration, Zhongnan University of Economics and Law, Wuhan, China
| | - Wenxing Liu
- School of Business Administration, Zhongnan University of Economics and Law, Wuhan, China
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45
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Li S, Chen Y. The Relationship Between Psychological Contract Breach and Employees' Counterproductive Work Behaviors: The Mediating Effect of Organizational Cynicism and Work Alienation. Front Psychol 2018; 9:1273. [PMID: 30100888 PMCID: PMC6072872 DOI: 10.3389/fpsyg.2018.01273] [Citation(s) in RCA: 41] [Impact Index Per Article: 6.8] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/22/2018] [Accepted: 07/03/2018] [Indexed: 11/13/2022] Open
Abstract
Psychological contract breach (PCB) may trigger negative attitudes in employees and ultimately cause further negative behaviors. By drawing on social exchange theory, this study aims to explore the link between PCB and counterproductive work behavior (CWB) by focusing on the mediating role of organizational cynicism and work alienation. We administered a cross-sectional survey of 484 energy company front-line employees. The conceptual model was examined via structural equation modeling. The results suggested that organizational cynicism and work alienation sequentially mediated the relationship between PCB and CWB. This study elucidated the mechanisms underlying the relationship between PCB and CWB by introducing negative attitudes (i.e., organizational cynicism and work alienation) into the model, and offered further evidence that organizations should pay more attention to employees’ PCB and negative attitudes in order to reduce their CWB.
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Affiliation(s)
- Shuang Li
- School of Management, China University of Mining and Technology, Xuzhou, China
| | - Yang Chen
- School of Management, China University of Mining and Technology, Xuzhou, China
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46
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González-Navarro P, Zurriaga-Llorens R, Tosin Olateju A, Llinares-Insa LI. Envy and Counterproductive Work Behavior: The Moderation Role of Leadership in Public and Private Organizations. Int J Environ Res Public Health 2018; 15:ijerph15071455. [PMID: 29996531 PMCID: PMC6068656 DOI: 10.3390/ijerph15071455] [Citation(s) in RCA: 23] [Impact Index Per Article: 3.8] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 05/22/2018] [Revised: 06/21/2018] [Accepted: 07/05/2018] [Indexed: 12/02/2022]
Abstract
Envy is a frequent emotion in work contexts where there is strong competition for resources and the leader is the person who manages them. When employees feel envy, they are likely to use counterproductive work behaviors (CWB), but the use of these behaviors may differ depending on the organization’s ownership. The goal of this study is to develop and test a model for the moderating role of Leader Member Exchange (LMX) in the relationship between envy and CWB in public and private organizations. The study design was cross-sectional. Data were collected from 225 Spanish employees in public and private organizations and analyzed using Path Analysis techniques. Results showed that envy was positively related to CWB, and that LMX was a significant moderator in the relationship between envy and CWB in public organizations, but not in private ones. However, this relationship is positive with high LMX, but less than in subjects with low LMX. Findings provide empirical support for the hypothesized conceptual model. This study is one of the first to explore LMX as a moderator of the relationship between envy and CWB. Thus, this study adds value to previous social exchange studies on LMX by integrating emotion research into the context of an exchange-based relationship. Our findings lead to several practical implications for creating healthy organizations.
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Affiliation(s)
- Pilar González-Navarro
- Research Institute of Personnel Psychology, Organizational Development and Quality of Working Life (IDOCAL), University of Valencia, Valencia 46010, Spain.
| | - Rosario Zurriaga-Llorens
- Research Institute of Personnel Psychology, Organizational Development and Quality of Working Life (IDOCAL), University of Valencia, Valencia 46010, Spain.
| | - Adekunle Tosin Olateju
- Department of Psychology, College of Science, University of Canterbury, Canterbury 8041, New Zealand.
| | - Lucía I Llinares-Insa
- Department of Social Psychology, Faculty of Psychology, University of Valencia, Valencia 46010, Spain.
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Baloch MA, Meng F, Xu Z, Cepeda-Carrion I, Danish, Bari MW. Dark Triad, Perceptions of Organizational Politics and Counterproductive Work Behaviors: The Moderating Effect of Political Skills. Front Psychol 2017; 8:1972. [PMID: 29167654 PMCID: PMC5682558 DOI: 10.3389/fpsyg.2017.01972] [Citation(s) in RCA: 35] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/05/2017] [Accepted: 10/26/2017] [Indexed: 11/19/2022] Open
Abstract
The aim of this work focuses on the relationship among the Dark Triad (psychopathy, narcissism, and Machiavellianism), perceptions of organizational politics, political skills, and counterproductive work behavior. This study empirically tests the mediating role of perceptions of organizational politics in the relationship between the Dark Triad and counterproductive work behavior. Furthermore, the study investigates the moderating role of political skills in strengthening the link between the Dark Triad and the perceptions of organizational politics. A sample of 149 participants was randomly selected. To analyze the data of the present work, we employed a structural equation model using partial least square and PROCESS. From empirical findings, we imply an inference that perception of organizational politics partially mediates the Dark Triad's influence on the counterproductive work behavior. Moreover, the results identify the moderating role of political skills in strengthening the link between the Dark Triad and the perceptions of organizational politics. Empirical findings suggest important policy implications for the hospitality industry.
