Are they among us? A conceptual framework of the relationship between the dark triad personality and counterproductive work behaviors (CWBs)

2016 ◽  
Vol 26 (1) ◽  
pp. 69-85 ◽  
Author(s):  
Aaron Cohen
Keyword(s):  
Conceptual Framework ◽  
Dark Triad ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
The Relationship

Counterproductive Work Behaviors, Confucian Values, and Production Deviance: the Mediating Effect of Job Satisfaction

2012 ◽  
Vol 40 (6) ◽  
pp. 1045-1056 ◽  
Author(s):  
Xiao-Wei Guo
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Negative Impact ◽  
Mediating Effect ◽  
Counterproductive Work Behaviors ◽  
Equation Modeling ◽  
Work Behaviors ◽  
Production Deviance ◽  
Confucian Values ◽  
The Relationship

Production deviance is 1 of 5 dimensions of counterproductive work behaviors (CWB). Based on data collected from 362 employees of Chinese enterprises, I examined the predictive effect of Confucian values on production deviance and the mediating effect of job satisfaction on the relationship between Confucian values and production deviance using structural equation modeling. I analyzed 3 factors of production deviance: work sabotage, slackness, and withdrawal. Confucian values were found to have a significant negative impact on these factors. Furthermore, job satisfaction was found to partially mediate the relationship between Confucian values slackness and withdrawal, but not work sabotage.

scholarly journals Workplace Ostracism and Counterproductive Work Behaviors: The Chain Mediating Role of Anger and Turnover Intention

2021 ◽  
Vol 12 ◽  
Author(s):  
Yingge Zhu ◽  
Denghao Zhang
Keyword(s):  
Turnover Intention ◽  
Anger Expression ◽  
Mediating Effect ◽  
Counterproductive Work Behaviors ◽  
Trait Anger ◽  
Work Behaviors ◽  
Mediating Role ◽  
Workplace Ostracism ◽  
The Relationship

This study aims to explore the mediating effect of anger and turnover intention on the relationship between workplace ostracism and counterproductive work behaviors. A two-stage follow-up survey of 426 employees born after 1990 was conducted using the Workplace Ostracism Scale, Counterproductive Work Behaviors Scale, Trait Anger subscale of the State-Trait Anger Expression Inventory, and Turnover Intention Scale. Workplace ostracism was found to be significantly positively correlated with anger, turnover intention, and counterproductive work behaviors. Furthermore, anger and turnover intention both separately and serially mediated the relationship between workplace ostracism and counterproductive work behaviors. This study confirms the chain mediating effect of anger and turnover intention on the relationship between workplace ostracism and counterproductive work behaviors.

Altered States or Much to Do About Nothing? A Study of When Cannabis Is Used in Relation to the Impact It Has on Performance

2020 ◽  
Vol 45 (4) ◽  
pp. 459-478
Author(s):  
Jeremy B. Bernerth ◽  
H. Jack Walker
Keyword(s):  
Cannabis Use ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Altered States ◽  
Workplace Performance ◽  
Governmental Agencies ◽  
Using Data ◽  
National Governments ◽  
The Impact ◽  
The Relationship

As more local, state, and national governments change laws regarding the legality of cannabis use, it is essential for organizations to understand how the workplace may be influenced by these changes. The current study begins to answer this question by examining the relationship between three temporal-based cannabis measures and five forms of workplace performance. Using data from 281 employees and their direct supervisors, our results indicate that cannabis use before and during work negatively relate to task performance, organization-aimed citizenship behaviors, and two forms of counterproductive work behaviors. At the same time, after-work cannabis use was not related (positively or negatively) to any form of performance as rated by the user’s direct supervisor. We discuss methodological, theoretical, and practical implications for researchers, organizations, and governmental agencies concerned with cannabis use.

When and why organizational cynicism leads to CWBs

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Saima Naseer ◽  
Usman Raja ◽  
Fauzia Syed ◽  
Muhammad Usman Anwar Baig
Keyword(s):  
Emotional Exhaustion ◽  
Service Industry ◽  
Psychological Capital ◽  
Counterproductive Work Behaviors ◽  
Future Research ◽  
Conservation Of Resources ◽  
Work Behaviors ◽  
Content Type ◽  
Organizational Cynicism ◽  
The Relationship

PurposeUsing conservation of resources theory (COR), the authors test the combined effects of cynicism and psychological capital on counterproductive work behaviors (CWBs) mediated through emotional exhaustion.Design/methodology/approachThe authors use a time-lagged independent source sample (N = 181) consisting of employee–peer dyads from service industry in Pakistan.FindingsModerated mediated regression analyses indicated that emotional exhaustion mediates the relationship between organizational cynicism and counterproductive work behaviors. Psychological capital moderates the relationship between organizational cynicism and emotional exhaustion such that organizational cynicism is positively related to exhaustion when psychological capital is low. Furthermore, conditional indirect effects show that emotional exhaustion mediates the relationship between organizational cynicism and counterproductive work behaviors only when employees' psychological capital is low.Originality/valueThe study suggests new mechanisms and boundary conditions through which cynicism triggers CWBs. The authors discuss the implications of the study’s findings and suggest possible directions for future research.

