Counterproductive Behavior Research Articles

Developing a multidimensional scale for presenteeism: A study on measurement and implications

Presenteeism is among the key factors that negatively affect employee efficiency and, therefore, company organi zational performance. The existing measurement tools for assessing presenteeism highlight health-related issues as the main reason behind this counterproductive behaviour. On the other hand, other factors that influence modern business life and pro cesses are omitted. The paper’s primary purpose is to develop a comprehensive measurement tool suitable for the individual and organizational multi-factor structure of presenteeism that accurately reflects the complex nature of today’s business world. Meth odologically, the research is shaped within the framework of grounded theory. In the study, mixed methods research combining qualitative and quantitative methods was utilized. In this context, firstly, the authors conducted a literature review and focus group interviews with experts in the field in order to reveal the conceptual structure. We analysed the data using content analysis and then moved on to writing 18 scale items. We performed exploratory factor analysis using the SPSS program and confirmatory factor analysis using the AMOS program. As a result, we develop a four-dimensional scale for presenteeism covering work focus, stress management, social loafing, and performance. The verified multidimensional scale fills a vacuum in the literature by offer ing a comprehensive and dependable instrument to gauge presenteeism on organizational and individual dimensions. Among the possible avenues for further research are testing the scale in different cultural contexts and addressing the organizational causes of presenteeism.

On the nature, predictors, and outcomes of work passion profiles: A generalisability study across distinct types of employees.

Thus far, little research has adopted a person-centred approach to investigate the nature of work passion profiles. As a result, our understanding of the most commonly occurring combinations of harmonious passion (HP) and obsessive passion (OP) in the workplace remains limited. To achieve a more refined understanding of the nature of these work passion profiles, our first aim was thus to identify the configurations of HP and OP for work observed among five samples, including 11 subsamples, of employees (N=7258). Then, we also considered the extent to which these profiles and their associations with theoretically-relevant predictors (work-home segmentation and organisational support) and outcomes (work engagement, work-family conflict, turnover intentions, presenteeism, and counterproductive work behaviours) generalised across all subsamples. We identified a total of five profiles with a structure that differed slightly across samples: High OP Dominant, High HP Dominant, Average HP Dominant, Low HP Dominant (i.e., low levels of passion dominated by higher levels of HP relative to OP), and Moderately Low Passion. The High OP Dominant profile was systematically the most prevalent (37.5%-54.1% of the sample), whereas the High HP Dominant was the least prevalent (2.1%-7.7%). Across all samples, work-home segmentation was related to a higher likelihood of membership into the profiles characterised by higher, relative to lower or moderate, levels of passion (HP and OP), whereas organisational support also helped employees to stay away from the High OP Dominant profile. Lastly, the least desirable outcomes were observed in the High OP Dominant profile, whereas the most desirable outcomes were observed in the High HP Dominant profile. Interestingly, work engagement levels where comparable in these two profiles. Beyond their theoretical implications for research on work passion, these results highlight how work passion has highly similar implications across contexts.

Hubungan motivasi kerja dan workplace spirituality dengan counterproductive work behavior pada karyawan perusahaan multimedia

This research aims to examine the relationship between work motivation, workplace spirituality, and counterproductive work behavior among employees in a multimedia company. The study utilizes a quantitative approach with a correlational design. Data were collected using the Counterproductive Work Behavior Scale, Work Motivation Scale, and Workplace Spirituality Scale. The sample consisted of 70 employees chosen through saturated sampling techniques. Data analysis was performed using multiple linear regression with IBM SPSS version 23 software. The results of the regression analysis revealed that the F-value for the main hypothesis—examining the relationship between work motivation, workplace spirituality, and counterproductive work behavior—was 19.174, with a significance level of ( p < 0.01 ), indicating a significant relationship. Specifically, work motivation accounted for 12.7% of the variance in counterproductive behavior, while workplace spirituality contributed 23.7%, leading to a total contribution of 36.4%. The remaining 63.6% of the variance is influenced by other variables not discussed in this study. These findings suggest that higher levels of workplace spirituality and work motivation can help reduce counterproductive behavior, foster a positive work environment, and enhance employees' connection to their work.

