Abstract
The objective of this systematic review was to identify the overlapping and unique aspects of the operationalizations of negative work behaviors (NWBs) to specify a new integrative definition of NWB. More specifically, we examined (1) how many operationalizations and conceptualizations of NWB can be identified, (2) whether these operationalizations can be categorized into facets, i. e., the nature of NWB, harm, actor types, and roles, with subcategories, (3) what the meaningful overlap in these operationalizations was, (4) whether the operationalizations tapped unique and meaningful elements, i.e., positive labels and dynamic processes, and (5) how the overlapping and unique elements of the operationalizations could be integrated into a new theory-based research model for NWB for future research. In the literature search based on the Prisma framework, Pubmed, PsycINFO, and Google Scholar, we identified k = 489 studies that met the inclusion criteria of our review. The results of these studies revealed 16 frequently studied NWB labels, e.g., bullying and aggression. Many of these could be categorized in the same way, namely, in terms of the type of behavior, type of harm, and type of actor involved in the NWB. In our new definition of NWB, we integrated the content of the overlapping and meaningful unique elements of the 16 labels.
Highlights
Negative work behavior is a serious problem in contemporary workplaces that causes harm for involved targets (Verkuil et al, 2015; Van Steijn et al, 2019) and incurs costs for companies (Porath and Pearson, 2012) and society (Carlson et al, 2011; Nielsen et al, 2017)
We found no definition of relatives in 6 of the 16 types of negative work behaviors (NWBs), including deviance, counterproductive work behavior (CWB), injustice, interpersonal conflict, micropolitics, and ostracism
We further investigated whether the negative work behaviors within these 16 constructs could be categorized into specific facet areas, namely, type of harm, type of actor, and actor roles
Summary
Negative work behavior is a serious problem in contemporary workplaces that causes harm for involved targets (Verkuil et al, 2015; Van Steijn et al, 2019) and incurs costs for companies (Porath and Pearson, 2012) and society (Carlson et al, 2011; Nielsen et al, 2017). Negative behavior was originally described in the schoolyard as deviance (Heineman, 1972), mobbing (Pikas, 1975), aggression, harassment, violence, and bullying (Olweus, 1978; Olweus et al, 1999). From the start, these studies regarded these behaviors not as mutually excluding. Actors use a range of behavioral possibilities in their dynamic reciprocal interaction in this schoolyard approach (Barboza et al, 2009; Ferrer et al, 2011) To sum it up, these findings suggest that a focus on the differences between the behaviors was regarded as less important than a focus on the dynamic interaction by which they occur in a complementary manner
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