Coworker Behavior Research Articles

“The pull to do nothing would be strong”: limitations & opportunities in reporting insider threats

ABSTRACT Though a reporting mechanism, in which employees report suspicious and/or potentially malicious coworker behavior, is thought to be important to tackling insider risk, the literature on the subject is sparse and unconvincing. Empirical evidence of the actual use and utility of this type of detection mechanism is slim. Our article explores the propensity of employees to report a coworker’s concerning behavior suspected to be related to insider activity that would negatively impact an organization. This study uses an inductive approach and qualitative analysis of original interview data collected from 16 financial services organizations to explore attitudes and opinions about reporting a coworker’s concerning behavior, providing lessons on countering insider threats useful across industries and national security domains. The results show that there is confusion, uncertainty, and cognitive dissonance surrounding institutional reporting mechanisms, with some participants expressing both affirmative and negative opinions about their personal likelihood of reporting. Employees do want to report concerning coworker behavior that suggests an insider threat, but not at their own expense. These results are consistent with those from other studies and sectors. Our study will assist organizations in refining their assumptions around workforce attitudes regarding the reporting of coworkers.

Analisis Pengetahuan dan Tingkat Kepatuhan Wajib Pajak Pengusaha Marketplace di Kalangan Generasi Z

The purpose of this research is to analyze the knowledge and level of tax compliance of marketplace entrepreneurs in Generation Z. Researchers use qualitative methods with an interpretive paradigm. Data collection was carried out through interviews by exploring the perspectives of four Generation Z people, who are individual MSME taxpayers, have been marketplace entrepreneurs for at least 2 years, and have a turnover of under IDR 500 million per year. The research results showed that in the sample studied, no one knew about the tax obligations for the online business they ran. Even though they were only required to report taxes without paying, none of the research subjects fulfilled their obligations. The reasons for this behavior vary, starting from the perception that the tax reporting process is complicated and burdensome. busy running an online business. The view that online businesses do not experience direct benefits from tax contributions like offline businesses. Changes regarding tax regulations for online businesses and the behavior of non-compliant co-workers also influence their non-compliance. The suggestion for the marketplace is to require every seller to deposit proof of tax report every year. Meanwhile, the suggestion for the government is to provide tax education to MSME business actors who operate online.

The Influence of Knowledge Hiding on University Innovation and Employee Performance: The Private Universities in Mogadishu

The primary objective of this study paper is to examine the concealed aspects of knowledge possessed by academic personnel and their correlation with employee performance and dimensions of innovation. The researchers employed a quantitative research methodology, conducting a field study on private universities in Mogadishu. The study included a sample size of 120 academic staff members. The researchers used various statistical tests, including measurement and structured models, in their study. The results of this study indicate that the two categories of knowledge concealment have a negative impact on employee performance and innovation dimensions, whereas evasive knowledge concealment improves employee performance and process innovation. The present research paper provides a significant contribution to the extant literature on knowledge management, specifically in the area of knowledge hiding. It focuses on the behavior of coworkers in academic settings and explores how they respond to explicit demands. The study sheds light on important aspects within academia and offers insights that are relevant to the academic community.

A Helping Hand: Social Orientations Towards Disability and the Allyship Behavior of Coworkers

A Helping Hand: Social Orientations Towards Disability and the Allyship Behavior of Coworkers

The black sheep in hospitality organizations: how and when coworker service sabotage hinders employee service creativity

PurposeThe purpose of this paper is to propose a research model in which coworker service sabotage influences hospitality employees’ service creativity via work engagement. It also aims to test the moderating effect of sensitivity to the interpersonal mistreatment of others (SIMO).Design/methodology/approachA time-lagged questionnaire study was performed in hotels in China. The hypotheses were tested via hierarchical multiple regression.FindingsCoworker service sabotage is indirectly associated with hospitality employees’ service creativity via work engagement. The trait of SIMO buffers the harmful effect of coworker service sabotage.Research limitations/implicationsAlthough our research design helps mitigate common method bias, it could still exist. Other coworker behaviors that might influence employees were not included in this research. The findings may also be biased due to the restricted sample from China.Practical implicationsHospitality organizations should take measures to curb service sabotage. Organizations could also provide supportive resources to suppress the negative impacts of coworker service sabotage. Moreover, organizations should motivate those low in SIMO to care more about customers.Originality/valueThe research takes the lead in investigating the outcomes of service sabotage from a third-party perspective. Work engagement is identified as the mechanism for transmitting the impact of coworker service sabotage to employees. Moreover, a new moderator that attenuates the negative effects of coworker service sabotage is found.