Does empowering leadership behavior affect employee performance? The mediating role of workforce agility

PurposeWorkforce agility (WFA) is an emergent research topic in volatile times. However, there is a lack of research in understanding the leadership dimension that triggers such an attribute in organizations. Our study aims to understand the impact of workforce agility on empowering leadership behavior and employee performance dimensions (task performance, contextual performance and counterproductive work behavior).Design/methodology/approachWe collected data from 236 employees using reliable, validated scales and conducted various statistical analyses.FindingsOur results demonstrated that WFA (1) partially mediated the relationship between empowering leadership and contextual performance (CP), (2) has not mediated the relationship between empowering leadership and counterproductive behavior (CWB) and (3) mediated the relationship between empowering leadership and task performance (TP).Practical implicationsOur research has practical implications for management practitioners. It suggests hiring and developing an agile workforce through appropriate training and development programs can significantly impact organizational performance. Furthermore, it provides insights into building leadership capabilities that sustain workforce agility practices, empowering leaders to make informed decisions.Originality/valueOur research fills a significant gap in the existing literature by exploring the effects of WFA on leadership and performance. This novel approach provides a fresh perspective on the dynamics of organizational behavior, making it a valuable addition to the field.

Introducing innovative policy instrument to reduce antibiotics use. Relevant evidence from Bulgaria

Abstract Background of the public health challenge Excessive individual consumption of antibiotics (ABs) increases global antimicrobial resistance (AMR). Therefore, shaping consumers’ behaviors towards responsible ABs use is an essential strategy in the battle with the silent pandemic of AMR. The EU One Health (OH) Action Plan against AMR targets making Europe a best-practice region. Overall consumption of ABs in the EU decreased significantly, especially during the COVID-19 pandemic. Bulgaria is the only EU country that has reported an annual increase in ABs use during this period (ECDC data). A growing part of Bulgarians, believe that ‘ABs kill viruses’ and is unaware that ‘unnecessary use of ABs makes them ineffective’ (Eurobarometer 2022). This limited understanding of adequate ABs use resulted in counterproductive behaviors that demand change. Introducing innovative policy instrument as a tool for behavioral change: Undeniably, drug prescription monitoring has the potential to change consumers’ behaviors. In October 2023 mandatory electronic prescribing (e-Rx) for ABs was introduced in Bulgaria at a primary healthcare level. Consequently, there was an observed decline exceeding 30% in ABs sales (IQVIA Bulgaria data), evidencing a reduction in ABs consumption. However, there were negative reactions by the stakeholders, due to time-consuming procedures, nonoptimal IT infrastructure, etc., and that led to e-Rx-moratorium. Finally, in April 2024, the e-Rx is sustainably introduced. Conclusions Legislative measures, like e-Rx, can hinder the chaotic use of ABs. Moreover, Bulgarians need to reflect on their behaviors and values of solidarity which OH offers. Herewith, a multidisciplinary team of academic educators unite their OH efforts in raising awareness related to AMR and the rational use of ABs. Years of national endeavors toward healthcare digitalisation led to the introduction of e-Rx for ABs in Bulgaria. Research will prove its relevance for the rest of Europe. Key messages • To the European community: The introduction of the innovative policy tool (e-Rx for antibiotics) in Bulgaria is a significant national effort in making Europe a best-practice region regarding AMR. • To the Bulgarian society: Antibiotics are not bonbons! Responsible ABs use of every one of us can contribute to the EU efforts to manage AMR. In the context of AMR, every person is a stakeholder.

