Employees Working Behavior under Different Shades of Destructive Leadership

2021 ◽  
Vol 39 (10) ◽  
Author(s):  
Muhammad Kayani ◽  
Imran Ibrahim Alasan ◽  
Waqas Ali ◽  
Shoib Hassan
Keyword(s):  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Dark Side ◽  
Destructive Leadership ◽  
Recruitment Process ◽  
Corporate Leaders ◽  
Counterproductive Behavior ◽  
Confirmatory Factor ◽  
Nursing Professionals ◽  
The Relationship

Still, there is a lack of research on the dark side or destructive leadership. The purpose of this research is to add the literature on the two shades of destructive leadership, that are aversive and exploitative leadership, and their shadow in the form of counterproductive work behavior on the nursing professionals. Using 485 samples collected from the nurses of different hospitals of Pakistan, the model is tested through multiple linear hierarchical regressions, correlation analysis, and confirmatory factor analysis in Smart PLS software. The results reveal that people working under aversive and exploitative leaders are more likely to indulge in counterproductive work behavior. Still, proactive personalities have an essential impact which weakens the relationship between destructive leadership and counterproductive work behavior. Results of this study describe a vital requirement for corporate leaders to strengthen their recruitment process in such a way that people with aversive and exploitative attitudes ought to understand how to treat their subordinates before they enter top roles to discourage their workers from indulging in counterproductive behavior.

scholarly journals The Relationship between Burnout and Counterproductive Work Behavior. The Role of Compassion Fatigue and Organizational Justice

2020 ◽  
Vol 11 (2) ◽  
pp. 72-80
Author(s):  
Ana-Maria Mărgulescu
Keyword(s):  
Statistical Analysis ◽  
Organizational Justice ◽  
Compassion Fatigue ◽  
Counterproductive Work Behavior ◽  
Study Data ◽  
Work Behavior ◽  
Counterproductive Behaviors ◽  
Counterproductive Behavior ◽  
The Relationship

Counterproductive behavior is a phenomenon that affects both organizations and employees. This research aimed, in an exploratory manner, to observe the relationship between counterproductive behaviors, burnout, compassion fatigue, and organizational justice at the workplace. For this study, data were collected from 100 employees through a Google Forms questionnaire. From the statistical analysis, CF does not represent a mediator of the relationship between burnout and counterproductive behaviors, nor is organizational justice a moderator of the relationship between burnout and counterproductive behaviors. The statistical analysis was performed in the JAMOVI 1.2.12 program

scholarly journals The Relationship between Burnout and Counterproductive Work Behavior. The Role of Compassion Fatigue and Organizational Justice

2020 ◽  
Vol 11 (2) ◽  
pp. 72-80
Author(s):  
Ana-Maria Mărgulescu
Keyword(s):  
Statistical Analysis ◽  
Organizational Justice ◽  
Compassion Fatigue ◽  
Counterproductive Work Behavior ◽  
Study Data ◽  
Work Behavior ◽  
Counterproductive Behaviors ◽  
Counterproductive Behavior ◽  
The Relationship

Counterproductive behavior is a phenomenon that affects both organizations and employees. This research aimed, in an exploratory manner, to observe the relationship between counterproductive behaviors, burnout, compassion fatigue, and organizational justice at the workplace. For this study, data were collected from 100 employees through a Google Forms questionnaire. From the statistical analysis, CF does not represent a mediator of the relationship between burnout and counterproductive behaviors, nor is organizational justice a moderator of the relationship between burnout and counterproductive behaviors. The statistical analysis was performed in the JAMOVI 1.2.12 program

The Other Side of the Coin?: Similarities and Differences Between Organizational Citizenship Behavior and Counterproductive Work Behavior

2016 ◽  
Author(s):  
Reeshad S. Dalal ◽  
Nichelle Carpenter
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Future Research ◽  
Research Opportunities ◽  
Empirical Results ◽  
Counterproductive Behavior ◽  
The Relationship

This chapter examines the relationship between two important forms of job performance: organizational citizenship behavior and counterproductive work behavior. There are several reasons (e.g., construct definitions, relationships with antecedents) to suspect that these two constructs are strongly negatively related, perhaps even opposite ends of a single behavioral continuum. However, empirical results demonstrate a relationship that is typically weakly to moderately negative and occasionally even positive. We discuss theory and empirical results (where possible, meta-analytic) at not just the traditional between-person level of analysis but also the within-person and between-unit levels. Our review suggests several important future research opportunities at the traditional between-person level (e.g., a pressing need for more and better theory). Yet, in our view, the most exciting research opportunities exist at the within-person level. Overall, the relationship between citizenship and counterproductive behavior promises to remain a vibrant and influential area of research for the foreseeable future.

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

The relationship of GMA to counterproductive work behavior revisited

2008 ◽  
Author(s):  
Uwe Wagner ◽  
Amanda Poole ◽  
Deborah Powell ◽  
Julie Carswell ◽  
Bernd Marcus
Keyword(s):  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Relationship Of ◽  
The Relationship

scholarly journals Peran Kecerdasan Emosi dan Iklim Organisasi terhadap Perilaku Kerja Kontraproduktif

2019 ◽  
Vol 3 (2) ◽  
pp. 123
Author(s):  
Devianita Puspita Wardhani ◽  
IJK Sito Meiyanto
Keyword(s):  
Emotional Intelligence ◽  
Data Collection ◽  
Organizational Climate ◽  
Counterproductive Work Behavior ◽  
Quantitative Approach ◽  
Work Behavior ◽  
Research Subjects ◽  
Counterproductive Behavior ◽  
Regression Techniques

This research aims to determine the role of emotional intelligence and organizational climate in predicting the counterproductive work behavior. This study used a quantitative approach survey. The method of data collection in this research was conducted by distributing scale to the research subjects, with a total of 146 civil servants. The data was analyzed using double regression techniques using SPSS (Statistical Product and Service Solutions) 20.0. The result shows that the emotional intelligence and organizational climate can contribute together to decrease counterproductive behavior that occurs in the workplace (F (2, 143) = 5.266, p<.05, R2 = .069). Limitations and suggestions for further research were also discussed in this study.

scholarly journals HOW DO BANKERS WORK DEVIANTLY IN THE CREDIT SECTOR?

2021 ◽  
Vol 19 (3) ◽  
pp. 678-687
Author(s):  
Dewi Khrisna Sawitri ◽  
◽  
Mustain Mashud ◽  
Antun Mardiyanta ◽  
◽  
...  
Keyword(s):  
Qualitative Research ◽  
Human Resources ◽  
Banking Sector ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Bank Credit ◽  
Depth Information ◽  
Counterproductive Behavior ◽  
Banking Activity ◽  
A Company

This research is implemented in the banking sector. Knowledge about counterproductive behavior that emerged in banking activity is still limited. Bankers, human resources in the banking sector, deal a lot with customers in their day-to-day job activity by assessing the credit proposal of their bank customers. Qualified credit assessment is essential to determine the approval of bank credit. The failure to assess qualified debtors will result in bad credit in which debtors do not repay the credit they receive. To get qualified credit assessment, bankers follow the 5C Principles in assessing credit proposals. Counterproductive work behavior occurs when workers perform indifferently from what the rules and norms of a company have stated. Qualitative research with a phenomenology approach was conducted to determine how these deviances performed while bankers assessed their customers’ credit loan proposals under the 5C Principles. Six bankers with different job positions were the subjects of this study and were interviewed to get in-depth information. This research reveals items of behaviors related to production deviances in each principle they assessed. Deviances are reported in each principle then categorized into production ones since these behaviors deal a lot with how they perform their job in the credit sector.

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