Journal articles: 'Counterproductive work behaviour'

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Cucuani, Hijriyati, Marina Sulastiana, Diana Harding, and Hendriati Agustiani. "PENGARUH ETHICAL CLIMATE TERHADAP COUNTERPRODUCTIVE WORK BEHAVIOR DALAM INSTANSI PEMERINTAHAN DAERAH." Jurnal RAP (Riset Aktual Psikologi Universitas Negeri Padang) 12, no. 2 (March 29, 2022): 134. http://dx.doi.org/10.24036/rapun.v12i2.114449.

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Counterproductive work behavior is still become a problem in government agencies in Indonesia, including in local government agencies. Counterproductive work behavior can be controlled and overcome by optimizing organizational factors, such as conditioning a work climate that supports ethics. This study aims to examine the effect of ethical climate toward counterproductive work behavior in local governments. The data was collected using the Ethical Climate Index and Counterproductive Work Behavior-Checklist. Multiple regression test on 534 employees in 15 Regional Apparatus Organizations of Pekanbaru City, show that ethical climate affects counterproductive work behavior. The results of Product Moment correlation analysis prove that there are relationships in the negative direction of each subscale of ethical climate (norms of empathic concern, norms of moral awareness, focus on others, collective moral motivation and collective moral character) with counterproductive work behavior, except the focus on self, which is positively correlated. Thus, counterproductive work behavior can be reduced by building an ethical work climate.Counterproductive work behavior masih menjadi masalah dalam instansi pemerintah di Indonesia, termasuk instansi pemerintah daerah hingga saat ini. Counterproductive work behavior dapat dikendalikan dan diatasi dengan mengoptimalkan faktor organisasi, diantaranya mengkondisikan iklim kerja yang mendukung etik. Penelitian ini bertujuan untuk menguji pengaruh ethical climate terhadap counterproductive work behavior di pemerintah daerah. Pengumpulan data dilakukan dengan menggunakan ekala Ethical Climate Index dan Counterproductive work behaviour-Checklist. Berdasarkan uji regresi ganda terhadap 534 orang pegawai di 15 Organisasi Perangkat Daerah (OPD) Kota Pekanbaru diketahui bahwa ethical climate mempengaruhi counterproductive work behavior. Hasil analisis korelasi product moment menunjukkan bahwa terdapat pengaruh dengan arah negatif setiap subscale dari ethical climate (norms of empathic concern, norms of moral awareness, focus on others, collective moral motivation dan collective moral character) dengan counterproductive work behavior, kecuali subscale focus on self yang berpengaruh dengan arah positif. Dengan demikian, counterproductive work behavior dapat dikurangi dengan menciptakan iklim kerja yang beretika

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Elsawy, Mahmoud, Zainab Alghurabli, Mohamed Elbadawi, and Brihan Fatin. "Assessing the Influence of Dark Triad Personality Traits on Counterproductive Work Behaviour with Mediating Role of Selected Variables." International Business Research 15, no. 6 (May 24, 2022): 103. http://dx.doi.org/10.5539/ibr.v15n6p103.

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This study aims to see how dark triad personality traits (narcissism, psychopathy, and machiavellianism) influence counterproductive work behaviours (CPWBs), with the mediating role of Perception of Organizational Politics, Psychological Contract Breach, and Perceived Accountability. Previous studies have engrossed the dark triad's effect on measuring individuals' unproductive work conduct. As a result, the dark triad personality traits are examined in this study to investigate counterproductive work behaviour. This research proposes and empirically validates this link model, suggesting that three mediators of the association between dark triad personalities and CWBs are Perception of Organizational Politics, Psychological Contract Breach, and Perceived Accountability. This study applied regression analysis and the Sobel Test to test the hypotheses on a sample of 342 employees working in the Manufacturing sector of Egypt. The results of this study reveal that the dark triad has a positive and significant effect on counterproductive work behaviours, and Perception of organisational Politics, psychological contract breach, and Perceived Accountability significantly mediate the relationship between the dark triad and counterproductive work behaviour.

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Na-Nan, Khahan, Peerapong Pukkeeree, Ekkasit Sanamthong, Natthaya Wongsuwan, and Auemporn Dhienhirun. "Development and validation of counterproductive work behaviour instrument." International Journal of Organizational Analysis 28, no. 3 (December 12, 2019): 745–63. http://dx.doi.org/10.1108/ijoa-04-2019-1748.

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Purpose Counterproductive work behaviour (CWB) is a type of behaviour of an individual that works against an organisation or employer, and he/she is usually discretionary (i.e. individuals make conscious choices as to whether they want to commit aberrant work behaviour). To deal with CWB in different contexts, organisations need to both understand and continually measure their employees in terms of behaviour and work. This study aims to develop an instrument to measure CWB for small and medium-sized enterprises in Thailand. Design/methodology/approach The study was conducted in three stages to develop a measurement scale for CWB. First, 27 questions were developed as a questionnaire based on concepts and theories of CWB and then verified using exploratory factor analysis with three CWB dimensions, namely “poor behaviour”, “misuse of organisational resources” and “inappropriate communication”. The questionnaire surveyed a total of 386 individuals working in SMEs. Finally, confirmatory factor analysis (CFA) and convergent validity were examined following the three CWB dimensions. Findings Three dimensions were developed to measure CWB, including aspects of poor behaviour, misuse of organisational resources and inappropriate communication. Practical implications The CWB questionnaire has practical use for assessing employee behaviour and can assist organisations and practitioners to better understand the CWB of employees. This know-how will help practitioners to assess employee behaviour and can be used to manage or develop this into good behaviour as valued members of the organisation. Originality/value The validity of the CWB questionnaire questions will facilitate the future research on the boundaries with CWB assessments spanning different SMEs contexts. Empirical study results validated that CWB measurement offered new perspectives to explore vital employee behavioural deviation that are necessary for the inspection employee behavioural deviation. This instrumental support will also help researchers to effectively understand CWB and explore its potential in future studies.