Construction Worker Response to Unsafe Coworker Behavior: The Mediating Roles of Safety Silence and Role Stress and the Moderating Role of Psychological Contract of Safety

Despite the prevalence of unsafe behaviors on construction sites, limited attention has been paid to why and when some individuals on construction crews imitate their coworkers’ unsafe behaviors. This research proposes a theoretical model wherein coworkers’ unsafe behaviors are transmitted to other individuals through two pathways: safety silence and role stress, which includes role conflict and role ambiguity. Furthermore, the psychological contract of safety acts as a boundary condition. Empirical data were collected using a questionnaire administered to 498 Chinese construction workers and were analyzed using structural equation modeling and hierarchical linear regression. The results indicated that individuals were more prone to violate safety rules when witnessing coworkers’ unsafe behaviors. These behaviors indirectly affected individuals through safety silence and role conflict. The psychological contract of safety could mitigate the adverse effect of coworkers’ unsafe behaviors on individual safety violations and role stress. The findings contribute to the existing body of knowledge by offering a deep understanding of construction workers’ responses toward unsafe behaviors. Practically, this research will assist managers in developing appropriate strategies for preventing the spread of unsafe behaviors within construction crews.

Research on the influencing factors of grassroots employees’ safety behavior from the perspective of informal groups in workplace

In order to deeply analyze the way and effect of informal group factors in workplace on the safety behavior of grassroots employees, a conceptual model of the informal group factors influencing the safety behavior of grassroots employees is constructed through theoretical and literature analysis, and the model and hypotheses are empirically tested by structural equation model. The research results show that informal group factors not only influence employee safety behavior directly, but also influence employee safety behavior indirectly through some factors of extra-role safety behavior of co-workers. Besides, extra-role safety behavior of workers plays a partially mediating role between group cohesion, group infectivity and employee safety behaviors. Meanwhile, group pressure plays a significant role in moderating the relationship between the demonstration effect of co-workers and the employees’ safety behavior.

Give Me Five: The Most Important Social Values for Well-Being at Work

Social values are very important for well-being at work. This study investigates which and how social values affect well-being at work and contributes to the growing interest that the issue of quality of life at work has aroused in the areas of human resources management (HRM). Semi-structured interviews were held with 21 active employees of a large Portuguese business group in the environmental sector. The study took place in two parts; first, in December 2018 and then two years after the start of the COVID-19 pandemic, in January 2022. Theories and concepts emerged from the thematic analysis and the subsequent consideration of the literature and emerging conceptual understanding. This qualitative interview study examines what employees expect from work experience about the behavior of leaders and supervisors as representatives of the formal structure of the organization and the behavior of co-workers as an expression of an ethical and positive work environment. The findings show the five social values most important for employee well-being: respect, trust, equity with no discrimination, help and gratitude. The knowledge of the social values with more impact on employee well-being constitutes very important information for human resource management and for the employees, themselves.

Workplace Flexibility A Bibliometric Analysis

This research aims to further understand the effect of employee involvement and fairness in an organization that is perceived to have a positive workplace atmosphere. The mediating role of employee involvement in linking workplace flexibility with the behavior of co-workers, of course, the perception of fairness for every worker must absolutely be obtained in the work environment. Therefore, the aim of this research is to provide a reference for an extensive bibliometric study of the relationship between employees and the work environment. After managing the article data base compiled from Scopus from 55 articles found that were run from 2018-2020 there were 20 articles analyzed in this study. and analyzed managing with VOSviewer software to analyze co-authorship, co-accurance, and citation. Overall, this literature study provides an appropriate reference point for further research on the topic of Workplace Flexibility

In good company? Development and validation of the Family-Supportive Coworker Behavior Scale

The importance of support for helping employees effectively manage competing work and family demands is widely recognized. However, research is limited on the role that coworkers play in this regard. In particular, generic instrumentation has limited the extent to which research has been able to successfully target the nature of family-specific coworker support, including consideration of the dimensionality of supportive behaviors. The current paper contributes toward rectifying this oversight by developing and offering initial psychometric support for the Family-Supportive Coworker Behavior (FSCB) measure. The resulting two-factor, eight-item measure assesses the extent to which employees perceive their coworkers as being willing to actively facilitate their work-family balance via both emotionally and instrumentally supportive behaviors. Using exploratory and confirmatory factor analytic techniques, parallel analysis, and model fit assessments, we demonstrate support for this long overdue measure across multiple samples, evidencing the measure's reliability, validity, dimensionality, and incrementally predictive utility, in addition to establishing an initial nomological net. Theoretical and practical implications are discussed, as are specific recommendations for how this measure can advance both work-family and teams research and practice alike.