Assessing the Turkish version of the Individual Work Performance Questionnaire (IWPQ) for its validity and reliability

BackgroundsThis study aimed to assess the validity and reliability of the Turkish version of the Individual Work Performance Questionnaire (IWPQ).MethodsA total of 340 adult participants who had been working for at least 8 h a day completed the study questionnaire online. The questionnaire consisted of sections on demographics and socioeconomic characteristics, the IWPQ, and the ultrashortened version of the Utrecht Work Engagement Scale (UWES-3). Principal component analysis (PCA) with Promax rotation was conducted to assess the e three-factor structure for the Turkish version of the IWPQ. Cronbach’s alpha was used to determine internal consistency. The intraclass correlation coefficient (ICC) was used to assess test-retest reliability. Spearman correlation coefficients were calculated between the IWPQ and UWES-3 scales to evaluate convergent validity.ResultsThe three factors accounted for a total variance ratio of 60.7%. Cronbach’s alphas of three subscales (task performance, contextual performance, and counterproductive work behavior) were 0.894, 0.875, and 0.796, respectively. Test-retest reliability showed high agreement, with ICCs of 0.96, 0.98, and 0.91 for the respective scales. There was a statistically significant correlation between UWES-3 and the task performance subscale (ρ = 0.367 and p < 0.001), a statistically significant correlation between UWES-3 and the contextual performance subscale (ρ = 0.403 and p < 0.001), and a statistically significant correlation between UWES-3 and the CWB subscale (ρ=-0.352 and p < 0.001).ConclusionsThe Individual Work Performance Questionnaire (IWPQ) identifies work performance.The Turkish version of the IWPQ scales demonstrated validity and reliability in assessing individual work performance.

A Brief Mindfulness-Based Intervention Pilot Study: Lessons Learned in Feasibility and Acceptability Among Healthcare Professionals Experiencing Burnout

We explored the feasibility of a virtual-reality delivered mindfulness training intervention on burnout symptoms among corporate employees and clinicians in the Intensive Care Unit and Palliative Care Unit (PCU). To develop the VR mindfulness intervention we leveraged the Capability, Opportunity, Motivation, Behavior model (COM-B) as a guide for the design and implementation of the VR mindfulness training intervention. Using a pre-posttest within subjects design we assessed burnout syndrome, job stress and work-related outcomes such as workplace behavior using self-reported measures at baseline and one-month follow up. Due to COVID-19 we were unable to assess 3-month follow-up. Feasibility was measured based on the number of times participants returned for subsequent sessions. Pearson’s correlation shows that more distress and mindfulness were positively related in clinical employees. For corporate employees we saw an increase in mindfulness pre and post-test and a reduction in counterproductive work behavior. However, the co-efficient alpha for the counterproductive work behavior scale was -0.51, therefore results should be interpreted with caution. Lastly, we identified barriers to feasibility in recruitment and retention of participants. The results of the present study hold potential for future interventions to reduce job stress and burnout through virtual reality mindfulness-based interventions.

The Perils of Perfection: Navigating the Ripple Effects of Organizational Perfectionism on Employee Misbehavior through Job Insecurity and the Buffering Role of AI Learning Self-Efficacy.

This study investigates the complex interplay between organizationally prescribed perfectionism (OPP), job insecurity, counterproductive work behavior (CWB), and self-efficacy in learning artificial intelligence (AI) in the context of modern organizations. Based on several theories, the current research suggests and tests a moderated mediation model. Using a three-wave time-lagged design with data collected from 412 workers across various South Korean corporations, we examine how OPP influences CWB both directly and indirectly through job insecurity, and how self-efficacy in AI learning moderates the OPP-job insecurity link. Our results show that OPP is positively linked to CWB, and this association is partially mediated by job insecurity. Moreover, AI learning self-efficacy functions as a moderator in the OPP-job insecurity link, such that the positive link is weaker for members with higher levels of AI learning self-efficacy. These findings extend our understanding of perfectionism in organizational settings and highlight the role of technological self-efficacy in mitigating the negative impacts of perfectionist cultures. This research may contribute to the literature on perfectionism, CWB, and technological adaptation at work, and has important implications for managing high-performance cultures in the period of rapid technological advancement.

