أثر موضع السيطرة وجودة العلاقة في سلوك العمل المنحرف من خلال الثقة في القائد والتمكين النفسي : دراسة تطبيقية على العاملين في مستشفيات البصرة الحكومية = The Impact of Locus of Control and Relationship Quality in Counterproductive Work Behavior through Trust in the Leader and Psychological Empowerment : An Empirical Study on Workers in Public Hospitals in Basra

2017 ◽  
Vol 13 (2) ◽  
pp. 201-231 ◽  
Author(s):  
هادي عبد الوهاب الأبرو ◽  
الحمزة مالك النور
Keyword(s):  
Locus Of Control ◽  
Empirical Study ◽  
Relationship Quality ◽  
Psychological Empowerment ◽  
Counterproductive Work Behavior ◽  
Public Hospitals ◽  
Work Behavior ◽  
The Impact

scholarly journals The Impact of the Quality of Interpersonal Relationships between Employees on Counterproductive Work Behavior: A Study of Employees in Poland

2019 ◽  
Vol 11 (21) ◽  
pp. 5916
Author(s):  
Dawid Szostek
Keyword(s):  
Relationship Quality ◽  
Interpersonal Relationships ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Equation Modeling ◽  
Length Of Service ◽  
Counterproductive Behavior ◽  
The Impact ◽  
Demographic Features

The purpose of the article is to determine how the quality of interpersonal relationships at work (QIRW) affects the extent of counterproductive work behavior (CWB), and whether this impact is moderated by employees’ demographic features (education, age, sex, length of service and type of work). These questions are particularly important for organizations that want to function sustainably, because counterproductive behavior also includes wasting resources, polluting the environment and using environmentally unfriendly products. The research objectives were met using a survey conducted in 2018 among 1488 professionally active people in Poland. Structural equation modeling (SEM) was used to analyze the empirical data. The proposed theoretical model was intended to determine how particular categories of relationship quality affect dimensions of CWB (which included taking into account employees’ aforementioned demographic features). I determined that relationship quality has an inverse relationship with counterproductive behavior of employees (the higher the quality, the lower the propensity for CWB), but there are also many paradoxes that I discuss in detail. Moreover, this impact is significantly moderated by employees’ demographic features (mainly education, type of work, length of service and sex). I also discuss the theoretical contributions, practical implications and limitations of this study, and directions for future research.

scholarly journals The Impact of Transformational Leadership Effects on Innovative Work Behavior by the Moderating Role of Psychological Empowerment

2019 ◽  
Vol 8 ◽  
pp. 925-938 ◽  
Author(s):  
Arif Md. Khan ◽  
Amer Hamzah Bin Jantan ◽  
Lailawati Binti Mohd Salleh ◽  
Zuraina Dato’ Mansor ◽  
Md Asadul Islam ◽  
...  
Keyword(s):  
Transformational Leadership ◽  
Psychological Empowerment ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
The Impact ◽  
Moderating Role

scholarly journals The effect of transformational leadership on innovative work behavior with moderating role of internal locus of control and psychological empowerment

2021 ◽  
pp. 1267-1276 ◽  
Author(s):  
Qing Zhang ◽  
Abdul Rashid Abdullah ◽  
Dalowar Hossan ◽  
Zongxiang Hou
Keyword(s):  
Transformational Leadership ◽  
Locus Of Control ◽  
Psychological Empowerment ◽  
Work Behavior ◽  
Path Coefficient ◽  
Innovative Work Behavior ◽  
Internal Locus ◽  
Internal Locus Of Control ◽  
Innovative Work ◽  
Moderating Role

The current study examined the effect of the style of transformational leadership on innovative work behavior as well as the internal locus of control’s moderating role and psychological empowerment between the relationships of them. We collected data from 422 respondents who are related to family business in Malaysia. Path coefficient analysis was employed to test the hypotheses and SPSS software was used for analyzing descriptive data. The results showed that transformational leadership style, psychological empowerment and internal locus of control have affirmative relationship and significant impact on innovative work behavior. Finally, psychological empowerment and internal locus of control were not found to have moderating effect between innovative work behavior and the style of transformational leadership.