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Crosman, Mara Ilina. "Dark Triad, Counterproductive Work Behaviour and Job Performance." Studia Doctoralia 12, no. 2 (December 20, 2021): 110–22. http://dx.doi.org/10.47040/sdpsych.v12i2.134.

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Dark personality traits are also known as the dark triad which is a multidimensional construct, made up of Machiavellianism, narcissism and psychopathy. They have recently become a major topic of interest in organizational psychology. The present research aims to demonstrate that the dark triad of personality is a significant negative predictor of job performance and studies the relationship between the dark triad and job performance, having as a mediator counterproductive work behavior. The sample of this study is represented by 137 participants from different organizations with different ages and different work experience ranging from one to 40 years, of which 34 men (24.82%) and 103 women (75.18%). The design adopted is cross-sectional, descriptive, correlational, nonexperimental. In this paper each construct of the triad was taken separately and measured in relation to the other two variables mentioned above, and the results varied depending on this aspect. Thus, only one of the two major hypotheses was supported.

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Muhammad Ali, Qazi. "Impact of Moral Disengagement on Counterproductive work behaviours in IT Sector, Pakistan." European Conference on Cyber Warfare and Security 21, no. 1 (June 8, 2022): 25–36. http://dx.doi.org/10.34190/eccws.21.1.198.

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This research examines the role of moral disengagement towards counterproductive work behaviour in the information technology sector of Pakistan. Furthermore, research is also focused on the mediating effect of information security awareness (Attitude & knowledge) and information security awareness behaviours. The target population consisted of public sector I.T. departments of Punjab, Pakistan. A convenience sampling technique is utilized. Data collection has been done through a survey questionnaire from technical and non-technical staff currently employed in the Public sector I.T. departments of province Punjab. Statistical software PLS-SEM is used for analysis. This study highlights the role of the information technology sector staffing level of engagement that affects the employee’s counterproductive work behaviour and information security awareness behaviour. Moreover, the study proposes that management should take the initiative for the implementation of strategies that may be helpful to get awareness about information security amongst employees.

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Rotundo, Maria, and Jia Lin Xie. "Understanding the domain of counterproductive work behaviour in China." International Journal of Human Resource Management 19, no. 5 (May 2008): 856–77. http://dx.doi.org/10.1080/09585190801991400.

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Chang, Kirk, and Chuchai Smithikrai. "Counterproductive behaviour at work: an investigation into reduction strategies." International Journal of Human Resource Management 21, no. 8 (June 2010): 1272–88. http://dx.doi.org/10.1080/09585192.2010.483852.

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Amponsah-Tawiah, Kwesi, Akosua Konadu Boateng, and Samuel Doku Tetteh. "Safety climate and employees' voluntary work behaviours: the moderating role of employees' voice." International Journal of Workplace Health Management 13, no. 5 (July 21, 2020): 561–81. http://dx.doi.org/10.1108/ijwhm-05-2019-0078.

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PurposeThis study examined the relationship between safety climate and employees' voluntary work behaviours (i.e. organisational citizenship behaviour and counterproductive work behaviour). It also examined the moderating role of employees' voice on the relationship between safety climate and employees' voluntary work behaviours.Design/methodology/approachUsing the quantitative survey research design, data were collected from 220 respondents from three manufacturing companies in Accra, Ghana. Pearson's correlation test (r) and hierarchical multiple regression were used for data analysis.FindingsResults showed that safety climate plays a significant role in predicting employees' voluntary work behaviours. Also, employees' voice was found to moderate the relationship between safety climate and organisational citizenship behaviour but does not moderate the relationship between safety climate and counterproductive work behaviour.Research limitations/implicationsData was collected from manufacturing firms in the Greater Accra Region of Ghana; hence, the findings may be limited to just the manufacturing industry in the Ghanaian setting.Originality/valueThis paper positions safety climate as a catalyst for positive voluntary work behaviours in the workplace and an antidote to negative workplace behaviours. It also highlights the role of employees' voice in enhancing positive voluntary workplace behaviours of employees.

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Zheng, Wenzhi, Yen-Chun Jim Wu, XiaoChen Chen, and Shu-Jou Lin. "Why do employees have counterproductive work behavior? The role of founder’s Machiavellianism and the corporate culture in China." Management Decision 55, no. 3 (April 18, 2017): 563–78. http://dx.doi.org/10.1108/md-10-2016-0696.

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Purpose The purpose of this paper is to analyse the mechanism of how Machiavellian corporate culture (MCC) affects employees’ counterproductive work behaviours. Design/methodology/approach Through a three-phase grounded study on the data of a single case amounting to over 170,000 words, this qualitative study explores why employees exhibit counterproductive work behaviours. Findings The results indicated that the implications of the MCC of family businesses in China include the following three dimensions: low trust, control orientation, and status orientation. In this corporate cultural context, employees exhibit counterproductive work behaviours because they perceive low organisational justice, psychological contract violation, and low trust. Among them, psychological contract violation serves as a triggering mechanism due to the organisational context and trust is crucial to employee counterproductive work behaviour. Research limitations/implications In this study, the results are derived merely from the observation of and generalisation about one case; more therefore, empirical studies are required. Practical implications Numerous family business owners in China exhibit a high level of Machiavellian personality traits, and this personality tends to determine the implications of corporate culture. In order to establish a diverse culture, a heterogeneous top manager team must be developed and a new organisational culture must be established from top down. Originality/value This study extends the research scopes of employee personality and behaviours as well as leaders’ personality traits and employee emotions, and proposes a theoretical framework of leaders’ personality-culture-employee behaviours as a contribution to studies on organisational behaviour, theories of corporate social responsibility, and development of corporate culture.

