Counterproductive Behavior Research Articles

Exploring ethnicity and gender discrimination in judging resume fraud and counterproductive workplace behavior

AbstractThe impact of ethnicity and gender on employment and income disparities in the labor market has been extensively studied, revealing patterns of discrimination. We focus on these specific attributes as potential influencers of perceptions regarding resume fraud and counterproductive behavior in the workplace. In our research, 1002 participants reviewed CVs of prospective job candidates and were subsequently informed about various instances of resume fraud and counterproductive behavior exhibited by the candidates. The names of the candidates were selected to reflect distinct ethnic origins and genders. Our findings indicate the presence of ethnic discrimination. Specifically, individuals within each ethnic group tended to evaluate candidates from their own group with less severity compared to candidates from the opposite group. We did not uncover any indications of gender bias; both male and female candidates were assessed in a similar manner. Our findings uncover ethnicity‐based discrimination in the evaluation of negative behavior within the workplace.

Don't Give-Up: Why some intervention schemes encourage suboptimal behavior.

Many social challenges stem from individuals' tendency to prefer immediately rewarding but suboptimal behaviors ("Give-Up" options) over more costly endeavors that yield much better outcomes in the long run ("Try" options). For example, many people forgo the long-term benefits of formal education, healthy diets, learning new technologies, and even finding true love. This paper examines various incentivization programs that combine external rewards and punishments to discourage such counterproductive behaviors, which often result in only temporary behavioral change. Our findings suggest that some interventions' limited impact may be due to their focus on only shifting behaviors from "Give-Up" (e.g., dropping out of college, avoiding the gym) to "Try" (e.g., attending college, exercising regularly), without promoting sufficient exploration of these "Try" options. Yet exploration of the long-term benefits of "Trying" may be crucial to increase the chances of long-term learning and commitment. Using a simplified abstraction of this dilemma, our results show a high tendency to choose "Give-Up" options prior to intervention. Examination of four different incentivization strategies suggests that onlyrewarding exploration of new "Try" options is a straightforward strategy to increase exploration and optimal choice. Punishing both the selection of "Give-Up" options and the choice to exploit suboptimal "Try" options produced similar results. Other common guidance strategies were less effective, as these strategies simply tended to replace one suboptimal behavior with another. Surprisingly, punishments seemed to bea relatively more successful incentive than rewards. We discuss how these insights can help guide policy aiming to improve long-term outcomes through incentivization.

Navigating the Thin Line: Can Acts of Good Lead to Defiance at Work? Exploring the Intricacies of OCB and CWB Dynamics

Prior studies concluded that organizational citizenship behavior (OCB) and counterproductive work behavior (CWB) lie on the same continuum. However, engaging in OCB does not inherently prevent engagement in CWB. This study delves into the intricate relationship between OCB and CWB, aiming to uncover the mechanisms behind the moral licensing effect. Employing partial least squares-structural equation modeling (PLS-SEM) from 468 employees to test the proposed hypothesis. This study revealed that OCB positive relationship with moral license. Moreover, moral license negative relationship counterproductive work behavior toward organizations (CWB-O) but a positive relationship counterproductive work behavior toward individuals (CWB-I). This study provides insights for organizational leaders and scholars to enhance their comprehension of employee behavior and inform strategies for fostering positive workplace environments while addressing the potential risks associated with moral licensing effects.

Adaptation and Validation of the Individual Work Performance Questionnaire into a Portuguese Version

The aim of this study is to adapt and validate the Individual Work Performance Questionnaire (IWPQ) to a Portuguese version (IWPQ-PT) and to evaluate its psychometric properties in a sample of 423 digital sector workers. Two studies were conducted to define the factorial structure. In study 1 (n = 162), the results of an exploratory factor analysis pointed to a three-factor structure (18 items), explaining 55.56% of the variance. In study 2 (n = 261), the results of a confirmatory factor analysis revealed a good model fit (CFI = 0.95; RMSEA = 0.06), also reproducing the structure of the original model. The overall scale and subscales demonstrated good reliability, with Cronbach’s alpha coefficients ranging from 0.72 to 0.88. Correlations between the IWPQ-PT subscales and other instruments revealed that higher task and contextual performance are associated with increased job satisfaction, work engagement, and decreased turnover intention. Conversely, counterproductive work behavior is associated with lower job satisfaction, work engagement, and higher turnover intention. This study underscores the contributions of the IWPQ-PT as a reliable and valid tool for assessing individual work performance in Portuguese organizations and highlights its contributions to the field of employee work performance research as well as human resources practices.