The Compromise of Return: Viennese Jews after the Holocaust Elizabeth Anthony

Few Jewish survivors of Nazi terror returned to Germany or Austria after 1945. Several factors weighed against return, including the absence of loved ones and memories of the indifferent, opportunistic, or brutal behavior of neighbors, acquaintances, and coworkers. Elizabeth Anthony’s examination of Viennese Jews who did re-emigrate considers the range of motivations that led them to come back. Her book, particularly commendable for its sensitivity to survivors’ voices, takes into account pre-Anschluss Jewish life in Vienna, hardships under the Nazis, emigration, deportation, and returnees’ experiences after the war. Anthony’s presentation unfolds via four main chapters linked by the notion of return and the draw of Heimat (homeland). These central components are bookended by an introductory section establishing historical context from approximately 1848 to 1945, and a final chapter examining the impact of postwar political developments on everyday Viennese Jewish life and Jewish organizations, as well as the influence of the...

The effect of goal-orientation on observational learning within the context of comparison with a high-performing coworker

Why some learn lessons from a high-performing coworker’s behavior and apply to themselves whilst others do not? The aim of the current research is to understand the characteristics of those who do learn lessons by observing high-performing coworker’s behaviors even though the interaction with them may be threatening. Specifically, we suggest that high-LGO(learning goal orientation) individuals and high-PPGO(performance prove goal orientation) individuals are observing high-performing coworker's behavior intention. Also, based on the motivated action theory, we argue that individuals with a different goal orientation set higher goal level with a different referenced goal level (i.e., self vs. other). The data from American full-time employees (n=221) has revealed that both LGO and PPGO had a positive relationship with observational learning. In addition, self-referenced goal level mediated the relationship between LGO and observational learning, while other-referenced goal level mediated the relationship between PPGO and observational learning. Based on the results, the implications of this study and the directions for future researches were discussed with limitations.

Antecedents of organizational commitment of insurance agents: Job satisfaction, ethical behavior, and ethical climate

This research explored the impact of job satisfaction, the ethical behavior of coworkers, successful managers, and employees themselves. Also explored were six types of ethical climate on organizational commitment and its three dimensions, including affective, continuance, and normative commitment through an investigation on 476 Chinese insurance agents. The empirical results showed that ethical behavior of coworkers and a caring climate had a significantly positive impact on both organizational commitment and its three dimensions, while independence climate had no significant influence on overall organizational commitment or its three dimensions. Job satisfaction, ethical behavior of successful managers and employees themselves, and the other five types of ethical climates only had a significant impact on organizational commitment or some of its dimensions.

Evaluating Changes in Caring Behaviors of Caritas Coaches Pre and Post the Caritas Coach Education Program.

OBJECTIVEThe aim of this study was to examine program effectiveness in changing Caritas leadership, self-caring behaviors, and perceptions of coworkers of participants who completed the Caritas Coach Education Program (CCEP).BACKGROUNDThe CCEP has been a highly successful education program for individuals who wish to intellectually and experientially learn to teach, live, and practice human caring theory.METHODSA pretest-posttest descriptive design was used to evaluate changes in perceptions of self-caring, caritas leadership, and coworker behaviors after completion of CCEP.RESULTSThe mean scores of all measures improved significantly.CONCLUSIONSAfter completion of CCEP, participants demonstrated statistically significant changes in 3 caritas measures: leadership, coworker, and self-rating. Caritas Coach participants exhibited the greatest change in their self-caring scores.

Lead the horse to water, but don’t make him drink: The effects of moral identity symbolization on coworker behavior depend on perceptions of proselytization

We propose that exposure to moral identity symbolization (i.e., outwardly projected displays of one’s morality) leads observers to increase their helping behavior because they perceive the symbolizer as more scrutinizing of their moral characters, especially when observers expect or have an ongoing relationship with the symbolizer. We further propose that the effect of moral identity symbolization on observer behavior is diminished when symbolization involves behaviors that threaten the autonomy of observers (i.e., moral proselytizing). Empirical data from four studies, consisting of field surveys and experiments, supports our hypotheses. Taken together, this research suggests that moral identity symbolization in the workplace leads to helping behavior in observers as a function of heightened perceptions of moral scrutiny, but that such outward display of morality is only related to helping behavior when the symbolizers avoid proselytizing and when there is an ongoing relationship between the observers and the symbolizers.

