Log in

Relevant bibliographies by topics / Counterproductive behavior / Dissertations / Theses

To see the other types of publications on this topic, follow the link: Counterproductive behavior.

Dissertations / Theses on the topic 'Counterproductive behavior'

Author: Grafiati

Published: 4 June 2021

Last updated: 6 February 2022

Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles

Select a source type:

Consult the top 50 dissertations / theses for your research on the topic 'Counterproductive behavior.'

Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.

You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.

Browse dissertations / theses on a wide variety of disciplines and organise your bibliography correctly.

1

Jensgård, Håkan. "Counterproductive work behavior or just negative job performance?" Thesis, Stockholm University, Department of Psychology, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-28152.

Full text

APA, Harvard, Vancouver, ISO, and other styles

2

Morris, Samantha Alison. "Factors Related to the Counterproductive Use of Computers." Ohio University / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1184524078.

Full text

APA, Harvard, Vancouver, ISO, and other styles

3

Norwood, Joan M. "Psychological Uncertainty, Stress, Frustration and their Relationship with Counterproductive Workplace Behavior." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5761.

Full text

Abstract:

The overall problem this research addresses is the costly impact of counterproductive work behaviors. The purpose of this study was to examine whether uncertainty, stress, or frustration are related to variability, or in predicting counterproductive work behaviors. Wavering economic conditions have steadily altered work environments, and with continuous work changes are growing feelings of uncertainty, concerns of employee and organizational safety, performance, and overall wellbeing. The social exchange theory and the workplace social exchange network were used in this study to better understand employee relationships and response behaviors. Research questions compared the relationships among perceived uncertainty, stress, frustration, and levels of counterproductive work behaviors. For this study, a sample of 180 volunteers completed the Psychological Uncertainty Scale, the Perceived Stress Scale-10, the Frustration Scale, and the Counterproductive Work Behavior Checklist-10. Volunteers were recruited via invitation by Findparticipants.com. and SurveyMonkey-® hosted the data collection. This non-experimental, quantitative study employed a survey design, and multiple linear regression analysis were used to test the hypotheses. Regression analyses indicated a significant relationship between frustration and counterproductive work behaviors (t = 4.269, p < .001); however, the relationship of uncertainty and stress with counterproductive behaviors was not statistically significant. Predicting employee negative behaviors and gaining a better understanding of factors with negative influences on work behavior allows leadership the opportunity to develop more sustainable strategies designed to influence and encourage positive social change.

APA, Harvard, Vancouver, ISO, and other styles

4

O'Brien, Kimberly E. "A stressor-strain model of organizational citizenship behavior and counterproductive work behavior." [Tampa, Fla] : University of South Florida, 2008. http://purl.fcla.edu/usf/dc/et/SFE0002563.

Full text

APA, Harvard, Vancouver, ISO, and other styles

5

Way, Jason Donovan. "Differential Reactions to Men's and Women's Counterproductive Work Behavior." Scholar Commons, 2011. http://scholarcommons.usf.edu/etd/3404.

Full text

Abstract:

This purpose of this study was to examine the effect that employee gender might have on performance ratings. Specifically, it was thought that negative performance episodes, such as aggressive behavior, might have less of an effect on performance ratings for males compared to females because males have a stereotype of being more aggressive. Additional hypotheses examined how different types of negative performance affected perceptions that the employee was behaving according to their gender ideal, and whether people judged male and female aggressiveness differently. To this end, 134 undergraduate students participated in a 2 x 3 design experiment where they read about a hypothetical server in a restaurant who had committed various negative behaviors at work. The results were, for the most part, not significant. The exception was that there were some slight group differences in how well the employees in the various conditions fit their gender ideal.

APA, Harvard, Vancouver, ISO, and other styles

6

Gallagher, Christopher. "Social Burden and Attributions of Hostility in Predicting Counterproductive Work Behavior." Bowling Green State University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1541096416412655.

Full text

APA, Harvard, Vancouver, ISO, and other styles

7

Dyson, Sarah Marie. "Gaming, Workplace, Self-Esteem, Counterproductive Work Behaviors." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6994.

Full text

Abstract:

Although there is ample information on the negative aspects of video game playing, we know less about the benefits and how the benefits transfer to the gamers’ workplace. Further understanding of these relationships may offer employees and employers more insight on how they can reduce counterproductive workplace behaviors (CWB) while also improving workplace morale and productivity. The purpose of this quantitative nonexperimental study is to examine the relationships between time spent engaging in gameplay, workplace self-esteem, and positive and negative workplace behaviors among gamers. Participants anonymously completed an online questionnaire utilizing the Behind the Screen Measure, Counterproductive Workplace Behavior Checklist, the Rosenberg Self-Esteem Scale, and the Work Extrinsic Intrinsic Motivation Scale. The crosssectional design consisted of 202 self-identified employed gamers over the age of 18 living in the United States. A series of linear regressions was used to test the hypotheses. According to the study results, frequency of gameplay and workplace self-esteem levels predicted CWB and intrinsic motivation, with low workplace self-esteem being a significant predictor of negative work-related behaviors. Employers, gamers, and friends and family also benefit from the knowledge that over two and a half hours of gaming could have negative effects on their self-esteem and work behaviors. This study facilitates positive social change by promoting a need for increased awareness to gamers and organizations which offer support and long-term positive social change among two different populations.