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Tamunomiebi, Miebaka, and Odochi Ukwuije. "Workplace Incivility and Counterproductive Work Behaviour: A Review of Literature." European Journal of Human Resource 5, no. 1 (March 24, 2021): 20–31. http://dx.doi.org/10.47672/ejh.686.

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Abstract Purpose: the purpose of this paper is to examine the association between workplace incivility and counterproductive work behaviour. Methodology: the paper being a largely conceptual in nature adopted a desk research methodology in reviewing extant literature. Findings: Based on the findings in extant literature, it was obvious that workplace incivility and counterproductive work behaviour have a significant nexus. Unique Contribution: The study gave useful insights on the ubiquitous nature of workplace incivility and its attendant impact of work outcomes. Recommendation: Organizations must act in a proactive manner in managing incivility so that it does degenerate to serious and corrosive consequences that eat away the workplace culture by promoting well-being in the workplace and preventing certain unsafe dynamics from establishing themselves.

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Beauregard, T. Alexandra. "Fairness Perceptions of Work−Life Balance Initiatives: Effects on Counterproductive Work Behaviour." British Journal of Management 25, no. 4 (March 3, 2014): 772–89. http://dx.doi.org/10.1111/1467-8551.12052.

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Abun, Damianus, Kristina O. Martin, Edna R. Cabillo, Mary Joy Encarnacion, and Theogenia Magallanes. "Humanistic management and the counterproductive behaviours as perceived by the employees." International Journal of Business Ecosystem & Strategy (2687-2293) 4, no. 3 (June 25, 2022): 37–47. http://dx.doi.org/10.36096/ijbes.v4i3.348.

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The study aims to determine the effect of the humanistic management style of administrators on the counterproductive work behaviour of employees. To deepen the understanding of the concepts and to establish the theories of the study, literature was reviewed. The study used descriptive assessment and a correlational research design. The population of the study was all employees and administrators of Divine Word College of Laoag. Questionnaires were used to gather the data and weighted mean and Pearson r correlation was used to analyze the data. The study found that the humanistic management style of administrators is high and counterproductive behaviour is low. However, Pearson r correlation indicated that there is no significant correlation between humanistic management style and counterproductive behaviour of employees. Thus, the hypothesis is rejected.

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Dajani, Maha Ahmed Zaki, and Mohamad Saad Mohamad. "Perceived Organisational Injustice and Counterproductive Behaviour: The Mediating Role of Work Alienation Evidence from the Egyptian Public Sector." International Journal of Business and Management 12, no. 5 (April 27, 2017): 192. http://dx.doi.org/10.5539/ijbm.v12n5p192.

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This study examines the relationship between the four dimensions of organisational justice, namely, distributive, procedural, interpersonal, and informational justice, and workers’ counterproductive behaviour, and whether work alienation has mediating effect in this relationship. These relationships were tested in a sample of 300 blue-collar workers operating in Egyptian public industrial context, only 236 responded positively. Results revealed that there are significant relationships between organisational injustice (in its four types) and counterproductive behaviours, and each of the work alienation dimensions partially mediated this relationship. These findings were discussed in the light of extant literature. Research limitations and implications for future research were reported.

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Ismail, Fadillah, Muhammad Ashfaq, Siti Aisyah Panatik, Lutfan Jaes, and Wee Mee Yan. "The Relationship Between Big Five Personality Traits and Counterproductive Work Behaviour." International Journal of Engineering & Technology 7, no. 3.30 (August 24, 2018): 63. http://dx.doi.org/10.14419/ijet.v7i3.30.18156.

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Employees are a group that plays an important role in determining the quality, reputation, and performance of an organization. Personality traits within them were seen to predict employees’ behavior towards organizations. This research aims to examine the relationship between big five personality traits and counterproductive work behaviour (CWB) among employees in the manufacturing industry. Five research hypotheses were examined while considering the Big Five dimensions of personality, which are extraversion, agreeableness, conscientiousness, neuroticism, and openness, which are believed to influence the employees’ CWB. Present research specifically focuses on individual (CWB-I). 200 employees in the furniture manufacturing industry at Muar, Johor were randomly selected to complete the Big Five questionnaire. Software PLS -SEM was used to analyse the data collected. For CWB-I, the result showed negative relationship of neuroticism and agreeableness, whereas positive relationship with extraversion, openness and conscientiousness.

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Lubbadeh, Tareq. "Job Burnout and Counterproductive Work Behaviour of the Jordanian Bank Employees." Organizacija 54, no. 1 (February 1, 2021): 49–62. http://dx.doi.org/10.2478/orga-2021-0004.