Arrogance from favor: the better supervisor-subordinate guanxi, the more counterproductive work behaviors

PurposeDrawing on the attribution theory, this study re-examined the effect of supervisor-subordinate guanxi (SSG) on counterproductive work behaviors (CWBs) by highlighting the critical moderating role of job self-efficacy and the mediating role of psychological entitlement, with the aim of revealing the potential drawbacks of SSG.Design/methodology/approachThree-wave matched data were collected from 434 employees working in China. The authors adopted path analysis in Mplus 7.4 to test the hypotheses proposed in this study.FindingsThe results suggested that among subordinates with high job self-efficacy, SSG triggers psychological entitlement, which subsequently leads to CWBs.Originality/valueThis research challenges the prevailing consensus regarding the beneficial effects of SSG on subordinate management from the social exchange theory perspective by revealing when and why high-quality SSG can also engender subordinates’ psychological entitlement and subsequent CWBs. By doing so, this study provides a more dialectical view of the impact of establishing high-quality SSG in human resource management.

Understanding teacher counterproductive work behavior: Tracing individual, occupational, and organizational factors

AbstractDespite extensive research on antecedents and consequences of counterproductive work behavior (CWB), factors contributing to it in educational settings and teachers have not been adequately addressed. With participants of secondary school teachers working in public schools (270), private schools (302), and other educational institutions (319) in Iran, this study explored factors associated with CWB at the individual (age, gender, and perceived justice), occupational (interpersonal conflicts and working hours), and organizational (job content, class size, and teaching context) levels. Significant relationships, with small effect sizes, were found between CWB and younger male teachers with low perceived justice. The results also indicated a linear trend with occupational variables and CWB in the public sector. An escalation in CWB engagement was observed with an increase in working hours and class size. There was a strong positive correlation between psychological demands and CWB, and negative associations were found for social support and decision latitude with significant differences in teacher categories. Hierarchal regression analysis confirmed the significant contributions of these variables to the variances in CWB. The implications have been discussed in light of study results by recommending policies and strategies to be used by school psychologists, administrators, and teacher educators to curtail dysfunctional behaviors and ultimately create school environments that promote teachers' job commitment and the delivery of high‐quality education.

Ethical Leadership and Counterproductive Work Behavior: The Mediating Role of Job Satisfaction

Intense competition among public institutions underscores the need for effective human resource management. This study investigates Counterproductive Work Behavior (CWB), a concern for academics, professionals, and policymakers. CWB, a response to workplace dissatisfaction, is examined among 121 permanent nurses at Pandan Arang Hospital. Findings show that ethical leadership is negatively associated with CWB and positively linked to job satisfaction, which fully mediates the relationship between ethical leadership and CWB. The study contributes theoretically by advancing understanding of how ethical leadership influences CWB via job satisfaction, offering practical implications for organizations aiming to reduce CWB and promote ethical leadership practices.

The curvilinear relationship between perceived overqualification and counterproductive work behaviors in the workgroup context of justice climate and task interdependence.

The curvilinear relationship between perceived overqualification and counterproductive work behaviors in the workgroup context of justice climate and task interdependence.