APA, Harvard, Vancouver, ISO, and other styles

8

Bauer, Jeremy Allen. "The Role of Discrete Emotions in Predicting Counterproductive Work Behavior." Scholar Commons, 2011. http://scholarcommons.usf.edu/etd/3002.

Full text

Abstract:

The current study investigates how discrete negative emotions are related to specific facets of counterproductive work behaviors (CWB). The sample consisted of 241 employees who reported their frequency of experiencing negative emotions and their frequency of committing CWBs in the workplace. For 103 employees, supervisor reports of employee CWB were also obtained. The findings provide evidence that a wide range of negative emotions are related to most of the sub facets of CWB. There was also some evidence that supervisor reports differ systematically from employee reports of CWB. The theoretical, methodological, and organizational implications are discussed.

APA, Harvard, Vancouver, ISO, and other styles

9

Meriac, John P., and C. Allen Gorman. "Work Ethic and Counterproductive Behavior: Relationships Depend on Leadership Styles." Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/etsu-works/2618.

Full text

Abstract:

Recognizing the significant influence leaders have in shaping employee work experiences and behaviors, this session highlights research identifying leadership as a significant predictor of counterproductive work behaviors. Specifically, this symposium empirically examines the most recent efforts in understanding the role of leaders in both reducing and even driving CWBs within organizations

APA, Harvard, Vancouver, ISO, and other styles

10

Hansson-Vazquez, Lisa Annika Christin. "Strategies Certified Project Management Professionals Use to Prevent Counterproductive Behavior." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6038.

Full text

Abstract:

Project managers who fail to apply strategies to prevent counterproductive work behavior in information technology projects could negatively affect users, budget costs, timelines, or projects. The purpose of this multiple case study was to explore strategies that project managers used to prevent counterproductive work behavior that put project success at risk. Social learning theory was the conceptual framework for this study. Data were collected through document review of published Project Management Institute (PMI) material as well as semistructured interviews with 10 project managers who were members of a PMI chapter in the southeastern United States, and who held a project management professional certification or an agile certified practitioner certification. Data were analyzed using Yin's methodology and consisted of transcribing, organizing, and coding the interview data, as well as triangulating the interview data in relation to the PMI literature. Five themes emerged from the data: (a) participant communication, (b) proactive planning, (c) personal impact, (d) participant engagement, and (e) issue management. The implications of the study for positive social change include the potential to increase the occurrence of conflict-free and healthy project environments, which could lead to satisfied and motivated project participants resulting in productive and engaged members of the community.

APA, Harvard, Vancouver, ISO, and other styles

11

Sandgren, Oskar, and Emil Torpman. "Reducing Counterproductive Work Behavior - The Roles of Self-Efficacy and Emotional Regulation." Thesis, Linnéuniversitetet, Institutionen för psykologi (PSY), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-75038.

Full text

Abstract:

The aim of the study was to investigate the reduction of counterproductive work behavior (CWB) through two interventions. The sample consisted of 22 nursing assistants working in an elderly nursing home, who were divided into two treatment groups, where one received a mindfulness intervention and one received a feedback intervention. The main hypothesis was that both interventions would be effective in reducing CWB by increasing self-efficacy through positive feedback and increasing emotional regulation through mindfulness practice, respectively. A pre-post quasi-experimental design was used, where the participants engaged in the interventions two times per week for four consecutive weeks. The results did not support the main hypothesis, as the interventions did not significantly reduce CWB. The lack of support for the main hypothesis is most likely due to low self-reported engagement in CWB at baseline. However, the interventions did significantly affect both self-efficacy and emotional regulation, but not in line with the hypotheses’ expectations. The feedback intervention significantly increased both emotional regulation dimensions but not self-efficacy, while the mindfulness intervention increased emotional self-efficacy and showed strong tendencies towards increasing social self-efficacy, but did not increase any of the emotional regulation dimensions as hypothesized. A conclusion from the results is that more research is needed to further investigate the effectiveness of the two interventions.

APA, Harvard, Vancouver, ISO, and other styles

12

Grothe, Maik, Henning Staar, and Monique Janneck. "How to treat the troll? An empirical analysis of counterproductive online behavior, personality traits and organizational behavior." TUDpress, 2016. https://tud.qucosa.de/id/qucosa%3A33945.