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Abstract Background/Purpose: This study investigated the relationship between job burnout and counterproductive work behavior (CWB) among 307 employees drawn from various banks within Jordan. This study also examined the levels of job burnout and CWB with regard to gender, age, marital status, and education. Methodology: For data collection, the convenience sampling method is utilized to survey frontline bank employees. The Oldenburg Burnout Inventory scale, which assesses exhaustion, disengagement, and the CWB scale from the Individual Work Performance Questionnaire (IWPQ), were used for data collection. The data were analyzed using the Statistical Package for Social Science 25.0. Results: The study results suggest that there is a significant positive relationship between job burnout two dimensions and CWB. The research also shows that age, education, and marital status affect both job burnout and CWB. Nevertheless, gender was found to have a significant effect only on the disengagement dimension of job burnout. Further, the study implies that exhaustion and disengagement are vital predictors influencing CWB. Conclusion: With regard to the results, the phenomena of job burnout provide the means that can provoke deviant behavior in the workplace.

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Salami, Samuel O. "Job Stress and Counterproductive Work Behaviour: Negative Affectivity as a Moderator." Social Sciences 5, no. 6 (June 1, 2010): 486–92. http://dx.doi.org/10.3923/sscience.2010.486.492.

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Bruursema, Kari, Stacey R. Kessler, and Paul E. Spector. "Bored employees misbehaving: The relationship between boredom and counterproductive work behaviour." Work & Stress 25, no. 2 (April 2011): 93–107. http://dx.doi.org/10.1080/02678373.2011.596670.

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Boddy, Clive R. "Corporate Psychopaths, Conflict, Employee Affective Well-Being and Counterproductive Work Behaviour." Journal of Business Ethics 121, no. 1 (April 4, 2013): 107–21. http://dx.doi.org/10.1007/s10551-013-1688-0.

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KADIRI, Alasa P., and Evelyn UMEMEZIA. "Counterproductive Work Behaviour among Local Government Employees in Edo State, Nigeria." OUSL Journal 14, no. 1 (August 15, 2019): 51. http://dx.doi.org/10.4038/ouslj.v14i1.7460.

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Khattak, Pirzada, and Syed Tahir Hussain Rizvi. "The Effect of Abusive Supervision and Psychopathy on Counter Productive Work Behavior: The Role of Psychological Capital." NICE Research Journal 14, no. 1 (March 31, 2021): 1–26. http://dx.doi.org/10.51239/nrjss.v14i1.244.

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Purpose: The purpose of this paper is to scrutinize the influence of Abusive Supervision and Psychopathy on Counterproductive Work Behaviour with moderating role of Psychological Capital in project-based organizations (The construction industry). Design\Methodology\Approach: Causal model was proposed, Data was collected from 360 employees of different construction projects-based organizations in Islamabad and Rawalpindi region (Pakistan) by using convenience sampling techniques, and adopted structured questionnaires comprising of measuring each variable on a five-point Lickartt scale. SPSS version 22 was used to analyze Reliability, Correlations, and regression. Originality/value: Different variables have been considered in the relationship with Counterproductive behavior. Abusive supervision and Psychopathy rarely discussed. This study efforts to scrutinize the relationship among AS and CWB, and PSP and CWB, while the moderating role of PSC with the addition of new insights. Finding: Findings of the current study revealed that there is a positive and significant influence of Abusive Supervision and psychopathy on Counterproductive work bhaviour and a significant moderating role of psychological capital.

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Wojtczuk-Turek, Agnieszka, and Dariusz Turek. "HPWSs and employee performance in KIBS companies: a mediating–moderating analysis." Baltic Journal of Management 16, no. 3 (March 1, 2021): 345–65. http://dx.doi.org/10.1108/bjm-03-2020-0081.

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PurposeThe purpose of this paper is to discuss relationships between high-performance work systems (HPWSs) and productive/counterproductive behaviours initiated and performed by employees. Using the ability, motivation and opportunities (AMO) theoretical framework, the authors described how an HPWS influences employee behaviours. The authors suggest that HPWSs could increase productive work behaviour and decrease counterproductive behaviours by mediating employees' affective commitment and moderating their self-efficacy.Design/methodology/approachThis study is based on data from 563 questionnaires, which were completed using the computer-assisted telephone interview method. The respondents were knowledge workers, representing companies of various sizes in the Knowledge-Intensive Business Service (KIBS) sector in Poland. Statistical verification of the mediation and moderation analyses was conducted with macro PROCESS (ver. 3.3).FindingsThis research confirmed a significant statistical relationship between all examined variables. It has been shown that HPWSs influence productive and counterproductive behaviours both directly and indirectly through mediation of affective commitment. The statistical analysis also confirmed the study’s hypothesis that self-efficacy moderates relationships between an HPWS and employee behaviours.Research limitations/implicationsThis study has two limitations: its cross-sectional design and the use of self-reported questionnaire data.Originality/valueThis study is the first to explore mediating mechanisms between HPWSs and employee performance in the context of the KIBS companies in Poland. The results indicate that HPWSs are important antecedents of productive and counterproductive behaviours among knowledge workers.

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Pitariu, Horia, and Andreea Budean. "The Impact of Occupational Stress on Job Satisfaction and Counterproductive Work Behaviour." Psihologia Resurselor Umane 7, no. 2 (January 27, 2020): 30–39. http://dx.doi.org/10.24837/pru.v7i2.437.

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The present economical challenges increase the level of demand and pressure on people in their workplaces, eventually affecting the efficiency of organizations. Given the relationship between job strain and individual and organizational outcomes (Robertson, 2009), the present context places an even higher importance on understanding and dealing correctly with these issues. The research at hand examines the predictive value of different occupational sources of pressure on job satisfaction and counterproductive work behaviour, using an occupational sample in the financial services field. The participants were asked to complete two questionnaires: OSI-90 (Cooper, Sloan & Williams, 1996) and Workplace Deviance Scale (Bennett & Robinson, 2000). The results indicate that stressors related to the organizational climate, the work relationships, organizational hassles and workload predict counterproductive work behaviour. Furthermore, job satisfaction was positively related to the high quality of the work relationship and low levels of tension in the organizational climate and hassles, while the level of satisfaction with the organization was associated with the work-family balance and the organizational climate. Implications for developing programs that help employees effectively cope with these sources of stress as well as recommendations for developing healthier organizations are discussed.