Reducing Counterproductive Work Behavior

Abstract: This study explores the effects of mental load and emotional load on counterproductive work behavior (CWB). Building on the conservation of resources theory and the challenge–hindrance stressor framework, we hypothesize that mental load enhances the effort and engagement of employees to accomplish goals and subsequently reduces organizational deviance (e. g., working time fraud), while emotional load, through resource depletion, weakens this relationship. We also suggest that by depleting emotional resources, emotional load could increase interpersonal deviance, with mental load exacerbating this effect due to synergistic effects. The results of a two-wave survey among 303 UK employees show that mental load reduces organizational deviance only when emotional load is low to moderate; when emotional load is high, mental load may even increase organizational deviance. The results also show that emotional load increases interpersonal deviance, irrespective of the level of mental load. The findings underscore the distinct nature of interpersonal and organizational deviance, challenges previous interpretations of the relationship between workplace stressors and CWB, and highlights the importance of considering the complex interplay between different types of stressors in predicting workplace outcomes.

Assist me or replace me? Uncovering the influence of AI awareness on employees' counterproductive work behaviors.

Drawing on the conservation of resources theory (COR), the research aims to reveal the influence of artificial intelligence (AI) awareness on employees' mental health and behaviors, particularly examining whether and how employees' AI awareness impacts their counterproductive work behaviors (CWB) in human-intelligence collaborations. Data was collected from 327 Chinese employees who collaborated with AI in sales, manufacturing, logistics, and other industries. The measurement instruments included scales for AI awareness, psychological contract (PC), emotional exhaustion (EE), and counterproductive work behavior (CWB). We used Hayes's PROCESS macro to analyze the data. AI awareness had a significant positive impact on CWB (β = 0.448, p < 0.01). PC and EE play a role as partial mediators in the relationship between AI awareness and CWB. The mediating pathways consist of three sequences: "AI awareness → PC → CWB," "AI awareness → EE → CWB" and "AI awareness → PC → EE → CWB," with the respective contributions to the overall effect amounting to 8.04, 18.53, and 4.91%. Our research contributes to the study of AI in the management field by elucidating the relationship between AI awareness and CWB, as well as the mediating mechanisms of this relationship, which enriches the literature on CWB and expands the understanding of the associations between AI and CWB.

Counter Productive Work Behaviour and Organizational Productivity of Selected Public Organizations in Cross River State: A Theoretical Review

The purpose of the study was to examine counter productive work behavior and organizational productivity in selected public organizations. A study of Calabar, Ugep and Ikom local government council in Cross River State. The specific objectives were to: examine the extent to which sabotage behavior can affect organizational productivity; examine how theft can affect organizational productivity; and to determine how withdrawal can affect organizational productivity. This study adopted theoretical review methods. Information was gathered using textbooks, journals, published and unpublished journals, libraries and internet applications. Based on the theoretical review, the following findings were revealed thus: there was a significant relationship between sabotage behavior and organizational productivity, there was a significant relationship between theft behavior and organizational productivity, and there was a significant relationship between withdrawal behavior and organizational productivity. In line with the findings, the study recommended that organizations should organise regular enlightenment programmes and formulate appropriate HR policies that would help reduce the level of counterproductive work behaviors among employees. Managers should endeavor to limit the effect and pervasiveness of detrimental behaviors.

Do Organizational Politics Triggers Counterproductive Work Behaviors in Hospitality and Tourism Organizations: The Roles of Job Stress and Distributive Justice

Do Organizational Politics Triggers Counterproductive Work Behaviors in Hospitality and Tourism Organizations: The Roles of Job Stress and Distributive Justice

Workplace ostracism and counterproductive work behaviour: parallel mediation of felt accountability and emotional exhaustion

Workplace ostracism and counterproductive work behaviour: parallel mediation of felt accountability and emotional exhaustion

Emotional Intelligence as Critical Competence in Nurses' Work Performance: A Cross-Sectional Study.