Full text

Abstract:

Purpose – Online environments, such as social networks and online forums, offer new possibilities and a wide variety of identity and social relationship management for the users. However, besides functional contributions like mutual support and easy ways of establishing contacts there are critical perspectives on computer-mediated communication (CMC) regarding detrimental behavior like provoking, overbearing, attacking and insulting other users, especially when anonymity is high. Recent research has shown that these kinds of online behavior are associated with personality traits like sadism, machiavellianism, narcissism, and psychopathy (Buckels, Trapnell & Paulhus, 2014) and can lead to severe trouble, negative affect and dysfunction in online communities (Cheng, Danescu-Niculescu-Mitzil & Leskovec, 2015). As such, in the public perception “trolls“ have become a synonym for counterproductive and dysfunctional behavior (Bishop, 2014a, 2014b). Our research aim was to shed more light on trolling and counterproductive online behavior theoretically as well as empirically. In other words: We wanted to know who is behind the troll? How can he or she be characterized in terms of personality traits and what can be expected from trolls when it comes to the organizational context and job performance? Design/methodology/approach – In a first step, we formulated a theoretical framework on counterproductive online behavior. On that ground, two online surveys (N = 122; N = 133) were conducted. The first study’s goal was to develop and validate a questionnaire on counterproductive online behavior. The second study analyzed counterproductive online behavior and tested for possible interrelations to personality traits and work-related outcomes. Originality/value – Using explanatory factor analyses we developed a 40-item questionnaire with two higher dimensions: Constructiveness and destructiveness. 15 subscales focus on different communication styles and trolling strategies. The second study tested the two dimensions of counterproductive online behavior on work-related outcomes such as work engagement, task-related performance and interpersonal facilitation. As was expected, destructiveness revealed significant negative correlations with all work-related outcomes as well as deviant work behavior. Constructiveness, in contrast, showed positive associations with interpersonal facilitation. Practical implications – So far, research on trolling and counterproductive online behavior has been limited to theoretical or anecdotal approaches in most cases (cf. Bishop, 2013a, 2013b). Our study aimed at a more systematic examination of this CMCspecific phenomenon. However, our study design, acquisition of the samples and the formulation of the questionnaire suggest that the results are valid indeed. On that note, our research is a first step for a deeper understanding on people showing counterproductive online behavior.

APA, Harvard, Vancouver, ISO, and other styles

13

Goh, Angeline. "An attributional analysis of counterproductive work behavior (CWB) in response to occupational stress." [Tampa, Fla] : University of South Florida, 2006. http://purl.fcla.edu/usf/dc/et/SFE0001895.

Full text

APA, Harvard, Vancouver, ISO, and other styles

14

Hammond, Gregory David. "The Relationship Between Job Attitudes and Counterproductive Work Behaviors: The Moderating Role of Attitude Strength." Wright State University / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=wright1204922530.

Full text

APA, Harvard, Vancouver, ISO, and other styles

15

Way, Jason Donovan. "Effects of Gender and Aggression Type on Perceptions of Aggressive Behavior at Work." Scholar Commons, 2015. https://scholarcommons.usf.edu/etd/5608.

Full text

Abstract:

This dissertation sought to examine the interactive effects of participant gender, aggression type (physical vs. relational), aggressor gender, and target gender on two sets of dependent variables. The first set consisted of a performance rating, the acceptability of the aggression, the perceived aggressiveness of the aggressor, and the perceived aggressiveness of the act. The second set consisted of perceived masculinity, perceived femininity, and perceived gender ideal. The main hypothesis was that gender stereotypes of aggression would influence performance evaluations of aggressive behavior. Other hypotheses were based on previous research regarding the effect of gender and aggression type on the acceptability and perceived aggressiveness of the aggressive behavior. Hypotheses regarding the gender perception dependent variables were based on the connection between aggression and gender stereotypes. In order to test the study hypotheses, a sample of 552 adults was recruited via an online crowdsourcing tool. Although most of the study hypotheses were not supported, the other significant results suggest that physical aggression is generally perceived to be more aggressive than relational aggression, and that there appears to be a strong connection between the female stereotype and relational aggression, even more so than the connection between the male stereotype and physical aggression, among other findings. The lack of effect of participant gender and lack of significant effects on the performance rating variable suggest that there may be less potential for discrimination in the evaluation of aggressive behavior.

APA, Harvard, Vancouver, ISO, and other styles

16

Sakurai, Kenji. "Coworker Incivility and Incivility Targets’ Work Effort and Counterproductive Work Behaviors: The Moderating Role of Supervisor Social Support." Bowling Green State University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1300292411.

Full text

APA, Harvard, Vancouver, ISO, and other styles

17

Kessler, Stacey R. "The effects of organizational structure on faculty job performance, job satisfaction, and counterproductive work behavior." [Tampa, Fla] : University of South Florida, 2007. http://purl.fcla.edu/usf/dc/et/SFE0001945.

Full text

APA, Harvard, Vancouver, ISO, and other styles

18

Horan, Kristin A. Horan. "Counterproductive work behavior (CWB) and organizational citizenship behavior (OCB) and their relationship to work stressors: The role of physical activity." Bowling Green State University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1467738168.

Full text

APA, Harvard, Vancouver, ISO, and other styles

19

Warren, Michael A. "Identifying the Relationship Between Employee Sabotage and Organizational Justice." Ohio University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1289446353.

Full text

APA, Harvard, Vancouver, ISO, and other styles

20

Weber, Millicent Ann. "Examining Job Crafting as a Moderator of the Relationship Between Job Stress and Counterproductive Work Behavior." OpenSIUC, 2019. https://opensiuc.lib.siu.edu/theses/2539.

