Predicting counterproductive work behaviors: A meta-analysis of their relationship with individual and situational factors

2010 ◽  
Vol 8 (1) ◽  
pp. 66-81 ◽  
Author(s):  
Coralia Șulea ◽  
Laurențiu Maricuțoiu ◽  
Horia Dumitru Pitariu ◽  
Cătălina Zăborilă Dumitru
Keyword(s):  
Meta Analysis ◽  
Empirical Studies ◽  
Positive Association ◽  
Situational Factors ◽  
Work Behavior ◽  
Counterproductive Work Behaviors ◽  
Personality Factors ◽  
Big Five Personality ◽  
Work Behaviors ◽  
Counterproductive Behaviors

The present article details a meta-analysis on 35 empirical studies which included 9897participants within 39 independent samples. The research investigated individual andorganizational predictors for counterproductive work behavior (CWB). The variables consideredfor this study are organizational justice (interactional, procedural and distributive), job satisfaction,negative affectivity, Big Five personality factors – as predictors for counterproductive behavior.Furthermore, the relationships between the organizational and interpersonal dimensions of CWBwere analysed. Results indicate a negative association between justice dimensions andcounterproductive behaviors, and an average positive association between negative affectivityand counterproductive behaviors. Low levels of Agreeableness and Conscientiousness areassociated with counterproductive behaviors. Job dissatisfaction is also associated withcounterproductive behaviors. The analysis includes a discussion of the implications of theseresults for further research, and suggestions regarding the management of counterproductivebehaviors in organizations.

scholarly journals Lack of organizational justice increase counterproductive work behavior: A study in Medan

2020 ◽  
Vol 15 (1) ◽  
pp. 1-6
Author(s):  
Mukhaira El Akmal ◽  
Widya Arisandy ◽  
Ade Maria Panggabean ◽  
Anggi Permana ◽  
Rayshenda D. C. Butar-butar
Keyword(s):  
Organizational Justice ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Counterproductive Work Behaviors ◽  
Correlational Study ◽  
Work Behaviors ◽  
Attitudes And Behaviors ◽  
Counterproductive Behaviors ◽  
And Behaviors ◽  
The Impact

Employees' attitudes and behaviors are crucial in determining the success of an organization. However, employees sometimes behave in undesirable ways that hamper their organization to reach its goals. The present research examines the impact of organizational justice on employees' counterproductive work behaviors. The results of this correlational study showed that employees who had lower perceived organizational justice were inclined to engage in counterproductive work behaviors than those who possess higher perceived organizational justice. We discussed the importance of organizational justice as a means to reduce counterproductive behaviors. Sikap dan perilaku karyawan sangat penting dalam menentukan keberhasilan suatu organisasi. Namun, karyawan terkadang berperilaku yang tidak diinginkan, yang dapat menghambat organisasi untuk mencapai tujuan. Penelitian ini mengkaji dampak keadilan organisasi pada perilaku kontraproduktif karyawan. Hasil penelitian korelasional ini menunjukkan bahwa karyawan yang memiliki persepsi keadilan organisasional yang rendah cenderung berperilaku kontraproduktif dibandingkan dengan karyawan yang memiliki persepsi keadilan organisasional yang tinggi. Kami membahas pentingnya keadilan organisasi sebagai sarana untuk mengurangi perilaku kontraproduktif.

Consequences of employee personality in the hospitality context: a systematic review and meta-analysis

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Tin Doan ◽  
Pattamol Kanjanakan ◽  
Dan Zhu ◽  
Peter B. Kim
Keyword(s):  
Systematic Review ◽  
Organizational Citizenship Behavior ◽  
Meta Analysis ◽  
Empirical Studies ◽  
Citizenship Behavior ◽  
Personality Factors ◽  
Steady Increase ◽  
Big Five Personality ◽  
Extensive Literature ◽  
Content Type