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Fox, Suzy, Paul E. Spector, Angeline Goh, Kari Bruursema, and Stacey R. Kessler. "The deviant citizen: Measuring potential positive relations between counterproductive work behaviour and organizational citizenship behaviour." Journal of Occupational and Organizational Psychology 85, no. 1 (May 19, 2011): 199–220. http://dx.doi.org/10.1111/j.2044-8325.2011.02032.x.

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Al-Nasser, Amjad, and Mohamed Behery. "Examining the relationship between organizational coaching and workplace counterproductive behaviours in the United Arab Emirates." International Journal of Organizational Analysis 23, no. 3 (July 13, 2015): 378–403. http://dx.doi.org/10.1108/ijoa-08-2014-0793.

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Purpose – The purpose of this study is to establish both the validity of Western theories within the Middle East, namely, the United Arab Emirates (UAE), and to further improve and extend our understanding of the effect of organisational coaching on counterproductive behaviours, such as bullying and alienation. Design/methodology/approach – A sample size of 656 participants from 29 organisations and 14 different industries was employed. A research model was proposed, refined and tested through a quantitative paradigm using one dimension nonlinear principal components analysis, linear structural equation modelling (SEM) and MANOVA. Findings – The correlation analysis results show non-significant negative correlations between coaching and all of the organisational counterproductive behaviour dimensions but not certainty. It was found that a significant weak relationship exists between most of the mediator dimensions, while a strong relationship exists between job alienation and workplace bullying. Results of the linear SEM provide support that coaching is related to certainty. Furthermore, the results reveal that certainty mediates a significant link between coaching and organisational counterproductive work behaviours (job alienation and bullying). Originality/value – The study is considered the first in the UAE to investigate organisational counterproductive work behaviours (bullying and job alienation). The main contribution of this study is to quantify the relationship between organisational coaching and bullying and job alienation mediated by organisational climate dimensions.

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Madzivhandila, Rofhiwa, Sunday Samson Babalola, and Khathutshelo Khashane. "Perceived Organisational Justice and Climate on Counterproductive Work Behaviour among Public Employees." Journal of Reviews on Global Economics 8 (December 24, 2019): 1086–96. http://dx.doi.org/10.6000/1929-7092.2019.08.94.

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Coyne, Iain, Domenica Gentile, Marise Ph Born, Nevra Cem Ersoy, and Maria Vakola. "The relationship between productive and counterproductive work behaviour across four European countries." European Journal of Work and Organizational Psychology 22, no. 4 (August 2013): 377–89. http://dx.doi.org/10.1080/1359432x.2012.673280.

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Ibrahim, Nor Hafizah, Zafir Khan Mohamed Makhbul, Abu Hanifah Ayob, and Anitawati Mohd Lokman. "Systematic Literature Review: Affective Experiences as a Predictor of Counterproductive Work Behaviour." International Journal of Professional Business Review 8, no. 3 (March 8, 2023): e01191. http://dx.doi.org/10.26668/businessreview/2023.v8i3.1191.

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Purpose: This study aims to systematically review the literature on counterproductive work behaviour (CWB) to understand better the role of affective experiences in predicting such behaviour. Theoretical framework: Since CWB can have devastating effects on both individuals and organisations, there has been rising concern about the issue. Meanwhile, recent studies have demonstrated the substantial influence of affective experiences on CWB. Therefore, it’s common to view such experiences as immediate causes of CWB in the workplace. However, a lack of research has systematically examined this relationship. Design/methodology/approach: This study follows PRISMA (Preferred Reporting Items for Systematic reviews and Meta-Analyses) guidelines by integrating multiple research designs from 2017 to 2022 to investigate the phenomenon of affective experiences-CWB. The relevant literature review was selected from two (2) established databases, Scopus and Web of Science. Findings: Thematic analysis yielded three (3) overarching themes as predictors of affective states at work: unpleasant treatment/attitudes of others, job stressors, and dispositional distribution. Affective states that predict CWB were also identified, with two (2) primary themes (broad negative and positive affect) and seven (7) sub-themes (discrete negative and positive emotions). Furthermore, two (2) major themes, internal and external mechanisms, appear to be underlying mechanisms in the relationship between affective experiences and CWB. Research, Practical & Social implications: This study offers valuable insight into the state of knowledge and practical implementation for future strategies. Originality/value: This work may be the first study to systematically review the literature on the topic of CWB from an affective experience perspective. The work contributes to the existing literature on affective experience-CWB in two (2) major ways. First, the study provides a more in-depth explanation of the predictors, implications, and underlying mechanisms, of the relationship between affective experiences and CWB by thoroughly reviewing the relevant empirical studies. Second, it identifies important research gaps and recommends a path forward for future studies in this field.

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Diedericks, E., and S. Rothmann. "Flourishing of information technology professionals: Effects on individual and organisational outcomes." South African Journal of Business Management 45, no. 1 (March 31, 2014): 27–41. http://dx.doi.org/10.4102/sajbm.v45i1.115.