Full text

Abstract:

Counterproductive work behavior (CWB) is deliberate behavior by employees that harms the interests of their organization or its members. Previous research suggests that job stress, including a variety of individual job stressors, lead to CWB (e.g., Penney & Spector, 2005; Fox, Spector, & Miles, 2001; Spector, Fox, & Domagalski, 2006) and that CWB is an ineffective coping strategy for dealing with job stress (Shoss, Jundt, Kobler, & Reynolds, 2015). Job crafting is a form of individual-level job redesign that has been shown to reduce the negative effects of stress, but less is known about job crafting’s relationship with CWB or whether it could function as a more effective coping mechanism for job stress. The purpose of this study was to examine the role of job crafting as a moderator of the relationship between job stress and CWB. Additionally, this study examined job crafting’s relationship to CWB and to five common job stressors: interpersonal conflict, workload, job insecurity, role ambiguity, and organizational constraints. Three hundred participants completed a two-part online study through Amazon Mechanical Turk, the first of which assessed participants’ experience of the job stressors of interpersonal conflict (Interpersonal Conflict at Work Scale; Spector & Jex, 1998), workload (Quantitative Workload Inventory; Spector, 1998), organizational constraints (Organizational Constraints Scale; Spector & Jex, 1998), job insecurity (Job Insecurity Scale; Mauno, Leskinen, & Kinnunen, 2001), and role ambiguity (Role Ambiguity Scale; Rizzo, House, & Lirtzman, 1970). The first study session also assessed participants’ work locus of control (Work Locus of Control Scale; Spector, 1988) and negative affectivity (Negative Affectivity subscale of the Positive and Negative Affect Schedule; Watson, Clark, & Tellegen, 1988). The second study session was conducted five days after the first study session and assessed participants’ frequency of engagement in CWB (CWB-Checklist; Spector et al., 2006) and frequency of job crafting (Job Crafting Scale; Tims, Bakker, & Derks, 2010). Correlation and hierarchical regression analyses were utilized to test for relationships among these variables and moderation effects. The results showed that composite job stress (the combined, average score across each of the job stressor scales) and each of the five job stressors individually were significantly, positively correlated with CWB. However, within the hierarchical regression analyses, only composite job stress, interpersonal conflict, workload, and role ambiguity were significant predictors of CWB. In addition, job crafting did not predict CWB or moderate the effects of composite job stress or any of the five individual job stressors on CWB. These results suggest that job stress does lead to CWB, but job crafting is likely neither an effective coping mechanism for job stress nor an effective means of reducing CWB in organizations.

APA, Harvard, Vancouver, ISO, and other styles

21

Petersen, Nicole L. "Retaliatory Behavior as a Response to Executive Compensation." Bowling Green State University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1428172349.

Full text

APA, Harvard, Vancouver, ISO, and other styles

22

Sprung, Justin Michael. "Work Locus of Control as a Moderator of the Relationship between Work Stressors and Counterproductive Work Behavior." Bowling Green State University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1320345099.

Full text

APA, Harvard, Vancouver, ISO, and other styles

23

Chen, Huanyong. "Why do groups engage in counterproductive work behavior ? : the roles of group stressors and group affect." HKBU Institutional Repository, 2013. http://repository.hkbu.edu.hk/etd_ra/1543.

Full text

APA, Harvard, Vancouver, ISO, and other styles

24

Palmer, Joshua Clinton. "Examining Ethical Leadership as a Moderator of the Relationship Between the Dark Triad and Counterproductive Work Behavior." OpenSIUC, 2016. https://opensiuc.lib.siu.edu/theses/1913.

Full text

Abstract:

In this study perceived ethical leadership was examined as a moderator of the relationship between the dark triad personality traits of narcissism, Machiavellianism, psychopathy and counterproductive work behavior (CWB) using a sample of 208 employees recruited through Amazon Mechanical Turk. These participants completed measures of personality (Short Dark Triad; Jones & Paulhus, 2014), counterproductive workplace behavior (Counterproductive Work Behavior Checklist; Spector et al., 2006), and employee perception of their direct supervisor’s ethical leadership (Brown, Treviño, & Harrison, 2005). Participants were compensated $0.65 for completing the survey. Correlation and moderation analyses (Hayes, 2012) were used to analyze data. Significant correlations suggest that individuals scoring high on Machiavellianism and psychopathy also reported engaging in more CWB. The relationship between Narcissism and counterproductive workplace behavior approached significance in the predicted direction. Machiavellianism and psychopathy were not negatively related to the employee’s perception of their supervisor’s ethical leadership. Narcissism was significantly positively related to an employee’s perception of their supervisor’s ethical leadership. Finally, ethical leadership did not moderate the relationship between Machiavellianism or psychopathy and CWB. Ethical leadership did not moderate the relationship between Narcissism and CWB, but results were approaching significance in the predicted direction. These results suggest that employees who are manipulative and lack empathy were more likely to engage in harmful behaviors in the workplace such as abuse, production deviance, sabotage, theft, and withdrawal. Further, employees who were more narcissistic and have a grandiose view of themselves were more likely to view their leaders as ethical. Overall, the results of this study indicate that perceived ethical leadership does not affect the frequency in which employees high in narcissism, Machiavellianism, and psychopathy reported engaging in counterproductive work behaviors.

