scholarly journals The impact of monitoring and sanctioning and perceived loafing towards revenge motive and tendency to commit counterproductive work behaviors within the academic workplace

2016 ◽  
Vol 5 (2) ◽  
Author(s):  
Yueh-Luen Hu ◽  
Chao-Hsiang Hung ◽  
Gregory S Ching
Keyword(s):  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Academic Workplace ◽  
The Impact ◽  
Perceived Loafing

The Impact of CEO Narcissism and Counterproductive Work Behaviors in Involvement of Middle Managers in the Strategy Process

2021 ◽  
Vol 12 (3) ◽  
pp. 67-86
Author(s):  
Fakher Jaoua ◽  
Elsayed Sobhy Ahmed Mohamed
Keyword(s):  
Middle Managers ◽  
Negative Influence ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Moderating Effects ◽  
Industrial Upgrading ◽  
Strategy Process ◽  
Ceo Narcissism ◽  
Unfavorable Condition ◽  
The Impact

This research aims to develop a theoretical framework to explain the conditions that facilitate or hinder the strategic roles of middle managers, such as the effects of CEO narcissism on the strategic roles of middle managers through the moderating effects of counterproductive work behaviors. This research examines these issues in the context of large Tunisian companies participating in Industrial Upgrading Program. The results show that CEO narcissism positively influences the counterproductive work behaviors of middle managers, which in turn negatively influences the strategic roles of middle managers. Consequently, this negative influence calls into question the SRMMs and clearly shows that the presence of the CEO narcissism constitutes an unfavorable condition for the involvement of middle managers in strategy process. Obviously, this should lead the defendants of the involvement of middle managers in strategy process to rethink this participatory approach, and this by considering the conditions that facilitate or hinder the strategic roles of middle managers.

Altered States or Much to Do About Nothing? A Study of When Cannabis Is Used in Relation to the Impact It Has on Performance

2020 ◽  
Vol 45 (4) ◽  
pp. 459-478
Author(s):  
Jeremy B. Bernerth ◽  
H. Jack Walker
Keyword(s):  
Cannabis Use ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Altered States ◽  
Workplace Performance ◽  
Governmental Agencies ◽  
Using Data ◽  
National Governments ◽  
The Impact ◽  
The Relationship

As more local, state, and national governments change laws regarding the legality of cannabis use, it is essential for organizations to understand how the workplace may be influenced by these changes. The current study begins to answer this question by examining the relationship between three temporal-based cannabis measures and five forms of workplace performance. Using data from 281 employees and their direct supervisors, our results indicate that cannabis use before and during work negatively relate to task performance, organization-aimed citizenship behaviors, and two forms of counterproductive work behaviors. At the same time, after-work cannabis use was not related (positively or negatively) to any form of performance as rated by the user’s direct supervisor. We discuss methodological, theoretical, and practical implications for researchers, organizations, and governmental agencies concerned with cannabis use.

On the effectiveness of peer reporting policies

2017 ◽  
Vol 32 (8) ◽  
pp. 547-560 ◽  
Author(s):  
Brian D. Lyons ◽  
Nathan A. Bowling
Keyword(s):  
Codes Of Conduct ◽  
Base Rate ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Peer Reporting ◽  
Content Type ◽  
Situational Variables ◽  
The Impact ◽  
The Relationship ◽  
Person Variable

Purpose Unlike general codes of conduct, little is known about whether peer reporting policies achieve their intended purpose – that is, to increase the base rate of peer reporting counterproductive work behaviors (CWBs). The purpose of this paper is to use a person-situation perspective to examine if and when peer reporting policies impact the base rate of peer reporting CWBs. Design/methodology/approach The authors collected data from 271 employed participants and used moderated regression to examine whether policy presence and strength (situational variables) enhanced the relationship between a subjective obligation to report CWBs (person variable) and the base rate of peer reporting CWBs. This study also explored whether these interactions differ by CWB target (i.e. the organization vs coworkers). Findings Both situational variables – policy presence and policy strength – moderated the relationship between an obligation to report CWBs and the base rate of peer reporting CWBs. The interactions also differed by CWB target. Originality/value This study represents one of the initial academic investigations into the effectiveness of peer reporting policies. It primarily draws on the person-situation perspective to explain why peer reporting policies should influence the base rate of peer reporting CWBs. The results support the impact of peer reporting policies, but also suggest the benefit of examining different targets of CWB to help clarify when peer reporting policies are actually effective.

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.

Minimizing counterproductive work behaviors

2017 ◽  
Vol 30 (1) ◽  
pp. 15-26 ◽  
Author(s):  
Rui-Ting Huang ◽  
Hsi-Sheng Sun ◽  
Chia-Hua Hsiao ◽  
Ching-Wen Wang
Keyword(s):  
Job Insecurity ◽  
Perceived Competence ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Partial Least Squares Analysis ◽  
Content Type ◽  
The Impact ◽  
The Relationship ◽  
Perceived Job Insecurity

Purpose The purpose of this paper is not only to investigate the impact of self-determined motivation on counterproductive work behaviors (CWBs), but also to examine the moderating role of perceived job insecurity in CWB. Design/methodology/approach This study utilized Partial Least Squares analysis to examine the data. In total, 292 private bank employees that experienced bank mergers and acquisitions before were invited to participate in this study. Findings The study findings have indicated that perceived autonomy will be positively linked to perceived competence and relatedness, and perceived competence and relatedness will be negatively associated with organizational and interpersonal CWB. Moreover, it has been found that perceived job insecurity could play a key role in moderating the link between self-determined motivation and CWB. Originality/value Although several researchers have highly focused on the critical roles of self-determined motivation and perceived job insecurity in organizational competitiveness, little is known about whether perceived job insecurity could play a key role in moderating the relationship between self-determined motivation and CWBs.

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.

scholarly journals The Impact of Talent Management (TM) on Counterproductive Work Behaviors (CWB) in Industrial Companies in Jordan

2020 ◽  
Vol 15 (7) ◽  
pp. 96
Author(s):  
Maan Hussein Mansour ◽  
Hazem Khaled Shehadeh
Keyword(s):  
Talent Development ◽  
Talent Management ◽  
Social Costs ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Economic Costs ◽  
Industrial Companies ◽  
Talent Retention ◽  
The Right ◽  
The Impact

Counterproductive work Behaviors is certainly causes high economic costs for the organizations, psychological, and social costs as well That is why, it should be well-controlled or the organizations go to a great lost. Therefore many organizations have prioritized talent management to ensure they acquire, develop and retain the right staff. The main objective of this research is to test the impact of talent management on Counterproductive work Behaviors. The questioner was used as a tool to collect information from the study sample in the industrial companies in Jordan. The results showed that there is an impact of talent management, represented in (attract talent, talent retention, talent development and career succession) on Counterproductive work behaviors represented in (sabotage, withdrawal, Deviation in production, Theft, Bribery).

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