Counterproductive Performance Research Articles

Evaluating the evidence on employee engagement and its potential benefits to NHS staff: a narrative synthesis of the literature

BackgroundRecent studies have suggested engagement is linked with beneficial outcomes for individuals and organisations. Despite growing demand for resources and advice on engagement within the NHS, there has been no systematic evaluation of how engagement strategies can be developed and operationalised within the NHS.Objectives and research questionsTo evaluate evidence and theories of employee engagement within the NHS and the general workforce to inform policy and practice. Four research questions focused on definitions and models of engagement; the evidence of links between engagement and staff morale and performance; approaches and interventions that have the greatest potential to create and embed high levels of engagement within the NHS; and the most useful tools and resources for NHS managers in order to improve engagement.Review methodsEvidence was evaluated using a narrative synthesis approach involving a structured search of relevant academic databases and grey literature. The search yielded a final data set of 217 items, comprising 172 empirical papers, 38 theoretical articles, four meta-analyses and three books. From the grey literature, only 14 items were used in the analysis.Main findingsThere is no one agreed definition or measure of engagement. Existing approaches were grouped under three headings: a psychological state; a composite attitudinal and behavioural construct; and employment relations practice. Most fell under the first category, with the Utrecht Work Engagement Scale being the most prevalent. Most theorising around engagement used the job demands–resources framework. Thirty-five studies considered engagement and morale, and the most consistent finding was a positive link between engagement and life satisfaction, and a negative link between engagement and burnout. Some studies suggested that engagement was positively associated with organisational commitment and job satisfaction and negatively linked to turnover intentions. Of 42 studies that looked at performance and engagement, the strongest support was found for a link between engagement and individual in-role performance and a negative link between engagement and counterproductive performance outcomes. A link between engagement and higher-level performance outcomes was also found. Of 155 studies that explored approaches and interventions that promote engagement, the strongest support was found for the following: positive psychological states including resilience; job-related resources and job design features; positive leadership; perceived organisational support; team-level engagement; training and development. Only a small proportion of studies were based in health-care settings, making the application of evidence to wider contexts limited. Studies identified in the grey literature suggested that the focus of practitioner material was more on wider managerial issues than on psychological factors.ConclusionsThe synthesis highlights the complex nature of the engagement evidence base. The quality of evidence was mixed. Most studies were cross-sectional, self-report surveys, although the minority of studies that used more complex methods such as longitudinal study designs or multiple respondents were able to lend more weight to inferences of causality. The evidence from the health-care sector was relatively sparse. Only a few studies used complex methods and just two had taken place in the UK. The evidence synthesis suggests that employers might consider several factors in efforts to raise levels of engagement including development and coaching to raise levels of employee resilience, the provision of adequate job resources, and fostering positive and supportive leadership styles.FundingThis project was funded by the National Institute for Health Research (NIHR) Health Services and Delivery Research (HSDR) programme.

Leader–Member Exchange (LMX) and Performance: A Meta‐Analytic Review

This paper reports a meta‐analysis that examines the relationship between leader–member exchange (LMX) relationship quality and a multidimensional model of work performance (task, citizenship, and counterproductive performance). The results show a positive relationship between LMX and task performance (146 samples, ρ = .30) as well as citizenship performance (97 samples, ρ = .34), and negatively with counterproductive performance (19 samples, ρ = ‒.24). Of note, there was a positive relationship between LMX and objective task performance (20 samples, ρ = .24). Trust, motivation, empowerment, and job satisfaction mediated the relationship between LMX and task and citizenship performance with trust in the leader having the largest effect. There was no difference due to LMX measurement instrument (e.g., LMX7, LMX‐MDM). Overall, the relationship between LMX and performance was weaker when (a) measures were obtained from a different source or method and (b) LMX was measured by the follower than the leader (with common source‐ and method‐biased effects stronger for leader‐rated LMX quality). Finally, there was evidence for LMX leading to task performance but not for reverse or reciprocal directions of effects.