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The aim of this study was to investigate the relationship between flourishing and individual and organisational outcomes, including job satisfaction, organisational commitment, organisational citizenship behaviour, turnover intention andcounterproductive behaviour. A convenience sample (N = 205) was taken of employees in information technology organisations in South Africa. A biographical questionnaire, the Mental Health Continuum Short Form, Job Satisfaction Scale, Organisational Commitment Scale, Turnover Intention Scale, Organisational Citizenship Behaviour Scale and a Counterproductive Behaviour Scale were administered. Flourishing affected job satisfaction, organisational commitment, organisational citizenship behaviour and organisational commitment directly and indirectly. Job satisfaction had strong direct effects on organisational commitment (positive) and turnover intention (negative), and a moderate negative effect on counterproductive work behaviour. Flourishing affected turnover intention indirectly and negatively via organisational commitment.

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EL-Ghorra, Monir Hamatto, and Siti Aisyah Binti Panatik. "Psychological Contract Breach, Behavioural Work Outcomes, Organisational Identification, and Islamic Work Ethics: A Moderated Mediation Study." Management & Economics Research Journal 3, no. 2 (September 1, 2021): 22–40. http://dx.doi.org/10.48100/merj.2021.163.

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We investigated how organisational identification (OID) mediates the influences of psychological contract breach (PCB) on two work outcomes [organisational citizenship behaviour (OCB) and counterproductive work behaviour (CWB)], and how Islamic work ethics (IWE) moderated the PCB–OID relationship. We collected data from 256 Palestinian managers in Gaza Strip ministries using a self-report questionnaire; we employed Structural Equation Modelling in analysing the data using Smart PLS. Our findings reveal that OID mediates between PCB and the two work outcomes. Further, we show that IWE has no moderating influence on the PCB–OID relationship. Finally, the influence of PCB on the two work outcomes is insignificant.

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Bouzari, Mona, Homayoun Safavi, and Sanaz Vatankhah. "The impact of ethical leadership on counterproductivity among cabin crews." European Journal of Tourism Research 25 (May 1, 2020): 2507. http://dx.doi.org/10.54055/ejtr.v25i.422.

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Underpinned by signalling theory, this study develops and tests a research model that posits personjob fit and person-organization fit as the mediators in the relationship between ethical leadership and counterproductive work behaviour. Through a quantitative research method and judgmental sampling, data were collected from 192 flight attendants in the private and public airline companies in Iran in three different waves. To control common method variance, this study applied procedural and statistical remedies. The results emerging from this study show that implementing ethical leadership behaviours by airline managers sends signals concerning ethical values of the organization among cabin crews which results in greater perceived ethical values fit in terms of person-organization and person-job fit. Cabin crews, who perceive high levels of fit with the job and the airline, are less expected to involve in counterproductive work behaviour. The study discusses theoretical implications and provides useful recommendations for managers in the airline industry.

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ASIA ZAMAN, MEHNAZ, and DR. SAREER BADSHAH. "Reagent Effect: Counterproductive Behavior and Psychological Capital." Journal of Business & Tourism 3, no. 1 (November 5, 2021): 89–98. http://dx.doi.org/10.34260/jbt.v3i1.63.

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Counter Productive Work Behaviour (CWB) is vibrant phenomena existing in contemporary workplace setting which has to be encountered. This study explores the Psychological Capital (PC) interference towards controlling CWB. Study structure was based on quantitative and cross sectional research. Questionnaires were distributed amid 240 workers of SNGPL KPK, Pakistan. Structure Equation Modeling (SEM) besides regression plus correlation techniques was applied for data analysis. The outcomes of study explore that there occurs solid affirmative correlation amid PC interference in the direction of controlling CWB. The forthcoming research zone is also integrated in this study.

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Nemțeanu, Marcela-Sefora, and Dan-Cristian Dabija. "Negative Impact of Telework, Job Insecurity, and Work–Life Conflict on Employee Behaviour." International Journal of Environmental Research and Public Health 20, no. 5 (February 26, 2023): 4182. http://dx.doi.org/10.3390/ijerph20054182.

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The COVID-19 pandemic imposed a large-scale adoption of teleworking in various fields, accepted by many employers as the ideal solution to protect their employees against the risk of contracting SARS-CoV-2. Working from home generated substantial savings for organisations and also contributed to alleviating employee stress. In addition to the potential positive effects, telework during COVID-19 favoured counterproductive behaviour, job insecurity, and intention to retire because of the negative outcomes generated by the growing conflict between personal life and working from home and professional and social isolation. The purpose of this research is to define and analyse a conceptual model capable of highlighting the way in which telework, job insecurity, and work–life conflict led to professional isolation and turnover intention, and finally, to the counterproductive behaviour of employees during the COVID-19 pandemic. This research was implemented using employees in Romania, an emerging European economy severely affected by the recent pandemic. The results have been analysed with the help of structural equations in SmartPLS, thus reflecting a significant influence of teleworking on work–life conflict, professional isolation, intentions, and insecurity during the pandemic. The insecurity of employees trained in teleworking contributes significantly to enhancing work–life conflict and professional isolation.

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Germeys, Lynn, and Sara De Gieter. "Clarifying the dynamic interrelation of conflicts between the work and home domain and counterproductive work behaviour." European Journal of Work and Organizational Psychology 26, no. 3 (April 12, 2017): 457–67. http://dx.doi.org/10.1080/1359432x.2017.1314266.

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Akhigbe, Dr Omoankhanlen Joseph, and Sonye, Lillian Amamino. "Supervisor Trust and Counterproductive Work Behaviour of Oil Firms in Port Harcourt - Nigeria." IOSR Journal of Business and Management 19, no. 06 (June 2017): 52–61. http://dx.doi.org/10.9790/487x-1906045261.