APA, Harvard, Vancouver, ISO, and other styles

25

O'Brien, Kimberly E. "Self-Determination Theory and locus of control as antecedents of voluntary workplace behaviors." [Tampa, Fla.] : University of South Florida, 2004. http://purl.fcla.edu/fcla/etd/SFE0000379.

Full text

APA, Harvard, Vancouver, ISO, and other styles

26

Kalinoski, Zachary Thomas. "Recognizing the Implicit and Explicit Aspects of Ethical Decision-Making: Schemas, Work Climates, and Counterproductive Work Behaviors." Wright State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=wright1339789100.

Full text

APA, Harvard, Vancouver, ISO, and other styles

27

Geraghty, Sean Michael. "Examining Perceived Organizational Injustice as a Moderator in the Relationship of Dark Tetrad Personality Traits to Counterproductive Work Behavior." OpenSIUC, 2019. https://opensiuc.lib.siu.edu/theses/2591.

Full text

Abstract:

A recent meta-analysis by Berry, Ones, and Sackett (2007) revealed that perceptions of organizational justice and employee personality were two significant predictors of counterproductive work behaviors. The facets that make up the organizational justice construct are: procedural justice, distributive justice, interpersonal justice, and informational justice (Berry et al., 2007). Employees perceive justice when organizational justice rules are adhered to. However, when these rules are violated, employees may perceive injustice. The effect of perceived injustice on CWB might depend on individual characteristics, such as personality, particularly Dark Tetrad traits. The Dark Tetrad includes narcissism, Machiavellianism, psychopathy, and sadism (Buckels, Jones, & Paulhus, 2013). The intent of this study was to investigate the relationship between the Dark Tetrad traits and counterproductive work behaviors, as well as examine the moderating influence of perceived organizational injustice (distributive, procedural, interpersonal, informational, and overall injustice) on the relationship between the Dark Tetrad personality traits and four types of CWB; CWB directed towards supervisors, coworkers, the organization itself, and total CWB. Participants completed a two-part online study through Amazon Mechanical Turk, the first of which assessed perceptions of organizational (in)justice (Full-range justice scale; Colquitt, Long, Rodell, & Halvorsen-Ganepola, 2015) as well as levels of Dark Tetrad personality traits (Short Dark Triad Scale SD-3; Jones and Paulhus, 2014, and the Short Sadistic Impulse Scale SSIS; O'Meara, Davies, & Hammond, 2011). The first part of the survey also assessed participants’ negative affectivity (Negative Affectivity subscale of the Positive and Negative Affect Schedule; Watson, Clark, & Tellegen, 1988), and justice sensitivity (Victim Perspective subscale of the Justice Sensitivity Scale; Schmitt, Gollwitzer, & Arbach, 2005). The second survey was distributed 5 days after the first survey and assessed participants’ frequency of engagement in each type of CWB (Workplace Deviance Scale (WDS); Bennett & Robinson, 2000; modified using items from the Supervisor-Directed Deviance Scale; Mitchell & Ambrose, 2007). It was hypothesized that each DT trait would have a significant positive relationship with each type of CWB. This hypothesis was shown to be supported. It was also hypothesized that low levels of perceived organizational justice would moderate the relationships between the DT traits and CWB. This hypothesis was partially supported. Linear regression analyses were conducted, and the results showed that none of the justice facets significantly moderated the relationship of Machiavellianism with any of type of CWB. However, several justice facets showed significant moderating effects between the other three DT traits (narcissism, psychopathy, and sadism) and types of CWB. These results suggest that when individuals perceive a higher level of perceived organizational justice, those with dark tetrad personality traits are more likely to report engaging in fewer counterproductive work behaviors, relative to those who perceive lower levels of perceived organizational justice. The implications are that by improving perceptions of organizational justice, organizations could potentially reduce counterproductive work behavior in employees with strong dark tetrad personality traits.

APA, Harvard, Vancouver, ISO, and other styles

28

Bruursema, Kari. "Leadership Style and the Link with Counterproductive Work Behavior (CWB): An Investigation Using the Job-Stress/CWB Model." [Tampa, Fla.] : University of South Florida, 2004. http://purl.fcla.edu/fcla/etd/SFE0001015.

Full text

APA, Harvard, Vancouver, ISO, and other styles

29

Dregert, Swetlana Verfasser], Peter [Akademischer Betreuer] [Letmathe, and Christine [Akademischer Betreuer] Harbring. "Counterproductive work behavior in teams and hierarchical relationships : Organizational and individual factors / Swetlana Dregert ; Peter Letmathe, Christine Harbring." Aachen : Universitätsbibliothek der RWTH Aachen, 2018. http://d-nb.info/1162900350/34.

Full text

APA, Harvard, Vancouver, ISO, and other styles

30

Dregert, Swetlana [Verfasser], Peter [Akademischer Betreuer] Letmathe, and Christine [Akademischer Betreuer] Harbring. "Counterproductive work behavior in teams and hierarchical relationships : Organizational and individual factors / Swetlana Dregert ; Peter Letmathe, Christine Harbring." Aachen : Universitätsbibliothek der RWTH Aachen, 2018. http://d-nb.info/1162900350/34.