Leader-member Exchange (LMX) and Performance: A Meta-Analytic Review

This paper reports a meta-analysis that examines the relation between Leader-Member Exchange (LMX) relationship quality and a multi-dimensional model of work performance (task, citizenship and counterproductive performance). The results show a positive relationship between LMX and task performance (146 samples, ñ= .30), citizenship performance (97 samples, ñ= .34) and negatively with counterproductive performance (19 samples, ñ= -.24). Of note, there was a positive relationship between LMX and objective task performance (20 samples, ñ = .24). There was no difference due to LMX measurement instrument (e.g., LMX7, LMX-MDM). Overall, the relationship between LMX and performance was weaker when (i) measures were obtained from a different source or method and (ii) LMX was measured by the follower than the leader (with common source and method biased effects stronger for leader rated LMX). Job satisfaction, trust, motivation and empowerment mediated the relationship between LMX and task and citizenship performance with trust in the leader having the largest effect. Finally, in terms of directions of effects there was evidence for LMX leading to task performance but not for reverse or reciprocal directions of effects. The theoretical and practical implications of these results are explored.

Effect of Rater Nationality on the Relationships among Ratee Task, Contextual, and Counterproductive Behaviors and Salary Estimates

This study examined the moderating effect of rater nationality on the relationships among ratee task, contextual, and counterproductive behaviors, and rater salary estimates gauging the dollar value of overall job performance. As hypothesized, rater nationality had a significant moderating effect, such that the Lebanese sample showed stronger relationships between each of the three types of job performance and their dollar value estimates than did the American sample. In other words, results indicated that Lebanese participants made stronger salary differentiations among the different levels of task, contextual, and counterproductive performance. These results seem to suggest that Lebanese participants provided salary estimates using more of an equity approach, whereas American participants provided salary estimates using more of an equality approach. Results contribute to the growing evidence that national culture is important in evaluating job performance.

Ratings of counterproductive performance: the effect of source and rater behavior

PurposeThe purpose of this study was to examine inter‐rater agreement on counterproductive performance between self‐ and peer‐ratings, and the factors that moderate this agreement. The factors investigated included self‐reported levels of counterproductive performance and known antecedents of counterproductive performance: conscientiousness and integrity values.Design/methodology/approachData were gathered (three to five peer ratings per individual) from 108 undergraduate students.FindingsThe paper finds that there was a significantly low correlation between self‐ and peer‐ ratings of counterproductive performance. Ratings given by peers were much higher than ratings given by oneself. Individuals and peers who are similar in the extent to which they engage in counterproductive behaviors were in agreement with respect to ratings of counterproductive performance.Practical implicationsThis study provided evidence that rater disagreement is a consistent phenomenon across dimensions of performance. In addition, rater perceptions of counterproductive performance have a significant impact on overall performance ratings; therefore individual differences between the rater and ratee may have a large influence on overall ratings in an organizational setting. There is some evidence in this study that peer ratings of counterproductive behavior vary depending on the rater's own counterproductive behaviors. The fact that rater agreement is influenced by the rater's own behavior implies that individual rater effects are influencing counterproductive performance measurement.Originality/valueThis study adds value by extending the literature on inter‐rater agreement to counterproductive performance. In addition, this study is unique in that it shows that a rater's own level of counterproductive performance can impact their ratings of others.

HOW BROADLY DOES EDUCATION CONTRIBUTE TO JOB PERFORMANCE?

This study looks at the effects of education level on job performance in 2 ways. First, it provides a meta‐analysis on the relationships between education level and 9 dimensions of job behaviors representing task, citizenship, and counterproductive performance. Results here show that, in addition to positively influencing core task performance, education level is also positively related to creativity and citizenship behaviors and negatively related to on‐the‐job substance use and absenteeism. Second, we investigate the moderating effects of sample and research design characteristics on the relationships between education and job performance. Significant results were found for gender, race, job level, and job complexity. The article concludes with implications for future research and the management of an increasingly educated workforce.

Study on suppliers’ flexibility in supply chains: is real-time control necessary?

In a supply chain, the suppliers’ flexibility is considered as a tool to cope with the environmental uncertainties. Flexible suppliers are capable of supplying/processing other jobs in addition to the one for which they are the original supplier. In a cluster of flexible suppliers, it is expected that flexibility of suppliers be utilized more expressively through better control of the supply chain. The online real-time information system is considered as one of the tools for effective control of the supply chain. However, in a cluster of flexible suppliers, the physical and operating characteristics of alternative suppliers (available by virtue of suppliers’ flexibility) may vary from each other for doing the same operation, which may result in a different lead-time to process the same job. This paper presents a simulation study on suppliers’ flexibility level (SFL) in relation to information system automation level of the supply chain and physical characteristics of the flexible suppliers. This paper contributes an approach for decision-makers to identify the information system automation level and variations in physical characteristics of the alternative suppliers with respect to suppliers’ flexibility level that can help in improving the overall delivery lead-time. A decision-maker can reach a trade-off between benefits obtained from supplier's flexibility and the investment required to have a suitable information system automation level and physical characteristics of suppliers. Results of simulation study show that if automation level of information system is not matching to the suppliers’ flexibility level then supplier's flexibility may become counterproductive. Further, a relative change in physical characteristics of the alternative flexible suppliers as compared to the original supplier is more than a certain limit then suppliers’ flexibility may again be counterproductive. However, a cost intensive real-time information system may not be needed when suppliers’ flexibility levels are lower. Study identifies the productive and counterproductive performance regions for suppliers’ delivery lead-time.