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Belot, Michèle, and Marina Schröder. "Sloppy work, lies and theft: A novel experimental design to study counterproductive behaviour." Journal of Economic Behavior & Organization 93 (September 2013): 233–38. http://dx.doi.org/10.1016/j.jebo.2013.03.019.

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Kura, Kabiru Maitama, Faridahwati Mohd Shamsudin, Waheed Ali Umrani, and Noor Maya Salleh. "Linking Human Resource Development Practices to Counterproductive Work Behaviour: Does Employee Engagement Matter." Journal of African Business 20, no. 4 (March 1, 2019): 472–88. http://dx.doi.org/10.1080/15228916.2019.1583974.

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Cichobłaziński, Leszek. "Counterproductive Aspects of Remote Work in the Context of Exchange of Knowledge." European Conference on Knowledge Management 23, no. 1 (August 25, 2022): 218–25. http://dx.doi.org/10.34190/eckm.23.1.799.

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The article is devoted to the problem of impact the remote work might have on exchange of knowledge in an organisation, with particular emphasis on the aspects of counterproductive work behaviour. Due to the COVID-19 pandemic, remote work has become an everyday element of human resources management almost all over the world. However, not all the consequences of introducing remote work on a massive scale have a positive impact. Some of them imply significant problems in organising information exchange, at levels of creation, distribution and perception of knowledge. The cognitive goal of the article is to identify remote work factors that imply counter productivity at work. The purpose of the study is to develop methods to support pro-effective work behaviour in the context of knowledge exchange in remote work. The article analysis will be based on quantitative research conducted among people working remotely. The survey was conducted in December 2021 among generation Z. For this purpose, the author used an interview questionnaire. It was completed by respondents both in a traditional way and using an online survey. Until now, attention has been paid mainly to the positive aspects of remote work, which significantly improves knowledge management in organisations. The novelty of this research relates to paying attention to counterproductive implications of remote work as well as an attempt to develop methods to overcome these implications in the field of knowledge exchange in an organisation.

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Debusscher, Jonas, Joeri Hofmans, and Filip De Fruyt. "The effect of state core self-evaluations on task performance, organizational citizenship behaviour, and counterproductive work behaviour." European Journal of Work and Organizational Psychology 25, no. 2 (July 6, 2015): 301–15. http://dx.doi.org/10.1080/1359432x.2015.1063486.

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Martin, Paul, and Donald W. Hine. "Using behavioural science to improve Australia’s environmental regulation." Rangeland Journal 39, no. 6 (2017): 551. http://dx.doi.org/10.1071/rj17105.

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Australia has many environmental regulations intended to alter the behaviour of rural landholders. One key issue relates to managing invasive plants and animals, where effective action requires sustained (and largely voluntary) action and sustained investment. Eliciting high levels of compliance is a difficult problem, because different landholders have widely different attitudes and motivations. What works with one group of people may not work with another, and indeed may be counterproductive. This study demonstrates the use of contemporary psychological methods to identify groups of landholders who demonstrate different attitudes and behaviours in relation to weed control. It shows that identifiable segments do respond differently to different mixes of regulation, incentives and community action. It suggests that some commonly promoted interventions may actually be counterproductive in encouraging desirable action with some groups. The study shows that behavioural precision is important in creating effective compliance strategies in weeds management, and it demonstrates some of the methods that may be used to achieve that precision.

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Zettler, Ingo, and Benjamin E. Hilbig. "Honesty–Humility and a Person–Situation Interaction at Work." European Journal of Personality 24, no. 7 (November 2010): 569–82. http://dx.doi.org/10.1002/per.757.

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Person–situation interactions have attracted researchers’ attention for decades. Likewise, the current work focuses on the interaction of honesty–humility and situational conditions in bringing about counterproductive work behaviour (CWB). As such, we introduce perceptions of organizational politics as a situational construct representing an opportunity for CWB. In a sample of N = 148 employees we found that particularly individuals low in honesty–humility were affected by situational circumstances. By contrast, those high in honesty–humility reported practically the same (lower) amount of CWB independent of the level of perceptions of organizational politics. In other words, employees low in honesty–humility were especially likely to condition their behaviour on environmental factors, a result that mirrors previous findings. Copyright © 2010 John Wiley & Sons, Ltd.

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Joseph Oluwole, Olugbenga, Solomon Omonona, and Themba Q. Mjol. "Perceived job insecurity and counterproductive work behaviour : the moderating role of occupational self-efficacy." African Journal of Business and Economic Research v15, no. 3 (July 7, 2020): 185–202. http://dx.doi.org/10.31920/1750-4562/2020/v15n3a8.

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Fayyaz, Um E. Roman, Raja Nabeel Ud Din Jalal, and Simona Leonelli. "The impact of personal factors and firm dynamics on knowledge workers counterproductive work behaviour." International Journal of Management in Education 1, no. 1 (2022): 1. http://dx.doi.org/10.1504/ijmie.2022.10040460.

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Leonelli, Simona, Raja Nabeel Ud Din Jalal, and Um E. Roman Fayyaz. "The impact of personal factors and firm dynamics on knowledge workers' counterproductive work behaviour." International Journal of Management in Education 16, no. 2 (2022): 131. http://dx.doi.org/10.1504/ijmie.2022.121167.

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Smithikrai, Chuchai. "Relationship of cultural values to counterproductive work behaviour: The mediating role of job stress." Asian Journal of Social Psychology 17, no. 1 (January 22, 2014): 36–43. http://dx.doi.org/10.1111/ajsp.12040.