Emotional Intelligence and Organizational Justice towards Counterproductive Work Behavior

Emotional Intelligence and Organizational Justice towards Counterproductive Work Behavior

Knowledge systems, behaviours and organizational tasks for hospital effectiveness: mixed effects on quality of care

PurposeThe healthcare sector relies on knowledge management systems to improve knowledge flows and effectively capture, leverage and share knowledge with several organizational stakeholders. However, knowledge as a resource represents a social construct that involves additional managerial complexities and challenges, including undesirable knowledge behaviours. The aim of the current study is to provide insight on how knowledge management systems, knowledge hoarding, knowledge hiding and task conflict shape the quality of care provided by hospitals. We propose and test an original revealing model.Design/methodology/approachWe follow a quantitative approach to address the structural relationship between variables using a combination of factor analysis and multiple regression analysis. The model is tested adopting a structural equation modelling approach and using survey data conducted to 318 healthcare professionals working in Portuguese hospitals.FindingsThe main findings suggest that knowledge hiding is positively related to task conflict in hospitals, and task conflict negatively influences quality of care. Knowledge management systems directly and indirectly (via knowledge hoarding) promote quality of care. Moreover, knowledge management systems also mitigate the negative influence of task conflict over quality of care. We propose a final corollary on the relevant role of HRM as the backstage for the model.Practical implicationsOur research offers a novel insight into an overlap of organizational behaviour and healthcare management research. It provides an original framework on knowledge management systems, counterproductive knowledge behaviours and task conflict in hospital settings.Originality/valueOur research offers a novel insight into an overlap of organizational behaviour and healthcare management research. It provides an original framework on knowledge management systems, counterproductive knowledge behaviours and task conflict in hospital settings.

Levers of Control, Counterproductive Work Behavior, and Work Performance: Evidence From Indonesian Higher Education Institutions

Levers of Control, Counterproductive Work Behavior, and Work Performance: Evidence From Indonesian Higher Education Institutions

Job autonomy and cyberloafing: a mediated moderation model of work engagement and mindfulness

PurposeTo investigate the mediating role of work engagement (WE) between job autonomy and cyberloafing and the moderating effect of mindfulness on the linkage between work engagement and cyberloafing.Design/methodology/approachThis study was conducted using an online questionnaire survey. Data were gathered from 266 full-time working professionals in India. Hierarchical regression analysis and, SPSS PROCESS version 4.0 (model 14) were employed to analyze the mediated moderation effect.FindingsResults showed that job autonomy reduced cyberloafing of employees through WE and the mediation effect was stronger when employees were high on mindfulness.Research limitations/implicationsResults indicate that job autonomy and mindfulness have a considerable impact on employee cyberloafing behavior. Organizations seeking to reduce employee cyberloafing behavior could benefit by considering job autonomy as well as supporting employee mindfulness.Originality/value This study adds to the understanding of cyberloafing antecedents particularly, the role of job autonomy and WE. Additionally, it examines how mindfulness self-regulates with regard to cyberloafing and contributes to the growing body of mindfulness research and its impact on counterproductive behavior at work.

The moderating role of job embeddedness on the relationship between career plateau and counterproductive work behaviors of the Mansoura university staff.

The moderating role of job embeddedness on the relationship between career plateau and counterproductive work behaviors of the Mansoura university staff.

Assessing the Mediating Influence of Work Stressors on the Linkage between Narcissism and Counterproductive Work Behavior

Assessing the Mediating Influence of Work Stressors on the Linkage between Narcissism and Counterproductive Work Behavior

DETERMINANTS OF JOB SATISFACTION AMONG EMPLOYEES AT PRIVATE HIGHER LEARNING INSTITUTION IN PERLIS: A CONCEPTUAL PAPER

This is a conceptual paper for a future study based on the review of the literature related to job satisfaction and the effect of Islamic leadership behaviour, workload and co-workers’ relationship on job satisfaction in private higher learning institutions. Job satisfaction remains among the most studied industrial and organisational psychology constructs for two main reasons. First, job satisfaction is effective in addressing employees’ absenteeism, fluctuation in production, and organizational inefficiencies, such as counter-productive behaviour and sabotage and second, job satisfaction is relevant to employees’ motivation to work and to those interested in evaluating such working conditions as task diversity, work requirements, and communications. To address these issues, this study aims to investigate the factors influencing job satisfaction; Islamic leadership behaviour, workload and co-workers’ relationship guided by the Social Exchange theory. The paper went on to analyse the issues, concepts and objectives for the forthcoming study through several literatures of various disciplines. The conceptual paper signifies to supplement literatures for academics as reference for their research. The result of this future research may provide information to the management of higher learning institutions on the factors and the preventive measures that should be taken to reduce the employees’ problems and enhancing the employees’ performance towards achieving the organizational objectives and sustainability.