The relative importance of task, citizenship and counterproductive performance to job performance ratings: Do rater source and team‐based culture matter?

This study contributes to our understanding of which factors predict raters' policies for combining performance components into an overall job performance rating. We used a work‐roles framework to examine the effects of rater source and team‐based culture. The sample consisted of 612 individuals in three job categories (317 nurses, 168 personnel recruiters and 127 sales representatives). Respondents rated employee performance profiles that were described on task, citizenship and counterproductive performance. Raters' weights differed by (a) organizational culture (low‐ vs. high‐team‐based); (b) rating source (supervisor vs. peer) and (c) job. In a team‐based culture, more weight was given to citizenship performance and less to task performance. Peers attached more importance to citizenship performance and less to task performance. Implications of these findings for performance management are discussed.

Increase in flexibility: productive or counterproductive? A study on the physical and operating characteristics of a flexible manufacturing system

In time-based performances of a manufacturing system, flexibility has played a pivotal role. Significant research efforts have been made from defining the various types of flexibility in flexible manufacturing systems (FMS) to the performance measurement index of flexibility levels. This paper focuses on the physical and operating characteristics of alternative machines (available by the virtue of flexibility), which may not have been explicitly modelled with flexibility. The decision-maker needs to know how physical and operating characteristics such as processing time, machine setting time, tool changing time, transportation time, control strategies enforced, etc. may influence the changed level of flexibility in an FMS. Does an increase in flexibility have the expected benefits or not? If benefits are present, then up to what level of flexibility? Answers to these questions will provide an insight to the decision-maker to decide a gainful level of flexibility for a given physical and operating characteristics of an FMS. This paper contributes an approach to identify productive and counterproductive performance zones of an FMS at different flexibility levels while considering physical and operating characteristics. It also demonstrates the need of modelling explicitly the physical and operating characteristics of a system with flexibility, and it presents a simulation study of these parameters for a given FMS. The results show that expected gains from an increasing level of flexibility may not be present while considering physical and operating characteristics. Flexibility can be increased strategically up to a certain level with benefits when considering the physical and operating characteristic of the system. A further increase in flexibility level may be counterproductive.

Predicting Counterproductive Performance Among Temporary Workers: A Note*

Using prehire biographic and work history data, temporary help agency workers (N= 201) were classified as marginal or satisfactory. Marginal temps had characteristics suggesting poor work histories and willingness to accept any kind of employment. In prior jobs, they were paid less and more likely to have been laid off. They had also been temps for longer periods of time, and were more willing to work weekends and nights. The classification of temps as marginal versus satisfactory was validated using posthire data, showing that marginal temps had lower performance evaluations, and exhibited more counterproductive behaviors (e.g., late, absent, unsafe, or careless).

The relative importance of task, citizenship, and counterproductive performance to global ratings of job performance: a policy-capturing approach.

A review of research on job performance suggests 3 broad components: task, citizenship, and counterproductive performance. This study examined the relative importance of each component to ratings of overall performance by using an experimental policy-capturing design. Managers in 5 jobs read hypothetical profiles describing employees' task, citizenship, and counterproductive performance and provided global ratings of performance. Within-subjects regression analyses indicated that the weights given to the 3 performance components varied across raters. Hierarchical cluster analyses indicated that raters' policies could be grouped into 3 homogeneous clusters: (a) task performance weighted highest, (b) counterproductive performance weighted highest, and (c) equal and large weights given to task and counterproductive performance. Hierarchical linear modeling indicated that demographic variables were not related to raters' weights.

The relative importance of task, citizenship, and counterproductive performance to global ratings of job performance: A policy-capturing approach.

The relative importance of task, citizenship, and counterproductive performance to global ratings of job performance: A policy-capturing approach.