scholarly journals Interactional Justice and Counterproductive Work Behaviors: The Mediating Role of Negative Emotions

2012 ◽  
Vol 40 (8) ◽  
pp. 1341-1355 ◽  
Author(s):  
Jeanne Le Roy ◽  
Marina Bastounis ◽  
Jale Minibas -Poussard
Keyword(s):  
Cognitive Theory ◽  
Negative Emotions ◽  
Interactional Justice ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Insurance Company ◽  
Mediation Effects ◽  
Informational Justice ◽  
Mediating Role ◽  
The Relationship

Perceptions of interactional justice have been shown to explain why employees engage in counterproductive work behaviors (CWB; Bies, 2005). However, the processes involved in this relationship have yet to be clarified. In this study, we drew on the cognitive theory of emotions and extended work published on the mediating role in this relationship (Fox & Spector, 1999) by conducting a survey with insurance company employees (N = 187). Data analyses confirmed that CWB are significantly predicted by both low perceived interactional justice and negative emotions. In addition, 2 significant mediation effects were observed: (a) perceived anger mediates the relationship between low perceived interpersonal justice and active CWB, and (b) perceived fear mediates the relationship between low perceived informational justice and passive CWB. The theoretical and organizational implications of these findings are discussed.

scholarly journals The relationship between personality, organizational and interpersonal counterproductive work challenges in industry 4.0

2020 ◽  
pp. 577-592
Keyword(s):  
Personality Traits ◽  
Industry 4.0 ◽  
Structural Equation ◽  
Counterproductive Work Behaviors ◽  
Equation Modeling ◽  
Special Importance ◽  
Work Behaviors ◽  
Professional Characteristics ◽  
European Economies ◽  
The Relationship

The current study is related to the empirical gap on the relation between personality traits and counterproductive behavior, which is especially important for literature concerning Central and Eastern post-transformation economies. Therefore, the main empirical goal of the article is to determine how the personality traits (Extraversion, Neuroticism, Conscientiousness, Agreeableness, and Openness to experience) influence the extent of organizational and interpersonal counterproductive work behaviors (CWB; CWB-O; CWB-I) and how this relation is moderated by the demographic and professional characteristics of employees (sex, age, seniority or type of work). The research objectives were met using a survey conducted in April 2020 among 454 professionally active people in Poland. Structural equation modeling (SEM) was applied to analyze the empirical data. The proposed theoretical model was intended to determine how particular types of personality impact CWB. Based on the empirical results, we determined that personality traits strongly affect counterproductive work behaviors. The strongest predictors of organizational CWB proved to be Conscientiousness (negative relation) and Agreeableness (positive relation). There was no direct effect of personality traits on CWB-I. Moreover, the relationship between personality traits and CWB-O/I was significantly moderated by the demographic and professional characteristics of employees (sex, age, seniority, or type of work). The discussed result is reached based only on Polish employees' sample, which can be considered its important limitation. However, it still contributes significantly to international behavioral economics literature in the field. Due to many institutional characteristics and similar social context, the conclusions can be generalized and attributed at least for other Central European economies which are at the same level of development and which are characterized by many social and cultural similarities. From the practical perspective, the obtained results can be of special importance for human resource management in the reality of Industry 4.0 challenges.

scholarly journals Uniformed service officers’ age as a variable differentiating the perception of counterproductive work behaviors

1970 ◽  
Vol 14 (2) ◽  
pp. 205-219
Author(s):  
Anna Szeliga-Duchnowska ◽  
Mirosława Szewczyk
Keyword(s):  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Survey Questionnaire ◽  
Counterproductive Behaviors ◽  
The Relationship ◽  
Adam Mickiewicz

Szeliga-Duchnowska Anna, Szewczyk Mirosława, Uniformedservice officers’ age as a variable differentiatingthe perception of counterproductive work behaviors. „Kultura– Społeczeństwo – Edukacja” nr 2(14) 2018, Poznań2018, pp. 205–219, Adam Mickiewicz University Press.ISSN 2300-0422. DOI 10.14746/kse.2018.14.15.At the foundation of this research lies the belief that theage can directly differentiate the perception of counterproductivework behaviors. The aim of the article is toidentify and present the relationship between age andthe perception of counterproductive work behaviors. Thesurvey research was carried out in June 2017, with theuse of Internet-based survey questionnaire (CAWI). Therewere altogether 198 officers examined. The results confirmthe existence of variety counterproductive behaviors accordingto the classification proposed by P.E. Spector. Theanalysis results confirm the appearance of dependence betweenthe age of officers and their perception of counterproductivebehaviors. The conclusions which come fromthe research can have significant implications to superiorsin the scope of prophylactic actions aimed against counterproductivebehaviors.

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