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Affiliation(s)
- Muhammad A Baloch
- School of Management and Economics, Beijing Institute of Technology, Beijing, China
| | - Fanchen Meng
- School of Management and Economics, Beijing Institute of Technology, Beijing, China
| | - Zefeng Xu
- School of Management and Economics, Beijing Institute of Technology, Beijing, China
| | | | - Danish
- School of Management and Economics, Beijing Institute of Technology, Beijing, China.,Center for Energy and Environmental Policy Research, Beijing Institute of Technology, Beijing, China
| | - Muhammad W Bari
- Department of Business Administration, Government College University Faisalabad, Faisalabad, Pakistan
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Ceschi A, Sartori R, Dickert S, Costantini A. Grit or Honesty-Humility? New Insights into the Moderating Role of Personality between the Health Impairment Process and Counterproductive Work Behavior. Front Psychol 2016; 7:1799. [PMID: 28018250 PMCID: PMC5147463 DOI: 10.3389/fpsyg.2016.01799] [Citation(s) in RCA: 49] [Impact Index Per Article: 6.1] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/13/2016] [Accepted: 11/01/2016] [Indexed: 11/13/2022] Open
Abstract
It is acknowledged that chronic job demands may be depleting workers’ stamina resulting in burnout conditions and ultimately causing further health problems. This relation, known as health impairment process, has recently been considered as a possible explanation for the emergence of counterproductive work behavior (CWB). The present work aims to examine the role of two personality traits (i.e., Grit and Honesty-Humility) in this process. The results, based on a sample of 208 private service sector employees, confirm the presence of a fully mediated process and show how Honesty-Humility positively moderates the relationship between job demands and exhaustion, whereas Grit has a negative effect on the relation between exhaustion and CWB. Implications for assessment procedure and hiring decisions are discussed.
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Affiliation(s)
- Andrea Ceschi
- Department of Human Sciences, University of Verona Verona, Italy
| | - Riccardo Sartori
- Department of Human Sciences, University of Verona Verona, Italy
| | - Stephan Dickert
- School of Business and Management, Queen Mary University of London London, UK
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49
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Abstract
CONTEXT Aggression and negative affectivity (NA) are known for moderating relationship between job stressors and counterproductive work behavior. Yoga has been demonstrated earlier to reduce the parameters of aggression and negative emotions. AIM The present study examined the effectiveness of yoga practices in reducing counterproductive work behavior and its predictors such as aggression and NA. SETTINGS AND DESIGN A pretest-posttest randomized controlled design. MATERIALS AND METHODS The study sample included yoga group (n = 80) and control group (n = 80). Yoga module that included asanas, pranayama, meditation, and yogic theory were taught to the yoga group. Mild to moderate physical exercises and management theories were taught to the control group. Both groups received intervention for 10 weeks, covering 1 h daily, 5 days a week. Measurements of self-reported counterproductive work behaviors, aggression, and NA were taken as baseline and postintervention for assessment. RESULTS Yoga group reported significant reductions in aggression, NA, and counterproductive work behavior in comparison with the control group after 10 weeks. CONCLUSIONS This study contributes by introducing a cost-effective way to prevent the heavy losses organizations are incurring due to counterproductive work behavior and its predictors. The findings support that yoga at workplace may result in positive psychological empowerment of the employees as well.
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Affiliation(s)
- Umesh Dwivedi
- Department of Yoga and Management Studies, Swami Vivekananda Yoga Anusandhana Samsthana University, Bengaluru, Karnataka, India
| | - Sony Kumari
- Department of Yoga and Management Studies, Swami Vivekananda Yoga Anusandhana Samsthana University, Bengaluru, Karnataka, India
| | - H R Nagendra
- Department of Yoga and Management Studies, Swami Vivekananda Yoga Anusandhana Samsthana University, Bengaluru, Karnataka, India
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50
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Abstract
Counterproductive work behavior (CWB) has long been recognized as a broad spectrum of job behaviors and its link with negative affectivity and hostile behaviors. It is a major concern practically for all organizations. Repeated exposure to workplace stressor can result in a strain, an outcome of the job stress process that can be psychological, physical, or behavioral in nature, leading to CWBs. Yoga is a technique that brings an improvement on mental and physical level by means of posture, breathing control methods, and silencing the mind through meditation. Though yoga has received less scientific consideration, there has been a significant growth in the study of yoga in the healthy population. Mindfulness and self-control practices like yoga encourage individuals to be aware and accept their aggression linked thoughts and emotions simply as a short-lived state rather than to control them. The positive effects of yoga on the improvement of personality traits are already proven. This paper introduces a simple model of cost-effective, trials of yoga intervention at the workplace which could result in the twin benefits of substantial savings from losses for the employers by reducing the CWB and health improvements for the employees by reducing the negative affectivity and aggression. Internet databases such as PubMed, Google Scholar, and APA PsycNET were accessed. The available data were systematically reviewed in a structured manner and analyzed.
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Affiliation(s)
- Umesh C Dwivedi
- Department of Yoga and Management Studies, Swami Vivekananda Yoga Anusandhana Samsthana University, Bengaluru, Karnataka, India
| | - Sony Kumari
- Department of Yoga and Management Studies, Swami Vivekananda Yoga Anusandhana Samsthana University, Bengaluru, Karnataka, India
| | - H R Nagendra
- Department of Yoga and Management Studies, Swami Vivekananda Yoga Anusandhana Samsthana University, Bengaluru, Karnataka, India
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