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Tong, Jiajin, SinHui Chong, Jiayu Chen, Russell E. Johnson, and Xiaopeng Ren. "The Interplay of Low Identification, Psychological Detachment, and Cynicism for Predicting Counterproductive Work Behaviour." Applied Psychology 69, no. 1 (March 5, 2019): 59–92. http://dx.doi.org/10.1111/apps.12187.

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Szostek, Dawid. "INFLUENCE OF DEMOGRAPHIC CHARACTERISTICS OF EMPLOYEES UPON THEIR TENDENCY TO UNDERTAKE ORGANIZATIONAL CITIZENSHIP AND COUNTERPRODUCTIVE WORK BEHAVIOURS." Acta Scientiarum Polonorum. Oeconomia 18, no. 2 (June 30, 2019): 107–17. http://dx.doi.org/10.22630/aspe.2019.18.2.24.

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The paper discusses the influence of gender, age, education and type of position held upon employees’ tendency to undertake organisational citizenship behaviour (OCB) and counterproductive work behaviour (CWB). Particularly in Polish literature the relations have not been examined or discussed sufficiently. The author’s aim is to verify four hypotheses stating that the above-mentioned variables affect involvement of employees in OCB and CWB. Thus, the author used data obtained from an online questionnaire given to 535 respondents, who are active workers. The obtained results did not provide any grounds for rejection of the hypotheses.

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Jawahar, I. M., and Thomas H. Stone. "Do career satisfaction and support mediate the effects of justice on organizational citizenship behaviour and counterproductive work behaviour?" Canadian Journal of Administrative Sciences / Revue Canadienne des Sciences de l'Administration 34, no. 3 (October 14, 2015): 215–28. http://dx.doi.org/10.1002/cjas.1350.

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Roberts, Brent W., Kate Walton, Tim Bogg, and Avshalom Caspi. "De‐investment in work and non‐normative personality trait change in young adulthood." European Journal of Personality 20, no. 6 (September 2006): 461–74. http://dx.doi.org/10.1002/per.607.

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The present study investigated the relationship between experiences of de‐investment in work and change in personality traits in an 8‐year longitudinal study of young adults (N = 907). De‐investment was defined as participating in activities that run counter to age‐graded norms for acceptable behaviour. De‐investment in work was operationalised with a measure of counterproductive work behaviours (CWBs), which included actions such as stealing from the work place, malingering and fighting with co‐workers. CWBs were used to predict changes in personality traits from age 18 to age 26. Consistent with hypotheses, greater amounts of CWB was associated with changes in the broad trait domains of negative emotionality and constraint. Copyright © 2006 John Wiley & Sons, Ltd.

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Setyawan, Agustinus, and Agnes Triyanti. "THE EFFECT OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR AND COUNTERPRODUCTIVE BEHAVIOR ON EMPLOYEE PERFORMANCE WITH EMPLOYEE ENGAGEMENT AS AN INTERVENING VARIABLE IN BPR." Journal of Business Studies and Mangement Review 4, no. 1 (December 31, 2020): 7–11. http://dx.doi.org/10.22437/jbsmr.v4i1.11675.

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Banking is the one that provides services to customers, in order to create a good image of a businessman. This research aims to analyse the impact of organizational citizenship behavior, counterproductive work behavior, with employee engagement as variable intervening through the impact of employee performance in Bank Perkreditan Rakyat in Batam. The difference in behaviour of each employee is a determinant of their performance in the company. Increased the competition in the banking sector, which continues to compete to create better services. The behaviour of employee has positive and negative that can affected by colleagues around them. Positive behaviour will affect good performance for the organization and negative behaviour will become an obstacle to an organization. Based on the relationship of existing problems, this research needs to determine the effect of employee behaviour can be involved in their own performance. Based on authors survey that people who works on Bank Perkreditan Rakyat shows employee behavior that needs to be considered in employee performance appraisal. By looking at several factors and the impact to these employees on the company. In general, the services provided to the financial services sector are important aspects of the banking sector to improve the quality of the organization.

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Guslina, Indri. "Impact of Positive Organizational Behavior on Self-Efficacy in Improving The Quality of Work of PT Kareta Sabila Employees." Eduvest - Journal of Universal Studies 3, no. 3 (March 20, 2023): 647–55. http://dx.doi.org/10.59188/eduvest.v3i3.766.

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Positive Organizational Behavior has a wide reach, from the organization's past buried in by business ideology, through the present with urgent needs and emerging opportunities. This qualitative study aims to find out positive organizational behavior on self-efficacy. Positive Organizational Behavior is not just explicit knowledge, skills, and abilities that can only be built through educational and training programs, or even through work experience. Positive Organizational Behavior is also not equivalent to organization-specific tacit knowledge built by managers and employees over time by taking time and immersing themselves in the socialization process to build motivation in improving the quality of employee work. Positive Organizational Behavior also brings new and exciting opportunities above and above that are provided by social relationships and networks across individuals, departments, and organizations. Positive Organizational Behavior has triggered a paradigm shift far from just a negative emphasis on pathology that fills handbooks, dictionaries and classification systems of clinical psychologists. Similarly, Positive organizational behaviour offers organizational behaviour and human resource management researchers and practitioners a new positive perspective, far from the 'gloom and doom' focusing on dysfunctional employees, aggression in the workplace, incompetent leaders, stress and conflict, unethical behaviour, ineffective strategies and counterproductive organizational structures and cultures

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Journal articles on the topic 'Counterproductive work behaviour'

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