Purpose Personality provides a critical perspective for human resource managers on differences between employees. This study aims to systematically and meta-analytically synthesize the consequences of employee personality in the hospitality context. Design/methodology/approach After an extensive literature search, 105 empirical studies on the consequences of the big five personality factors (BFF; agreeableness, conscientiousness, extraversion, neuroticism and openness) along with proactive personality (PP) in the hospitality context were included for a systematic review and meta-analysis. Findings The review highlighted a steady increase in the number of studies on hospitality employee personality. Job satisfaction and organizational citizenship behavior were identified as the most significant consequences for employee personality in the hospitality context. Five dimensions of personality traits varied in their consequences and differed from PP. Research limitations/implications This study provides insightful implications and suggestions for future studies in terms of methodological approaches, research topics and dimensions of employee personality that will extend the theoretical framework of individual differences. Originality/value To the best of the authors’ knowledge, this study represents the first attempt to systematically investigate the consequences of employee personality in the hospitality context. The results reveal discrepancies in the relations between the dimensions of BFF and PP with a variety of consequences. These results offer research directions for hospitality scholars investigating employee personality.

scholarly journals The Role of Discrete Negative Emotions in Predicting the Behavior of Misusing Time and Resources in Business Organisations in India

2019 ◽  
Vol 5 (2) ◽  
Author(s):  
J. Savitha ◽  
K.B. Akhilesh
Keyword(s):  
Negative Emotions ◽  
Counterproductive Work Behavior ◽  
Work Conditions ◽  
Work Behavior ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Deviant Behaviors ◽  
Extant Literature ◽  
Productive Time

Counterproductive work behaviors (CWB) are the deviant behaviors ofemployees that violate the organisational norms, and in turn harm theorganisation or its members. Misuse of time and resources (MTR), a form ofCWB is of increasing concern to business organisations world-wide. Suchbehaviors are mainly aimed at the organisations than the individuals,restricting productive time on the job and inappropriate or unauthorized use oforganisational resources. Extant literature informs that these behaviors arecaused by stressful work conditions mediated by negative emotions. However,the extant literature does not adequately consider multiple discrete emotions tostudy CWB. This study examines the influence of discrete negative emotions onmisuse of time and resources in the context of manufacturing and IT firms inIndia. It contributes to theory by linking individual emotions to the deviantbehaviors relevant to misuse of time and resources. Finally, the managerialimplications derived from the study helps to understand employees’ emotionalstates and their possible consequences.KeywordsMisuse of time and resources; Counterproductive work behavior; Time theft;Time banditry; Withdrawal

scholarly journals Loneliness and the Big Five Personality Traits: A Meta–Analysis

2020 ◽  
Vol 34 (1) ◽  
pp. 8-28 ◽  
Author(s):  
Susanne Buecker ◽  
Marlies Maes ◽  
Jaap J. A. Denissen ◽  
Maike Luhmann
Keyword(s):  
Personality Traits ◽  
Big Five ◽  
Structural Equation ◽  
Variance Estimation ◽  
Meta Analysis ◽  
The Other ◽  
Personality Factors ◽  
Big Five Personality ◽  
Personality Psychology ◽  
Total N

This preregistered meta–analysis ( k = 113, total n = 93 668) addressed how the Big Five dimensions of personality (extraversion, agreeableness, conscientiousness, neuroticism, and openness) are related to loneliness. Robust variance estimation accounting for the dependency of effect sizes was used to compute meta–analytic bivariate correlations between loneliness and personality. Extraversion ( r = −.370), agreeableness ( r = −.243), conscientiousness ( r = −.202), and openness ( r = −.107) were negatively related to loneliness. Neuroticism ( r = .358) was positively related to loneliness. These associations differed meaningfully in strength depending on how loneliness was assessed. Additionally, meta–analytic structural equation modelling was used to investigate the unique association between each personality trait and loneliness while controlling for the other four personality traits. All personality traits except openness remained statistically significantly associated with loneliness when controlling for the other personality traits. Our results show the importance of stable personality factors in explaining individual differences in loneliness. © 2020 European Association of Personality Psychology