Full text

APA, Harvard, Vancouver, ISO, and other styles

31

Bragg, Caleb Braxton. "Not All Forms Of Misbehavior Are Created Equal: Perpetrator Personality AndDifferential Relationships With CWBs." Wright State University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=wright1440185224.

Full text

APA, Harvard, Vancouver, ISO, and other styles

32

Bruursema, Kari. "How individual values and trait boredom interface with job characteristics and job boredom in their effects on counterproductive work behavior." [Tampa, Fla.] : University of South Florida, 2007. http://purl.fcla.edu/usf/dc/et/SFE0001996.

Full text

APA, Harvard, Vancouver, ISO, and other styles

33

Sprinkle, Therese A. "Beyond a Need-Based Fairness Perspective: Coworkers’ Perceptions of Justice in Flexible Work Arrangements." University of Cincinnati / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1336413179.

Full text

APA, Harvard, Vancouver, ISO, and other styles

34

Rodopman, Ozgun Burcu. "Proactive personality, stress and voluntary work behaviors." [Tampa, Fla] : University of South Florida, 2006. http://purl.fcla.edu/usf/dc/et/SFE0001857.

Full text

APA, Harvard, Vancouver, ISO, and other styles

35

Dagosta, Joseph William. "Attitude strength and situational strength as moderators of the job satisfaction – job performance relationship." Wright State University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=wright1595538232053425.

Full text

APA, Harvard, Vancouver, ISO, and other styles

36

Dagosta, Joseph William. "I Saw Something, Do I Say Something? The Role of the Organization, Supervisor, and Coworkers in Encouraging Workers to Peer Report Others’ Counterproductive Work Behavior." Wright State University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=wright1495107814943573.

Full text

APA, Harvard, Vancouver, ISO, and other styles

37

Askew, Kevin. "Testing the Plausibility of a Series of Causal Minor Cyberloafing Models." Scholar Commons, 2009. http://scholarcommons.usf.edu/etd/3534.

Full text

Abstract:

Cyberloafing is the nonsanctioned recreational use of the computers/internet during work hours. Although research is increasing, the processes related to cyberloafing are not well understood. In the current studies, I developed, tested, and evaluated a series of causal minor-cyberloafing models. In Study 1, I empirically compared four minor-cyberloafing taxonomies and selected two of these models as my working taxonomies for minor cyberloafing. In Study 2, I tested and evaluated eight causal minor-cyberloafing models using structural equation modeling techniques and various model-data fit indices. Results of Study 2 indicated that the models were not plausible, bringing into question the value of the proposed models. Despite the poor primary results, I did find a number of potentially important results in the subsequent exploratory analyses. First, I observed high correlations between minor cyberloafing and four of my exploratory variables. Second, I found that one’s perception of the descriptive cyberloafing norms predicted minor cyberloafing above and beyond one’s perception of the injunctive cyberloafing norms. Finally, I found that the predictors cyberloafing attitudes and perceived descriptive norms accounted for a substantial amount of variance in minor cyberloafing. I discuss the theoretical implications of the exploratory results and future directions for research in the discussion section.

APA, Harvard, Vancouver, ISO, and other styles

38

Ripley, Angela Marie. "Examining the Utility of the HEXACO-PI-R for Predicting Positive and Negative Indicators of Police Officer Performance." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6858.

Full text

Abstract:

Identifying behaviors that are either counterproductive work behaviors (CWBs) or organizational citizenship behaviors (OCBs) may assist law enforcement agencies in selecting and aligning police officers for the various roles asked of them. The 6 dimensions of personality are not currently being used in law enforcement agencies to predict overall job performance of police officers. The purpose of this quantitative study was to examine the extent to which the 6 personality dimensions as measured by the HEXACO Personality Inventory Revised (HEXACO-PI-R) predicted overall indicators (OCB and CWB) of police officer job performance. A sample of 51 police officers from a variety of Canadian police agencies completed a survey that included the HEXACO-PI-R, the Organizational Citizenship Behavior Scale, and the Workplace Deviant Behavior Scale. Findings from Pearson and Spearman correlations and multiple regression models indicated statistically significant relationships between the HEXACO-PI-R and OCB and CWB scores in police officers. Findings may be used to inform the law enforcement community on best practices for utilizing the 6 dimensions of personality to predict indicators of police officers' job performance.

APA, Harvard, Vancouver, ISO, and other styles

39

Sim, Stacy. "An Item Response Theory Analysis of CWB Measurement Artifacts." Bowling Green State University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1478003731122816.

Full text

APA, Harvard, Vancouver, ISO, and other styles

40

Gorman, C. Allen, and Reyes D. A. Chavez. "Full Range Focus: How Regulatory Focus Influences the Relationship Between Leader Behavior and Subordinate Outcomes." Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/etsu-works/2613.

Full text

Abstract:

Excerpt: The current study explores these variables simultaneously to illustrate how both leader and follower characteristics influence organizational citizenship behavior (OCB) and counterproductive work behavior (CWB).

APA, Harvard, Vancouver, ISO, and other styles

41

Greco, Lindsey. "Gender Differences in Perceived Costs and Benefits of Workplace Mistreatment." TopSCHOLAR®, 2011. http://digitalcommons.wku.edu/theses/1043.