Justice Climate and Workgroup Outcomes: The Role of Coworker Fair Behavior and Workgroup Structure

Research on justice climate demonstrates a consistent effect on workgroup outcomes such as job satisfaction, commitment, and performance. However, little research considers how justice climate affects these outcomes and when the relationship is stronger or weaker. In an effort to extend the literature on justice climate, we draw on research on other types of organizational climate to suggest justice climate influences the fair behavior of coworkers. Specifically, we propose fair coworker behavior mediates the relationship between justice climate and outcomes. Further, we examine the influence of workgroup structure on this mediated relationship. We examine these relationships in two studies and find support for the mediating effect of fair coworker behavior and the proposed moderated mediation model. Implications of these results for justice and climate research are considered.

The company you keep: health behavior among work peers

There is widespread agreement that behavior crucially influences one’s health. However, little is known about what actually determines health-related behavior. We explore the impact of the place where many people spend most of their time, at work, and analyze whether an individual’s decision to participate in health screening is related to the observed behavior of peers at work. We use linked employer–employee data and exploit the transitions of workers to new jobs. We find that the health behavior of co-workers highly correlated. A comparison of individuals moving into new firms shows that participation in general health checks, mammography screening, and prostate-specific antigen tests increases with the share of work peers attending these screenings. To differentiate between peer effects and common influences at the workplace, we further separate the peer groups within firms and show that workers with similar characteristics tend to have a stronger effect on individual screening participation.

Understanding Employee Motivation for Work-to-Nonwork Integration Behavior: a Reasoned Action Approach

This study investigates individual and organizational factors that motivate employees to enact the work role in the nonwork domain (work-to-nonwork integration behavior). We argue that implications of work-to-nonwork integration may be better understood by learning more about the reasons why employees perform integration behavior. Based on the reasoned action approach (RAA), we examined four antecedents of employee integration behavior: individuals’ attitudes toward integration (integration preference), perceived employer expectations (injunctive norms), perceived integration behavior of coworkers (descriptive norms), and perceived control to manage the work–nonwork interface (behavioral control). The results of structural equation modeling with a heterogeneous sample of 748 employees indicated the relevance of all four RAA factors in explaining integration behavior 1 month later. Specifically, the individual preference to integrate evolved as the strongest motivational aspect, followed by injunctive norms. Additionally, our results suggest that injunctive and descriptive norms each explained unique variance in integration behavior. Organizational interventions may aim at shaping both norms and behavioral control to improve employees’ work–nonwork boundary management. Furthermore, making employees aware of the importance of their integration preferences is a critical factor for actively managing the work–nonwork interface.

Thriving at work: A meta‐analysis

SummaryThriving at work refers to a positive psychological state characterized by a joint sense of vitality and learning. On the basis of Spreitzer and colleagues' model, we present a comprehensive meta‐analysis of antecedents and outcomes of thriving at work (K = 73 independent samples, N = 21,739 employees). Results showed that thriving at work is associated with individual characteristics, such as psychological capital (rc = .47), proactive personality (rc = .58), positive affect (rc = .52), and work engagement (rc = .64). Positive associations were also found between thriving at work and relational characteristics, including supportive coworker behavior (rc = .42), supportive leadership behavior (rc = .44), and perceived organizational support (rc = .63). Moreover, thriving at work is related to important employee outcomes, including health‐related outcomes such as burnout (rc = −.53), attitudinal outcomes such as commitment (rc = .65), and performance‐related outcomes such as task performance (rc = .35). The results of relative weights analyses suggest that thriving exhibits small, albeit incremental predictive validity above and beyond positive affect and work engagement, for task performance, job satisfaction, subjective health, and burnout. Overall, the findings of this meta‐analysis support Spreitzer and colleagues' model and underscore the importance of thriving in the work context.

They Want What I’ve Got (I Think): The Causes and Consequences of Attributing Coworker Behavior to Envy

The focus in research on envy has recently shifted to include not only the envious person but also the person who is a target of that envy. We join the conversation in this nascent but developing l...