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 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.

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.

The Good, the Bad, and the Ugly? A Triarchic Perspective on Psychopathy at Work

2021 ◽  
pp. 0306624X2110226
Author(s):  
Iris Kranefeld ◽  
Gerhard Blickle
Keyword(s):  
Job Performance ◽  
Political Skill ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Counterproductive Work Behaviors ◽  
Adaptive Performance ◽  
Work Behaviors ◽  
Workplace Outcomes ◽  
And Task ◽  
Triarchic Model

Does psychopathy have an upside in vocational contexts? Applying the triarchic model of psychopathy, we propose that the dimensions of boldness, disinhibition, and meanness have different relations to workplace outcomes. Focusing on boldness and in line with socioanalytic personality theory, we propose that political skill moderates the relation between boldness and job performance. Using a sample of 477 target-coworker pairings, we found interaction effects of boldness and political skill on contextual and task performance, and the buffering of counterproductive work behavior. Furthermore, political skill moderated the relation between boldness and adaptive performance. Disinhibition and meanness were positively correlated with counterproductive work behaviors, thereby reflecting the dark core of psychopathy. In sum, boldness is a trait linked to career success in the absence of the other traits that make up psychopathy as a whole. Furthermore, we encourage the use of the triarchic model as an overarching framework in vocational contexts.

scholarly journals A DARK TRIAD, ACHIEVEMENT MOTIVATION AND WORK ENGAGEMENT AS COUNTERPRODUCTIVE WORK BEHAVIOURS CORRELATES

2019 ◽  
Vol 24 (3) ◽  
Author(s):  
Romuald Derbis ◽  
◽  
Jakub Filipkowski ◽  
Keyword(s):  
Achievement Motivation ◽  
Work Engagement ◽  
Achievement Goals ◽  
Dark Triad ◽  
Work Behavior ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Utrecht Work Engagement Scale ◽  
Counterproductive Work Behaviours

The main objective of this paper is exploration of mechanisms clarifying work behaviors commonly known as bad. Researchers call it Counterproductive Work Behaviors (CWB). Understanding of those processes can lead to theoretical conclusions that could help to minimize those behaviors in organizations. Presented research (N=138) was conducted to verify: 1) Goal Achievement Motivation, Dark Triad and Work Engagement as Counterproductive Work Behaviors predictors, 2) moderating role of Dark Triad and Work engagement for Counterproductive Work Behaviors. Additionally, we checked Narcissism as a mediator of Psychopathy and Machiavellianism with Counterproductive Work Behaviors. We used: Utrecht Work Engagement Scale (Szabowska-Walaszczyk, Zawadzka & Wojtaś, 2011), AGQ-r – Achievement Goal Questionnaire (Lipowska, 2016), CWB-c – Counteproductive Work Behavior – checklist (Baka, Derbis & Walczak, 2015) and Parszywa Dwunastka Questionnaire (Czarna & Jonason, 2016). Research was performed on a group of office workers. We assumed that this type of work can be connected with higher intensity of Counterproductive Work Behaviors. Results, that are discussed in the final part of this paper, were mostly consistent with hypothesis. Key words: counterproductive work behaviors, Dark Triad, achievement goals, work engagement

scholarly journals The Open Door to Prevent Counterproductive Work Behavior: ethical leadership

2019 ◽  
Vol 9 (1, 2 e 3) ◽  
Author(s):  
Halime Göktaş Kulualp ◽  
Cenk Murat Koçoğlu
Keyword(s):  
Ethical Leadership ◽  
Leadership Behaviors ◽  
Negative Impact ◽  
Leadership Behavior ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Survey Technique ◽  
Business Behavior

The aim of this study is to determine the effect of ethical leadership behavior on counterproductive behaviors. Data were obtained using the survey technique. The sample of the study consists of 252 employees who work in four - and five - star hotels in Istanbul. According to the results of the analysis, it is found that the "abuse" dimension is the most powerful dimension in order to explain counterproductive work behavior. Counterproductive business behavior is negatively affected by ethical leadership behaviors. In addition, ethical leadership has a negative impact on behaviors related to abuse, withdrawal, theft, sabotage, and deviation from production and service, which have counterproductive business behavior dimensions. Keywords: Ethical Leadership. Counterproductive Work Behaviors. Hotel Employees.

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.

scholarly journals Transforming the Emotional Intelligence of the Feeders in Agribusinesses into the Development of Task Performance and Counterproductive Work Behaviors during the COVID-19 Pandemic

Animals ◽  
2021 ◽  
Vol 11 (11) ◽  
pp. 3124
Author(s):  
Stanley Y. B. Huang ◽  
Ming-Way Li ◽  
Yue-Shi Lee
Keyword(s):  
Emotional Intelligence ◽  
Task Performance ◽  
Work Engagement ◽  
Multilevel Model ◽  
Counterproductive Work Behavior ◽  
Livestock Production ◽  
Work Behavior ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Implementation Method

The present research poses a novel multilevel model to describe how transformational leadership can significantly affect task performance and counterproductive work behavior through intermediary effects of emotional intelligence, work engagement, and work burnout. The empirical data is from 240 livestock feeders from 80 Taiwanese livestock production agribusinesses. The empirical results demonstrate that leadership could indeed transform the emotional intelligence of livestock feeders into positive task performance and negative counterproductive work behavior. The research results can provide an implementation method for livestock production agribusinesses to achieve the sustainable work of feeders in agribusinesses through handling task performance and counterproductive work behavior of feeders.

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.

The Pernicious Effects of Malicious versus Benign Envy: Perceived Injustice, Emotional Hostility and Counterproductive Behaviors in the Workplace

2018 ◽  
Vol 21 ◽  
Author(s):  
Ginés Navarro-Carrillo ◽  
Ana M. Beltrán-Morillas ◽  
Inmaculada Valor-Segura ◽  
Francisca Expósito
Keyword(s):  
Experimental Design ◽  
Work Environment ◽  
Negative Emotions ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Perceived Injustice ◽  
Malicious Envy ◽  
Benign Envy ◽  
The Individual

AbstractDespite the fact that literature regarding the implications of envy in the work environment has generated growing interest in recent years, the role of malicious and benign envy in the workplace has scarcely been studied. Therefore, the present study, using an experimental design, N = 213 (140 female and 73 male; Mage = 31.05, SD = 10.01; range from 18 to 68), aims to examine the effects of malicious (vs. benign) envy on perceived injustice, negative emotions, and the individual tendency to express counterproductive work behaviors. The results obtained showed that the mere activation of malicious envy (vs. benign envy) leads to an increased perceived injustice (p < .001, ηp2= .15), and to higher levels of negative emotions (p < .001, ηp2= .18) and counterproductive (harmful) behaviors toward the envied co-worker (p < .001, ηp2= .16). Additionally, we found that perceptions of injustice and negative emotions mediated the effect of malicious (vs. benign) envy on the inclination to express counterproductive work behaviors (Indirect Effect (IE) = .227, SE = .064, 95% CI [.127, .386]. Finally, these findings and their possible implications are discussed.

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