Full text

Abstract:

Workplace mistreatment, in the form of both incivility and aggression, can have a major impact on personal and organizational outcomes. The purpose of this study was to examine the mental judgments that individuals make before engaging in either uncivil or aggressive behavior. Data was analyzed in terms of both the potential costs and the potential benefits that an instigator could expect from engaging in such behavior, with specific emphasis on gender differences in cost/benefit expectations. There were no significant gender differences in either the perceived costs or the perceived benefits of engaging in incivility. The hypothesis that individuals with a low cost and/or high benefit pattern of responses of incivility were more likely to report instigating uncivil behaviors was also unsupported. The limitation of statistical analyses by a violation of the assumption of equal variances is discussed.

APA, Harvard, Vancouver, ISO, and other styles

42

Robinson, Sean D. "Expanding Turnover Theory: Testing Behavioral Predictions of the Proximal Withdrawal States and Destinations (PWSD) Model." Ohio University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1416255341.

Full text

APA, Harvard, Vancouver, ISO, and other styles

43

Askew, Kevin Landon. "The Relationship Between Cyberloafing and Task Performance and an Examination of the Theory of Planned Behavior as a Model of Cyberloafing." Scholar Commons, 2012. http://scholarcommons.usf.edu/etd/3957.

Full text

Abstract:

Counterproductive work behaviors have been studied extensively, but much less work has been done on cyberloafing - the personal use of the internet at work. The purpose of this investigation was threefold: a) replicate a previous finding and test the Theory of Planned Behavior as a model of the antecedents of cyberloafing, b) investigate the influence of cyberloafing on task performance in actual organizations, and c) examine the relationship between cyberloafing and job satisfaction in actual organizations. Four hundred forty seven subordinates and 147 supervisors from various organizations participated in the current investigation. Results suggest that a) the Theory of Planned Behavior is an appropriate model of the antecedents of cyberloafing, b) cyberloafing might not have a strong influence on task performance, except when done frequently and in long durations, and c) job satisfaction is unrelated to cyberloafing on a desktop but is related to cyberloafing on a cellphone. Implications and future directions are discussed.

APA, Harvard, Vancouver, ISO, and other styles

44

Meriac, John P., and C. Allen Gorman. "Work Ethic and Work Outcomes in an Expanded Criterion Domain." Digital Commons @ East Tennessee State University, 2017. https://dc.etsu.edu/etsu-works/538.

Full text

Abstract:

Purpose: The purpose of this study was to investigate relationships between dimensions of work ethic and dimensions of organizational citizenship behavior (OCB) and counterproductive work behavior (CWB). Design/Methodology/Approach: Data were collected from employed individuals in MBA and undergraduate management courses and their work supervisors (N = 233). Participants represented diverse occupations with respect to job levels and industries. Participants completed the work ethic inventory, and participants’ managers completed ratings of OCB and CWB. Findings: The work ethic dimension of centrality of work was positively related to both dimensions of OCB (i.e., OCB-I and OCB-O), and the work ethic dimension of morality/ethics was negatively related to one of the dimensions of CWB (i.e., CWB-I). Implications: Modern perspectives on job performance recognize the multidimensional nature of the domain (i.e., the expanded criterion domain). In addition, noncognitive predictors such as work ethic have value as individual differences that are associated with performance outcomes. The assessment of such constructs can help inform selection and placement activities where a focus on OCB and CWB is important to managers. Originality/Value: This study provides additional evidence on the relationship between work ethic and performance outcomes. Previous research has provided limited information on the relationship between dimensions of work ethic and dimensions of OCB, and no information existed on the relationship between work ethic dimensions and CWB.

APA, Harvard, Vancouver, ISO, and other styles

45

Hutchinson, Derek Michael. "Employee Retaliation against Abusive Supervision: Testing the Distinction between Overt and Covert Retaliation." Scholar Commons, 2015. http://scholarcommons.usf.edu/etd/5884.

Full text

Abstract:

This study attempted to expand previous research on employee retaliation against abusive supervision by evaluating both overt and covert retaliatory behaviors and the different mechanisms behind these behaviors. Initial confirmatory factor analysis did not find substantial support for a two-factor retaliation construct, but this may have been a result of the nature of behavioral retaliation items that composed the measures. Correlational analyses did not demonstrate clear discriminate validity between overt and overt retaliation; additionally, regression analyses did not find support for high performing or highly political skilled employees retaliating primarily through one form of retaliation. Highly political skilled and high performing employees performed less retaliatory behaviors overall when experiencing high amounts of abusive supervision. Although initial analyses did not support the distinction between overt and covert retaliation, mediation analyses did find some support for differential pathways. Specifically this investigation found that the relationship between abusive supervision and overt retaliation was mediated by feelings of hostility towards employees’ supervisors, whereas the relationship between abusive supervision and covert retaliation was mediated by perceptions of interactional injustice. Overall, this investigation provides mixed support for the distinction between overt and covert employee retaliatory behavior.

