scholarly journals Counterproductive Work Behavior in Russian Nanotechnology Organizations

2021 ◽  
Vol 14 (1) ◽  
pp. 49-68
Author(s):  
Karina Sayapina ◽  
Daniela N. Botone
Keyword(s):  
Organizational Behavior ◽  
Counterproductive Work Behavior ◽  
Structured Interview ◽  
Work Behavior ◽  
Self Report ◽  
Professional Activity ◽  
Psychological Resilience ◽  
Low Level ◽  
Theoretical Approaches ◽  
Nanotechnology Industry

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. Conclusion. 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.

Workplace Incivility as Low-Level Violence

2017 ◽  
pp. 776-802
Author(s):  
Eyyüb Ensari Cicerali ◽  
Lütfiye Kaya Cicerali
Keyword(s):  
Counterproductive Work Behavior ◽  
Measurement Methods ◽  
Workplace Incivility ◽  
Work Behavior ◽  
Empirical Methods ◽  
Low Level ◽  
The Usa ◽  
Basic Level

This chapter intends to inform the readers about workplace incivility, which is being rude to one's colleagues, with no apparent intention to harm. It is regarded as the basic level of counterproductive work behavior that might be tremendously injurious to an organization and its members. Not greeting subordinates, making sarcastic grimaces while talking with a coworker, and spreading rumors about the supervisor are few examples to incivility. The progenitors of workplace incivility research are two prominent organizational scientists from the USA, Lynne Andersson and Christine Pearson. They coined this term and published about this concept in a 1999 article. In the 17 years since its introduction, lots of researchers from different countries published about diverse aspects of incivility, its antecedents, consequences, measurement methods and interventions. Since incivility researchers tested myriad theories mainly from psychology, health, and criminology disciplines using both experimental and empirical methods, currently there is a huge accumulation of data.

Workplace Incivility as Low-Level Violence

2017 ◽  
pp. 155-180
Author(s):  
Eyyüb Ensari Cicerali ◽  
Lütfiye Kaya Cicerali
Keyword(s):  
Counterproductive Work Behavior ◽  
Measurement Methods ◽  
Workplace Incivility ◽  
Work Behavior ◽  
Empirical Methods ◽  
Low Level ◽  
The Usa ◽  
Basic Level

This chapter intends to inform the readers about workplace incivility, which is being rude to one's colleagues, with no apparent intention to harm. It is regarded as the basic level of counterproductive work behavior that might be tremendously injurious to an organization and its members. Not greeting subordinates, making sarcastic grimaces while talking with a coworker, and spreading rumors about the supervisor are few examples to incivility. The progenitors of workplace incivility research are two prominent organizational scientists from the USA, Lynne Andersson and Christine Pearson. They coined this term and published about this concept in a 1999 article. In the 17 years since its introduction, lots of researchers from different countries published about diverse aspects of incivility, its antecedents, consequences, measurement methods and interventions. Since incivility researchers tested myriad theories mainly from psychology, health, and criminology disciplines using both experimental and empirical methods, currently there is a huge accumulation of data.

scholarly journals Specificity of psychological readiness for changes and psychological resilience in the employees of the State Criminal-Executive Service of Ukraine

2018 ◽  
Vol 71 (4) ◽  
pp. 118-125
Author(s):  
O. V. Mitroshkina
Keyword(s):  
The State ◽  
Readiness For Change ◽  
Survey Method ◽  
Professional Activity ◽  
Psychological Resilience ◽  
Low Level ◽  
Professional Activities ◽  
High Level ◽  
Level Group ◽  
Different Levels

