Who Influences Employees’ Dark Side: A Multi-Foci Meta-Analysis of Counterproductive Behaviors

2019 ◽  
Vol 2019 (1) ◽  
pp. 17045
Author(s):  
Eko Yi Liao ◽  
Cheryl Qianru Zhang ◽  
Amy Yaimei Wang
Keyword(s):  
Meta Analysis ◽  
Dark Side ◽  
Counterproductive Behaviors

Remaining within-cluster heterogeneity: a meta-analysis of the "dark side" of clustering methods

2009 ◽  
Vol 25 (3-4) ◽  
pp. 273-293 ◽  
Author(s):  
Nikolaus Franke ◽  
Heribert Reisinger ◽  
Daniel Hoppe
Keyword(s):  
Meta Analysis ◽  
Dark Side ◽  
Clustering Methods

Who influences employees’ dark side: A multi-foci meta-analysis of counterproductive workplace behaviors

2020 ◽  
pp. 204138662096255
Author(s):  
Eko Yi Liao ◽  
Amy Yamei Wang ◽  
Cheryl Qianru Zhang
Keyword(s):  
Meta Analysis ◽  
Field Studies ◽  
Private Life ◽  
Situational Factors ◽  
Dark Side ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
Quantitative Review ◽  
Workplace Behaviors ◽  
Counterproductive Workplace Behaviors

We adopt a multi-foci perspective to provide a theory-driven quantitative review of employee counterproductive workplace behaviors (CWBs) by meta-analyzing the relationships between CWB and four groups of antecedents. Specifically, CWB antecedents stemming from four sources—supervisors, organization, coworkers, and private life—were included to investigate differences in their relationships with employee CWB. Based on the Conservation of Resources Theory, we argue that favorable and unfavorable correlates relate to employee CWB to different degrees. The meta-analysis included 181 field studies with 223 independent samples. Results indicated that unfavorable antecedents correlate more strongly with CWB than favorable antecedents. We also found that supervisor- and organization-related antecedents have stronger relationships with CWB than those from the two other groups. Implications include a deeper understanding of which situational factors relate the most—or least—to CWB which can help better address CWB in the workplace.

Psychological Ownership: A Meta-Analysis and Comparison of Multiple Forms of Attachment in the Workplace

2020 ◽  
pp. 014920632091719
Author(s):  
Yucheng Zhang ◽  
Guangjian Liu ◽  
Long Zhang ◽  
Shan Xu ◽  
Mike W.-L. Cheung
Keyword(s):  
Organizational Commitment ◽  
Organizational Support ◽  
Organizational Identification ◽  
Meta Analysis ◽  
Explanatory Power ◽  
Performance Outcomes ◽  
Incremental Validity ◽  
Psychological Ownership ◽  
Dark Side ◽  
Equation Modeling

This quantitative review systematically integrates the antecedents and outcomes of psychological ownership (PO) and examines its incremental validity and explanatory power compared with two other forms of workplace attachment (i.e., organizational commitment and organizational identification). Across 141 studies published over 20 years, our meta-analysis shows that apart from the factors related to the three traditional categories of PO antecedents (i.e., control, knowing, and investment), safety (e.g., organizational justice, trust, perceived organizational support, and relational closeness) is an emerging antecedent leading to PO. In addition, we find that PO is related not only to employees’ attitudinal and performance outcomes but also to some dark-side outcomes (e.g., territorial behaviors). Furthermore, after applying two advanced methods, that is, two-stage meta-analytic structural equation modeling and dominance analysis, to the analysis of 294 studies (including 291 primary studies and three published meta-analyses), the results reveal that PO has an incremental validity above that of organizational commitment and organizational identification in predicting employees’ in-role performance and organizational citizenship behaviors. Theoretical and practical implications are discussed.

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.

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