APA, Harvard, Vancouver, ISO, and other styles

46

Hite, Dwight M. "Leader Emergence and Effectiveness in Virtual Workgroups: Dispositional and Social Identity Perspectives." Thesis, University of North Texas, 2009. https://digital.library.unt.edu/ark:/67531/metadc11035/.

Full text

Abstract:

In today's global competitive environment, many organizations utilize virtual workgroups to overcome geographic and organizational boundaries. Research into their dynamics has received the attention of scholars within multiple disciplines, and the potential for an integrative approach to the study of virtual workgroups exists. This dissertation is a first step towards such an approach. The primary aim of this research is to examine antecedent and contextual factors that affect the emergence and effectiveness of leaders in virtual workgroups. To achieve this aim, an integrative model assembled from theory and empirical findings in leadership, management, social identity, and communications research is posited. Hypothesized relationships depicted in the model identify key dispositional and contextual variables linked to leader emergence, member behavior, and leader effectiveness within virtual workgroups. This study employed a nonexperimental research design, in which leader emergence and social identity manifest as naturally occurring phenomena. Data collection occurred via two web-based surveys administered at different points in time. Hypothesized relationships were tested utilizing correlational and hierarchical moderated multiple regression analyses. The findings of this dissertation suggest that traits, such as personality and cognitive ability, are not associated with leader emergence in virtual workgroups. In addition, the results indicate that the exhibition of relationship-oriented leader behaviors enhances group identity. In turn, identification is associated with increases in perceptions of leader effectiveness and decreases in counterproductive behavior exhibited by group members. This dissertation exposes an important limitation to the application of trait leadership theory. It also demonstrates the importance of relationship-oriented behavior and social identity in virtual contexts. Further, it advances an integrative theoretical model for the study of virtual workgroup phenomena. These contributions should assist and inform other researchers, as well as practitioners, interested in leadership and group member behavior in virtual workgroups.

APA, Harvard, Vancouver, ISO, and other styles

47

Gorsuch, Jenna L. "The Effects of Control and Work/Family Centrality on the Personal Use of Work Computers." Cleveland State University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=csu1397838982.

Full text

APA, Harvard, Vancouver, ISO, and other styles

48

WANG, Nan. "The mediating role of representational predicaments : between autocratic leadership and subordinates’ workplace behaviors." Digital Commons @ Lingnan University, 2017. https://commons.ln.edu.hk/mgt_etd/28.

Full text

Abstract:

A representational predicament for an employee is a negative experience in which that employee believes that a key authority, such as his/her supervisor, has unfavorable perceptions about himself/herself caused by misconception, bias, or ignorance. That implies he/she is experiencing injustice at the workplace. Drawing for underlying explanations on the theories of interactional justice and equity, this study examines, through quantitative and qualitative methods, how autocratic leadership influences subordinates’ representational predicaments and in turn adversely affects subordinates’ behaviors in the workplace. The model developed in this thesis proposes that a subordinate is likely to have a stronger experience of representational predicaments if his/her supervisor adopts an autocratic leadership approach. It also predicts that a subordinate’s workplace behaviors are more likely to be influenced if he/she perceives that he/she has a representational predicament vis-a-vis his/her supervisor. To test the hypotheses, a total of 222 employees from 7 business enterprises in mainland China were surveyed through multi-wave questionnaires. Among this sample, 14 subordinates who scored high and 7 subordinates who scored low on a scale for representational predicaments were interviewed one to one and face to face. Results of structural equation modeling supported the mediating role of representational predicaments between autocratic leadership and subordinates’ workplace behaviors. In other words, the whole hypothesized model was well supported by both quantitative and qualitative data. Findings of this research bear both theoretical and practical implications, for the research not only examines representational predicaments in a new geographical context, but also advances the understanding of the underlying mechanisms that explain the mediating effect of representational predicaments. Furthermore, by having deeper insights into the adverse impacts of both autocratic leadership and representational predicaments, managers may be encouraged to seek to understand their subordinates better and thus avoid the adverse impacts that this research identifies.

APA, Harvard, Vancouver, ISO, and other styles

49

Chang, Christopher S. "Relationships of Organizational Justice and Organizational Constraints With Performance: A Meta-Analysis." Bowling Green State University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1429212007.

Full text

APA, Harvard, Vancouver, ISO, and other styles

50

Atamanik-Dunphy, Candace. "Base rates of counterproductive work behaviors." FIU Digital Commons, 2009. http://digitalcommons.fiu.edu/etd/1331.

Full text

Abstract:

This study provides a comprehensive assessment of base rates for counterproductive work behaviors (CWB) and examines their relationship with personality and demographic variables. The Randomized-Response Technique (RRT) was employed in order to reduce the effects of social desirability. Base rates were calculated for 66 behaviors for a student and nationwide sample. Results revealed 15 significant behaviors for the student sample and 7 for the nationwide sample. In addition, low neuroticism was found to relate to higher reporting of counterproductive behavior for both groups. Also, low conscientiousness was related to higher reports of CWB in the student sample. Finally, CWB was found to differ based on ethnicity for the student sample such that Caucasians reported higher rates of CWB than Hispanics.

APA, Harvard, Vancouver, ISO, and other styles

We offer discounts on all premium plans for authors whose works are included in thematic literature selections. Contact us to get a unique promo code!