AN EMPIRICAL EXPLORATION OF THE EFFECT OF PERSONALITY ON GENERAL AND JOB-RELATED MENTAL ILL HEALTH

2006 ◽  
Vol 34 (9) ◽  
pp. 1051-1070 ◽  
Author(s):  
Jacek Hochwälder
Keyword(s):  
Linear Regression ◽  
Work Environment ◽  
Empirical Studies ◽  
Situational Factors ◽  
Personality Factors ◽  
Questionnaire Data ◽  
Health Questionnaire ◽  
Regression Analyses ◽  
Work Situation ◽  
Extent Condition

In the present study it was empirically explored how work-situation dimensions, personality dimensions, and personality-by-situation interactions are related to burnout and general mental ill health. Questionnaire data from 694 subjects were analyzed using hierarchical multiple linear regression analyses. The results suggest that: (a) personality should not be disregarded in theoretical discussions and empirical studies of burnout and general mental ill health; (b) personality can, to some extent, condition how the work environment dimensions affect an individual with regard to various aspects of burnout and general mental ill health; (c) attention should be given to the fact that some measures of burnout and mental ill health are more dependent on situational factors while other measures are more dependent on personality factors.

scholarly journals Counterproductive Work Behaviors: a Socio-Demographic Characteristic-Based Study among Employees in the Nigerian Maritime Sector

2017 ◽  
Vol 5 (1) ◽  
pp. 117-138 ◽  
Author(s):  
Ignatius Ikechukwu Uche ◽  
Olusoji George ◽  
Wuraola Abiola
Keyword(s):  
Demographic Characteristic ◽  
Demographic Variables ◽  
Demographic Characteristics ◽  
Work Behavior ◽  
Counterproductive Work Behaviors ◽  
Citizenship Behavior ◽  
Work Behaviors ◽  
Maritime Industry ◽  
Organizational Fit ◽  
Multistage Sampling

AbstractThe prevalence of counterproductive work behavior (CWB) does not only differ across industries but also varies significantly according to socio-demographic characteristics. This study examines CWB and socio-demographic characteristics among selected employees in the Nigerian maritime industry. Causal research design was adopted to survey 1,000 employees selected through multistage sampling approach in three selected parastatals (Nigerian Ports Authority, Nigerian Maritime Administration and Safety Agency, and Nigerian Shippers Council). The data obtained were analyzed with ANOVA and t-test. Based on the analysis carried out, CWB was found to be significantly related to gender, age, marital status, employee cadre, and income, while employees’ level of educational attainment is not significantly related to CWB. Based on the abovementioned findings, the study concludes that the level of education is not significantly connected to the employees’ propensity towards CWB, while other socio-demographic variables are strongly associated to CWB in the workplace. The study recommends that management should develop a mechanism for identifying and selecting their potential employees as a guide against poor organizational fit of employees and that of the organization. Likewise, effort should be intensified to develop and improve organizational culture that will propel citizenship behavior in the workplace.

scholarly journals In the Aftermath of Unfair Events: Understanding the Differential Effects of Anxiety and Anger

2017 ◽  
Vol 45 (5) ◽  
pp. 1802-1829 ◽  
Author(s):  
Laurie J. Barclay ◽  
Tina Kiefer
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Daily Basis ◽  
Theory And Practice ◽  
Work Behavior ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Daily Diary Study ◽  
Fairness Judgments