Influence of meaningfulness of work and leadership characteristics on customer-directed counterproductive work behavior resulting from customer mistreatment

ABSTRACT This study explored the impact of customer mistreatment on counterproductive work behavior (CWB) and the moderating role of supervisor responses (self-sacrificial and self-serving leadership) to clarify why customer-directed CWB occurs and how it can be reduced. A sample of 392 customer-facing employees in the USA completed measures assessing the meaningfulness of work and self-sacrificial and self-serving leadership experiences. The meaningfulness of work moderated the relationship between customer mistreatment and employee anger, and a three-way interaction was found between employee anger and self-sacrificial and self-serving leadership on customer-directed CWB. Implications for managing customer mistreatment and fostering meaningful work to promote employee well-being are discussed.

The self-regulatory role of trait mindfulness in workplace bullying, hostility and counterproductive work behaviours among hotel employees

While counterproductive work behaviours (CWB) harm hotels’ financial and non-financial performance, hospitality research ought to pay more attention to unpacking its antecedents and how employees are triggered to engage in CWB. Drawing on Affective Events Theory (AET), we posit that workplace bullying (WB) leads to enacting CWB by eliciting the targets’ emotions of hostility. Furthermore, considering the affective disposition in AET and adopting the self-regulation perspective, we argue that the mediating mechanism of hostility for the link between WB and CWB is moderated by trait mindfulness. Using a two-wave data collection from employees in hotels in Jordon (N = 328), we found that employee hostility mediated the relationship between WB and CWB. Trait mindfulness was found to attenuate the positive association between WB and emotional response of hostility, leading to reduced CWB. Our findings lend credence to the AET to further understand how WB induces CWB.

Every cloud has a silver lining: Understanding how hotel employees’ counterproductive work behavior may shape their pro-environmental behavior

Drawing upon moral cleansing theory, we investigate why and when employees’ counterproductive work behavior (CWB) may lead to their pro-environmental behavior (PEB) by pinpointing felt guilt and moral deficit as two parallel conduits and moral identity as an important boundary condition. To test our proposed model, 72 employees affiliated to three hotels in a chain were selected via experience sampling method. Data were collected through sending online survey links via WeChat, an instant communication app in China. Results reveal that employees performing CWB elicits feelings of guilt and a sense of moral deficit to themselves, which in turn triggers them to engage further in PEB. Moreover, findings suggest that moral identity strengthens the positive association of CWB with felt guilt and moral deficit and intensifies the indirect effects towards PEB. We therefore craft a dual-pathway framework that illuminates why and when CWB conducted by employees may, paradoxically, lead to PEB.

Work Ethics’ Impact on Counterproductive Work Behaviour in Institutes of Higher Education

Work Ethics’ Impact on Counterproductive Work Behaviour in Institutes of Higher Education

Kitchen Layout Design and Individual Work Performance of Eatery in Davao Del Norte, Philippines

This study assessed the level of kitchen layout design and individual work performance in eateries in Davao del Norte, Philippines. A descriptive-correlational research design was employed in this study to determine the relationship between the two variables. The respondents of this study were 207 employees of eateries in Davao del Norte, selected through a simple random sampling technique. Two adapted questionnaires were used, and the statistical tools included mean, Pearson r, and standard deviation. The findings of this study revealed that the level of kitchen layout design in terms of lighting, space or arrangement of kitchen equipment, and type of flooring was very high. The investigation also found that the level of individual work performance in terms of task performance, contextual performance, and counterproductive work behavior was very high, indicating that these behaviors were always manifest. Additionally, the study found a significant relationship between kitchen layout design and individual work performance, with an r value of 0.781 and a p-value of 0.000. Therefore, it was recommended to select a suitable kitchen layout design in eateries to enhance individual performance and workplace productivity. Future researchers were encouraged to continue exploring the space or arrangement of kitchen equipment to better manage kitchens and develop creative technologies for improved comprehension in these areas. Enhancing the study of task and contextual performance was suggested to emphasize human factor considerations and a holistic approach to boost productivity outcomes.