Emotional intelligence may help nurses to cope with demanding work environments where the need to improve the quality and safety of the care provided, as well as the care of the chronically ill, prevails. Although it is well known that emotional intelligence is positively related to work performance, the literature on nurses is limited. The aim of our study was to examine the impact of emotional intelligence on work performance in a sample of nurses in Greece. We conducted a cross-sectional study with 318 nurses. We collected data from a convenience sample of nurses during January 2024. Since we conducted an online survey through social media, our sample could not be representative of all nurses in Greece. For instance, older nurses may be underrepresented in our study due to limited access on social media. We measured emotional intelligence with the Trait Emotional Intelligence Questionnaire-Short Form (TEIQue-SF) and work performance with the Individual Work Performance Questionnaire (IWPQ). We created multivariable linear regression models adjusted for sex, age, educational level, and work experience. We followed the Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) guidelines. We found that the four streams of emotional intelligence (i.e., well-being, self-control, emotionality, sociability) increased nurses' work performance. In particular, we found a positive relationship between well-being and task performance (adjusted beta = 0.210, 95% CI = 0.140 to 0.281, p-value < 0.001) and contextual performance (adjusted beta = 0.135, 95% CI = 0.050 to 0.221, p-value = 0.002). Similarly, there was a positive relationship between self-control and task performance (adjusted beta = 0.136, 95% CI = 0.030 to 0.241, p-value = 0.012). Additionally, sociability increased task performance (adjusted beta = 0.223, 95% CI = 0.151 to 0.295, p-value < 0.001) and contextual performance (adjusted beta = 0.198, 95% CI = 0.111 to 0.286, p-value < 0.001). Moreover, emotionality (adjusted beta = -0.198, 95% CI = -0.319 to -0.076, p-value = 0.002) and sociability (adjusted beta = -0.133, 95% CI = -0.221 to -0.044, p-value = 0.003) reduced counterproductive work behavior. Our multivariable models identified a positive impact of emotional intelligence on nurses' work performance. Nurse managers and healthcare organizations should adopt appropriate interventions to improve nurses' emotional intelligence. Enhancing emotional intelligence among nurses can improve work performance and, thus, healthcare outcomes. Moreover, higher levels of emotional intelligence may empower nurses' compassion and resilience, fostering a supportive work environment. In this context, the well-being of both nurses and patients may improve.

Exploring the Associations of Facets of Locus of Control and Moral Potency with Job Satisfaction and Counterproductive Work Behaviors

Exploring the Associations of Facets of Locus of Control and Moral Potency with Job Satisfaction and Counterproductive Work Behaviors

Exploring the mechanism to understand workaholism effects on positive and negative behaviors: a moderated mediated study

PurposeWorkaholism negatively impacts desired behavioral outcomes. However, understanding the role of workaholism dimensions (excessiveness and compulsiveness) can help differentiate and address employee motivators towards behavioral outcomes. Using conservation of resource theory, this study explores the influence of these workaholism dimensions, as resource-consuming elements, on positive organizational citizenship behaviors (OCBs) and counterproductive work behaviors (CWBs). Further, work–family conflict (WFC) and family–work conflict (FWC) are included as mediators, and time-control as a moderator, and ultimately, a moderated mediation model is tested.Design/methodology/approachSurvey data were collected using a time-lagged data from 306 New Zealand employee respondents. Data were analysed for moderated mediation using the PROCESS macro.FindingsBoth dimensions of workaholism positively relate to OCBs but only excessiveness to CWBs. We find significant indirect effects of excessiveness and compulsiveness on CWBs through FWC, where time control acts as a boundary condition, showing moderated mediation effects.Research limitations/implicationsFundamentally, the unique effects found encourage workaholism researchers to undertake more complex models to provide new insights.Originality/valueThis is a unique study examining time control as a boundary condition. The findings of moderated mediation provide unique insights and show that workaholism effects depend on other factors.