The impact of brand logo identification and brand logo benefit on Indonesian consumers’ relationship quality

2015 ◽  
Vol 7 (3) ◽  
pp. 237-252 ◽  
Author(s):  
Arnold Japutra ◽  
Keni Keni ◽  
Bang Nguyen
Keyword(s):  
Structural Equation Modeling ◽  
Empirical Study ◽  
Relationship Quality ◽  
Survey Data ◽  
Structural Equation ◽  
Design Methodology ◽  
Equation Modeling ◽  
Content Type ◽  
The Impact

Purpose – The purpose of this paper is to examine the relationships between brand logo identification and brand logo benefit on Indonesian consumers’ relationship quality. Design/methodology/approach – This study utilizes survey data in Indonesia and structural equation modeling. In total, 282 participants responded to the survey. Findings – Brand logo benefit predicts all three relationship quality constructs, whereas brand logo identification only predicts satisfaction and trust. Out of the two, brand logo benefit is a better predictor of satisfaction, trust, and commitment. Originality/value – This is a first empirical study to examine brand logo identification and brand logo benefit on Indonesian consumer’s relationship quality. In addition, this is the first study to investigate the link between brand logo benefit with satisfaction and trust.

scholarly journals PENGARUH KEADILAN ORGANISASIONAL DAN PEMBERDAYAAN PSIKOLOGIS TERHADAP COUNTERPRODUCTIVE WORK BEHAVIOR KARYAWAN PADA HOTEL MERCURE SANUR

2020 ◽  
Vol 9 (6) ◽  
pp. 2288
Author(s):  
Kadek Krisna Permana Putra ◽  
Putu Saroyeni Piartrini
Keyword(s):  
Organizational Justice ◽  
Social Exchange ◽  
Organizational Citizenship Behavior ◽  
Social Exchange Theory ◽  
Psychological Empowerment ◽  
Linear Regression Analysis ◽  
Counterproductive Work Behavior ◽  
Multiple Linear Regression Analysis ◽  
Work Behavior ◽  
Citizenship Behavior

This research purpose to analyze the influence of organizational justice and psychological empowerment on the counterproductive work behavior of employees at Mercure Hotel Sanur, Bali. The theoretical basis used in this research is the Social Exchange Theory, because this theory can explain the relationship between organizational citizenship behavior and counterproductive work behavior and the influence of organizational justice, job satisfaction, organizational commitment, and psychological empowerment. The population in this research were 152 permanent employees at Mercure Hotel Sanur. The sample used in this study was 110 employees at Mercure Sanur Hotel, which has 5 criteria as follows: age, gender, last education, years of service and job titles. This research only uses the Slovin formula as a formula in determining the number of samples to be used, due to the limited time to meet so only who can fill it. The analysis technique used is multiple linear regression analysis. The analysis showed that organizational justice and psychological empowerment had a positive and significant effect on the counterproductive work behavior of employees at Mercure Sanur Hotel. Keywords: organizational justice, psychological empowerment, counterproductive work behavior

scholarly journals Effect of Employee Oriented Human Resource Management Practices on Counterproductive Work Behaviors

2019 ◽  
Vol 5 (2) ◽  
pp. 23-41
Author(s):  
Zelalem Gebretsadik Estifo ◽  
Luo Fan ◽  
Naveed Ahmad Faraz
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
The Impact

This research investigated the link between employee-orientated human resource management (EOHRM) counterproductive work behaviors targeted at individual members and organization in Ethiopia. Relaying on social exchange theory, organizational support theory, signaling theory, and relevant literature we examined how employee-oriented HRM practice affects counterproductive work behaviors by using perceived organizational support as a mediator. Data had been obtained from 555 workers and 150 supervisors from eight companies in Ethiopia. Partial least squares structural equation modeling (PLS-SEM) methods via SmartPLS has been used to determine the hypothesized links pertaining to employee-oriented HRM and counterproductive work behavior directed towards individual members and the organization. Final results confirmed that perceived organizational support fully mediated the relationship between employee-oriented HRM and counterproductive work behaviors. The impact of employee-oriented HRM on counterproductive work behavior-organizational via perceived organizational support were stronger than the impact of employee-oriented HRM on counterproductive work behavior – individual (interpersonal). The findings suggest that organizations may minimize (reduce) employees’ counterproductive work behavior by putting into action employee-oriented HRM practices that would uplift perceived organizational support that finally prevents the tendency to act against the organization and its members.

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