After decades of domination by social exchange theory and its focus on a manager-centered perspective, fairness scholars have recently issued numerous calls to shift attention toward understanding employees’ subjective “lived-through” experiences and in situ responses to unfair events. Using appraisal theories, we argue that focusing on the employee’s perspective highlights the importance of emotions in fairness experiences. Further, this emphasis creates opportunities for novel insights regarding the emotions that are likely to be relevant, the constructive responses that can emerge from unfairness, and the interplay between unfair events and entity fairness judgments. Using a daily diary study with event sampling, we highlight the importance of anger and anxiety in understanding how individuals experience and react to unfair events. Results indicated that anger elicited counterproductive work behaviors, whereas anxiety initiated problem prevention behaviors (i.e., a subdimension of proactive work behavior). Further, by engaging in problem prevention behaviors, employees can positively influence their subsequent overall fairness judgments. Experiences of an unfair event can also be shaped by individuals’ preexisting overall fairness judgments, such that preexisting overall fairness judgments are negatively associated with anger but positively associated with anxiety. Implications for theory and practice are discussed, including the influential role of emotions for fairness experiences, how employees’ own behaviors can influence subsequent overall fairness judgments, the interplay between unfair events and entity judgments, and ensuring that fairness is effectively managed on a daily basis.

scholarly journals Hostile Organizational Climate as an Antecedent to Paranoid Cognition and Sleep: Moderating Role of Emotional Suppression

2021 ◽  
Author(s):  
Fatima Bashir ◽  
Saima Naseer
Keyword(s):  
Sleep Quality ◽  
Organizational Climate ◽  
Well Being ◽  
Work Behavior ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Emotional Suppression ◽  
Psychological Well Being ◽  
Moderating Role

Introduction.- Hostile organization climates can pave way for hostile, aggressive behavior and attitude which later become norm of the workplace. The hostile climate in an organization can ensure a damaging impact on employee behavior and mental health. Objectives.- Using Cognitive Activation Theory of Stress (CATS) this study aims to investigate the activation of paranoid cognitions due to stress stimuli coming from explore hostile climate and its impact on the sleep quality of employees which further lead to negative employee outcomes like counterproductive work behaviors, and psychological well-being with the moderating role of emotional suppression. Method and Results.-A time-lagged data segregated at three-time intervals are collected from employees and peers (n=497) working in the Telecom sector of Pakistan. Our study utilized PROCESS in SPSS technique to prove serial mediation of paranoid cognition and sleep quality between hostile climate, counterproductive work behavior, and psychological well-being and moderation analysis. Conclusion.- This study discovers new avenues in the existing literature of CATS and hostile climate by examining paranoid cognition and sleep quality as the underlying mechanisms through which hostile organizational climate can defoliate psychological well-being and can cause harm to an organization through counterproductive work behaviors.

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.

Social media snooping on job applicants

2019 ◽  
Vol 48 (5) ◽  
pp. 1261-1280 ◽  
Author(s):  
John Bret Becton ◽  
H. Jack Walker ◽  
J. Bruce Gilstrap ◽  
Paul H. Schwager
Keyword(s):  
Social Media ◽  
Social Networking ◽  
Design Methodology ◽  
Counterproductive Work Behavior ◽  
Job Applicants ◽  
Work Behavior ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Content Type ◽  
Social Networking Website

Purpose The purpose of this paper is to investigate how HR professionals use social networking website information to evaluate applicants’ propensity to engage in counterproductive work behaviors and suitability for hire. Design/methodology/approach Using an experimental design, 354 HR professionals participated in a two-part study. In part 1, participants viewed a fictitious resume and rated the applicant’s likelihood to engage in counterproductive work behavior as well as likelihood of a hiring recommendation. In part 2, participants viewed a fictitious social networking website profile for the applicant and repeated the ratings from part 1. The authors analyzed their responses to determine the effect viewing a social network website (SNW) profile had on ratings of the applicant. Findings Unprofessional SNW information negatively affected ratings of applicants regardless of applicants’ qualifications, while professional SNW profile information failed to improve evaluations regardless of qualifications. Originality/value Anecdotal reports suggest that many employers use SNW information to eliminate job applicants from consideration despite an absence of empirical research that has examined how SNW content influences HR recruiters’ evaluation of job applicants. This study represents one of the first attempts to understand how HR professionals use such information in screening applicants. The findings suggest that unprofessional SNW profiles negatively influence recruiter evaluations while professional SNW profile content has little to no effect on evaluations.

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