The dark side of text-matching software: worries and counterproductive behaviour among European upper secondary school and bachelor students

Text-matching software (TMS) is a standard part of efforts to prevent and detect plagiarism in upper secondary and higher education. While there are many studies on the potential benefits of using this technology, few studies look into potential unintended side effects. These side effects include students worrying about being accused of plagiarism due to TMS output, even though they did not intentionally plagiarise. Although such worries are frequently mentioned in the literature, little is known about how prevalent they are, why they occur and how students react to them. This paper aims to fill this knowledge gap.The data for the study comprise 36 interviews with upper secondary and Bachelor students from three European countries combined with survey data from 3,424 students from seven European countries representing a broad range of disciplines.The study found that a substantial proportion of the two groups of students – 47% of upper secondary and 55% of Bachelor students – had experienced TMS-related worries during their current studies. Furthermore, there were substantial differences across countries. Students worry partly because they have a poor understanding of how TMS is used in their institution, and partly because they know that plagiarism is taken very seriously. The study shows that TMS-related worries can lead students to become very focused on not being caught plagiarising, to such an extent that some adopt citation practices that they believe are suboptimal.The paper concludes that institutions using TMS should always combine it with training for students and teachers. Students should be clearly informed about how TMS is used and should develop an understanding of plagiarism and good citation practice that goes beyond the narrow focus on any overlap between texts elicited by the software.

Every cloud has a silver lining: the moderating roles of job crafting strategies in the relationships between two distinct aspects of job insecurity and interpersonal-oriented counterproductive work behaviors

Every cloud has a silver lining: the moderating roles of job crafting strategies in the relationships between two distinct aspects of job insecurity and interpersonal-oriented counterproductive work behaviors

The effects of incivility on student nurses in the clinical setting: A grounded theory approach

AimTo use a grounded theory approach to explore and understand the encounters of undergraduate nursing students with incivility in the clinical setting so that data-informed strategies for addressing this counterproductive behavior could be developed. BackgroundNurses are being called upon to fill ever-increasing responsibilities associated with expanding roles in different specialties within healthcare. One issue that has developed in this high-pressure environment is an increase in incivility in the workplace that spills over into the clinical training environment. As a pervasive problem in the healthcare system, its effects on nursing students could compound the nursing shortage by undermining the integrity of nursing education and discouraging individuals from entering the profession. Therefore, it is vital to construct new theories regarding incivility so that this unprofessional practice can be eradicated or reduced. When this is done, there may be a renewed hope for new nursing students to practice their clinical rotations without feeling disrespected, undermined and intimidated. Students should be able to complete clinical rotations without these unnecessary barriers. DesignQualitative grounded theory using philosophical underpinnings of symbolic interactionism and pragmatism. MethodsA classical grounded theory approach focusing on the Glaserian Model was used to develop an inductively derived theory from the data. Participants were interviewed about their encounters with incivility and then open coding was used to identify recurring concerns on which a model of the effect of these occurrences could be established. The study sample consisted of 32 participants of which 25 were undergraduate nursing students and seven were graduate students who participated in a focus group. Data were collected through face-to-face (in-person and virtual) structured interviews that were audiotaped. These individuals were recruited by flyers posted at varying strategic points on university campuses. ResultsOpen coding of student responses revealed three significant areas of concern: feelings of being disrespected, intimidated and undermined, from which the Inhibiting Actions Theory emerged. ConclusionNursing students' perceptions of incivility and their attitudes and behaviors toward this occurrence culminated in the Inhibiting Actions Theory, which provides a framework for implementing effective policies and personnel training in clinical settings. The hope is that these research findings will be a call to action for introducing systemic changes in the clinical training environment, thereby improving the clinical experiences of nursing students and patients.

Counterproductive Work Behaviors to Cope With Person-Organization Misfit

A random sample of employees was surveyed to explore the effect of person-organization fit on counterproductive work behaviors. There was a significant negative relationship between person-organization fit and counterproductive work behaviors. A lack of person-organization fit may be construed by employees as a depletion of psychological resource. As the conservation of resources theory (Hofboll, 1989) argues, it appears that employees may have replenished the loss of this psychological resource (person-organization fit) by engaging in counterproductive work behaviors. Consequently, organizations should assess the person-organization fit of all employees and prevent the negative consequences of counterproductive work behaviors. The findings have several implications for practitioners.