The work focuses on the study of psychological readiness for change and psychological resilience among employees of the State Criminal-Executive Service of Ukraine. It is shown that in the conditions of reforming, readiness for changes is a psychological condition for successful professional activity and personal self-realization of the staff of the criminal executive service. The content of the concept of “psychological readiness” and “psychological readiness for change” is disclosed, the purposefulness of the study of psychological resilience as one of the factors of psychological readiness for change is substantiated. The purpose of the study was to identify the features of the functioning of psychological readiness for changes in the context of psychological resilience of employees of the State Criminal-Executive Service of Ukraine. The PCRS (Change Personal Readiness Survey) method created by A. Rolnic, S. Heather, M. Gold, C. Hull (translation and adaptation by N. A. Bazhanova and G. L. Bardier) and questionnaire of human resilience (O. O. Rylska) were applied to solve empirical problems. The subjects were employees of the State Criminal-Executive Service of Ukraine, who were divided into groups according to the level of psychological readiness for change. The first group consisted of subjects with a high level of readiness for change, the second – with a low level. The scientific novelty of the research is determined by the fact that, for the first time, the features of psychological resilience in workers of the Criminal Executive Service of Ukraine in the context of psychological readiness for changes were established. It was found that the employees of the Criminal-Executive Service with a high level of psychological readiness for change are distinguished by the greater severity of psychological resilience components, such as adaptation and self-development. It is proved that the groups of employees of the Criminal-Executive Service with different levels of psychological readiness for change show differences in the structure of interrelationships between the components of psychological readiness for change and the components of psychological resilience. In both groups, the growth of psychological resilience on the whole is accompanied by a facilitation of psychological readiness for change. At the same time, in the group with high level of psychological readiness for change, there are almost twice as many interconnections between these phenomena, which indicate a more active interaction between them in this group, in contrast to the low-level group in which this interaction is rather limited. The obtained results allow us to conclude that the subjects with different levels of psychological readiness for change demonstrate differences both in the indicators of psychological resilience and in the structure of interrelations between the components of psychological readiness for change and psychological resilience. Less pronouncedness of a number of components of psychological readiness for change and a certain deficiency of its interaction with psychological resilience can hinder both the successful professional activity of low-level group and their optimal functioning in the personality’s sense. The results obtained in the study can be used to develop programs for psychological support of the professional activities of the staff of the Criminal-Executive Service at the stage of its reformation.

PENGARUH GAYA BERPIKIR, INTEGRITAS DAN USIA PADA PERILAKU KERJA YANG KONTRAPRODUKTIF

2012 ◽  
Vol 1 (1) ◽  
Author(s):  
Mira Permatasari
Keyword(s):  
Moral Identity ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Self Report

Penelitian ini ingin mengetahui pengaruh gaya berpikir (cognitive-experiential selftheory/ CEST), integritas (theory of moral identity) dan usia pada perilaku kerja yang kontraproduktif (counterproductive work behavior / CWB). Menggunakan desain penelitian between subject dengan sampel 122 pekerja dewasa muda dan 68 pekerja dewasa madya. Alat ukur menggunakan rational experiential inventory (REI) untuk gaya berpikir dan kuesioner self-report untuk perilaku kerja yang kontraproduktif dan integritas. Hasil menunjukkan bahwa integritas dan usia mempengaruhi perilaku kontraproduktif. Sedang tipe gaya berpikir yang berinteraksi dengan integritas dalam mempengaruhi perilaku kerja yang kontraproduktif adalah tipe gaya berpikir high-rational high-experiential

scholarly journals Pengaruh gaya berpikir, integritas dan usia pada perilaku kerja yang kontraproduktif

10.24854/jpu5 ◽  
2020 ◽  
Vol 1 (1) ◽  
pp. 75-88
Author(s):  
Mira Permatasari
Keyword(s):  
Moral Identity ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Self Report

Penelitian ini ingin mengetahui pengaruh gaya berpikir (cognitive-experiential self-theory/CEST), integritas (theory of moral identity) dan usia pada perilaku kerja yang kontraproduktif (counterproductive work behavior / CWB). Menggunakan desain penelitian between subject dengan sampel 122 pekerja dewasa muda dan 68 pekerja dewasa madya. Alat ukur menggunakan rational experiential inventory (REI) untuk gaya berpikir dan kuesioner self-report untuk perilaku kerja yang kontraproduktif dan integritas. Hasil menunjukkan bahwa integritas dan usia mempengaruhi perilaku kontraproduktif. Sedang tipe gaya berpikir yang berinteraksi dengan integritas dalam mempengaruhi perilaku kerja yang kontraproduktif adalah tipe gaya berpikir high-rational high-experiential.

Emotional intelligence-counterproductive work behavior relation: Does EI have a "dark side"?

2008 ◽  
Author(s):  
Amanda Poole ◽  
Julie Carswell ◽  
Rhys Lewis ◽  
Deborah Powell ◽  
Bernd Marcus
Keyword(s):  
Emotional Intelligence ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Dark Side
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