Dark Triad, Counterproductive Work Behaviour and Job Performance

Dark personality traits are also known as the dark triad which is a multidimensional construct, made up of Machiavellianism, narcissism and psychopathy. They have recently become a major topic of interest in organizational psychology. The present research aims to demonstrate that the dark triad of personality is a significant negative predictor of job performance and studies the relationship between the dark triad and job performance, having as a mediator counterproductive work behavior. The sample of this study is represented by 137 participants from different organizations with different ages and different work experience ranging from one to 40 years, of which 34 men (24.82%) and 103 women (75.18%). The design adopted is cross-sectional, descriptive, correlational, nonexperimental. In this paper each construct of the triad was taken separately and measured in relation to the other two variables mentioned above, and the results varied depending on this aspect. Thus, only one of the two major hypotheses was supported.

Psychological Contract Breach, Behavioural Work Outcomes, Organisational Identification, and Islamic Work Ethics: A Moderated Mediation Study

We investigated how organisational identification (OID) mediates the influences of psychological contract breach (PCB) on two work outcomes [organisational citizenship behaviour (OCB) and counterproductive work behaviour (CWB)], and how Islamic work ethics (IWE) moderated the PCB–OID relationship. We collected data from 256 Palestinian managers in Gaza Strip ministries using a self-report questionnaire; we employed Structural Equation Modelling in analysing the data using Smart PLS. Our findings reveal that OID mediates between PCB and the two work outcomes. Further, we show that IWE has no moderating influence on the PCB–OID relationship. Finally, the influence of PCB on the two work outcomes is insignificant.

How are social stressors at work related to well-being and health? A systematic review and meta-analysis

Background Social relationships are crucial for well-being and health, and considerable research has established social stressors as a risk for well-being and health. However, researchers have used many different constructs, and it is unclear if these are actually different or reflect a single overarching construct. Distinct patterns of associations with health/well-being would indicate separate constructs, similar patterns would indicate a common core construct, and remaining differences could be attributed to situational characteristics such as frequency or intensity. The current meta-analysis therefore investigated to what extent different social stressors show distinct (versus similar) patterns of associations with well-being and health. Methods We meta-analysed 557 studies and investigated correlations between social stressors and outcomes in terms of health and well-being (e.g. burnout), attitudes (e.g. job satisfaction), and behaviour (e.g. counterproductive work behaviour). Moderator analyses were performed to determine if there were differences in associations depending on the nature of the stressor, the outcome, or both. To be included, studies had to be published in peer-reviewed journals in English or German; participants had to be employed at least 50% of a full-time equivalent (FTE). Results The overall relation between social stressors and health/well-being was of medium size (r = −.30, p < .001). Type of social stressor and outcome category acted as moderators, with moderating effects being larger for outcomes than for stressors. The strongest effects emerged for job satisfaction, burnout, commitment, and counterproductive work behaviour. Type of stressor yielded a significant moderation, but differences in effect sizes for different stressors were rather small overall. Rather small effects were obtained for physical violence and sexual mistreatment, which is likely due to a restricted range because of rare occurrence and/or underreporting of such intense stressors. Conclusions We propose integrating diverse social stressor constructs under the term “relational devaluation” and considering situational factors such as intensity or frequency to account for the remaining variance. Practical implications underscore the importance for supervisors to recognize relational devaluation in its many different forms and to avoid or minimize it as far as possible in order to prevent negative health-related outcomes for employees.

The Effect of Abusive Supervision and Psychopathy on Counter Productive Work Behavior: The Role of Psychological Capital

Purpose: The purpose of this paper is to scrutinize the influence of Abusive Supervision and Psychopathy on Counterproductive Work Behaviour with moderating role of Psychological Capital in project-based organizations (The construction industry). Design\Methodology\Approach: Causal model was proposed, Data was collected from 360 employees of different construction projects-based organizations in Islamabad and Rawalpindi region (Pakistan) by using convenience sampling techniques, and adopted structured questionnaires comprising of measuring each variable on a five-point Lickartt scale. SPSS version 22 was used to analyze Reliability, Correlations, and regression. Originality/value: Different variables have been considered in the relationship with Counterproductive behavior. Abusive supervision and Psychopathy rarely discussed. This study efforts to scrutinize the relationship among AS and CWB, and PSP and CWB, while the moderating role of PSC with the addition of new insights. Finding: Findings of the current study revealed that there is a positive and significant influence of Abusive Supervision and psychopathy on Counterproductive work bhaviour and a significant moderating role of psychological capital.

To Jugaad or Not? How Mumbai’s Gig Workers Thrive Against Psychological Contract Discrepancies

As gig economy based firms increasingly rely upon algorithmic management to regulate their gig workers, we explore how driver-partners’ psychological contacts working for two major ridesharing platforms based on Mumbai evolve. The gig workers’ responses in how they adapt and thrive to the challenges posed by the information asymmetry brought about by the app’s algorithms are qualitatively captured using semi-structured interviews. From the thematic analysis that follows, we learn that the gig workers perceive psychological contract violation when repetitive attempts via problem-focused coping fail to resolve the psychological contract breach induced discrepancies. Though functional coping responses are persisted initially, we find that a collective influenced employee reaction follows soon. This collective attempt at resetting the power asymmetry leads the drivers to disengage with their organisations and resort to counterproductive work behaviour hacks. These temporary and significant quick fixes (identified as jugaad in the local culture) help the gig workers thrive amidst their disengagement states.

Examining Team Communication and Mutual Support as Drivers of Work Performance among Team Members

This study examined team communication and mutual support as drivers of work performance among team members in the organization. The cross-sectional research design was used and with standardized instruments, data were collected from 133 participants from manufacturing organizations consisting of 63.9% males and 36.1% females whose age ranged from 21-54 years with a mean age of 31.71(SD, 8.7). Work performance was grouped into task performance, contextual performance and counterproductive work behaviour. The hypotheses were tested with the simple regression analysis. Data analysis revealed that team communication positively predicted task performance (β = .56, p < 0.01) and contextual performance (β = .55, p < 0.01) while it negatively predicted counterproductive work behaviour (β = -.21, p < 0.05). Also, mutual support positively predicted task performance (β = .80, p < 0.01) and contextual performance (β = .80, p < 0.01) while it negatively predicted counterproductive work behaviour (β = -.17, p < 0.05). The study recommends that management should encourage employees to work together and also educate them on these key behaviours (communication and mutual support) to help enhance employee performance in the organization.

Perceived organizational injustice and counterproductive work behaviours: mediated by organizational identification, moderated by discretionary human resource practices

PurposeThis research unpacks the relationship between employees' perceptions of organizational injustice and their counterproductive work behaviour, by detailing a mediating role of organizational identification and a moderating role of discretionary human resource (HR) practices.Design/methodology/approachThe hypotheses were tested with a sample of employees in Pakistan, collected over three, time-lagged waves.FindingsAn important reason that beliefs about unfair organizational treatment lead to enhanced counterproductive work behaviour is that employees identify less strongly with their employing organization. This mediating role of organizational identification is less salient, however, to the extent that employees can draw from high-quality, discretionary HR practices that promote their professional development and growth.Practical implicationsFor management practitioners, this study pinpoints a key mechanism – the extent to which employees personally identify with their employer – by which beliefs about organizational favouritism can escalate into purposeful efforts to inflict harm on the organization and its members. It also reveals how this risk can be subdued by discretionary practices that actively support employees' careers.Originality/valueThis study adds to previous research by detailing why and when employees' frustrations about favouritism-based organizational decision making may backfire and elicit deviant responses that likely compromise their own organizational standing.