Relevant bibliographies by topics / Counterproductive workplace behavior

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers

Academic literature on the topic 'Counterproductive workplace behavior'

Author: Grafiati
Published: 4 June 2021
Last updated: 11 February 2022

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Journal articles on the topic "Counterproductive workplace behavior"

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Hameed, Zahid, Ikram Ullah Khan, Muhammad Adnan Zahid Chudhery, and Donghong Ding. "Incivility and Counterproductive Work Behavior." International Journal of Applied Behavioral Economics 6, no. 3 (July 2017): 1–22. http://dx.doi.org/10.4018/ijabe.2017070101.

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This research aims to extend the literature on stress by exploring the relationship between incivility and employees' counterproductive work behavior (CWB). We investigate the mediating role of psychological distress (PD) to understand the relationship of family and workplace incivility with CWB. The study also evaluates the moderation effect of emotional regulation between incivility and PD. Analysis of three-wave lagged data (N=328), collected from bank employees in Pakistan, indicates that PD mediates the effect of family and workplace incivility on CWB and emotional regulation moderates the effect of family and workplace incivility on PD. Our findings highlight the fact that emotional regulation and PD are important mechanisms in the incivility–CWB relationship. The inclusion of these two constructs is a key to understanding the relationships among family incivility, workplace incivility, and work-related outcomes. The paper concludes with a discussion of theoretical and practical implications.
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Ma, Bing, Shanshi Liu, Hermann Lassleben, and Guimei Ma. "The relationships between job insecurity, psychological contract breach and counterproductive workplace behavior." Personnel Review 48, no. 2 (March 4, 2019): 595–610. http://dx.doi.org/10.1108/pr-04-2018-0138.

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PurposeThe purpose of this paper is to examine the mediating effect of psychological contract breach on the relationship between job insecurity and counterproductive workplace behavior (CWB) and the moderating effect of employment status in this relationship.Design/methodology/approachData were collected from 212 supervisor–subordinate dyads in a large Chinese state-owned air transportation group. AMOS 17.0 software was used to examine the hypothesized predictions and the theoretical model.FindingsThe results showed that psychological contract breach partially mediates the effect of job insecurity on CWB, including organizational counterproductive workplace behavior and interpersonal counterproductive workplace behavior. In addition, the relationships between job insecurity, psychological contract breach and CWB differ significantly between permanent workers and contract workers.Originality/valueThe present study provides a new insight into explaining the linkage between job insecurity and negative work behaviors as well as suggestions to managers on minimizing the harmful effects of job insecurity.
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Yao, Johnny J. "Predictors of Counterproductive Workplace Behaviors of Nurses." Asia Pacific Journal of Health Management 16, no. 2 (June 27, 2021): 39–44. http://dx.doi.org/10.24083/apjhm.v16i2.489.

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Disruptive actions in healthcare settings can cause errors, poor client satisfaction, employee turnover, and bigger hospital expenses. This research investigated the determinants of counterproductive work behavior (CWB) such as work-related proactive coping, autonomy, interpersonal conflict, organizational constraints of hospital nurses in a tertiary hospital in large metropolitan city in the Philippines. A descriptive correlational design was utilized in the study. Nurses from the different clinical areas of the hospital were chosen as respondents for this study. Proactive coping received the strongest weight in the model followed by autonomy and organizational constraints; interpersonal conflicts received the lowest of the four weights. Based on the results of the study, the researcher can conclude that work-related proactive coping, autonomy, interpersonal conflicts, and organizational constraints are determinants of counterproductive work behaviors of hospital nurses. Health care managers should formulate customized programs and strategies that can improve employee performance and coping to reduce counterproductive work behaviors. Lastly, further studies would be conducted on other variables that can predict and mediate with counterproductive work behaviors.
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Mărgulescu, Ana-Maria. "The Relationship between Burnout and Counterproductive Work Behavior. The Role of Compassion Fatigue and Organizational Justice." Studia Doctoralia 11, no. 2 (December 30, 2020): 72–80. http://dx.doi.org/10.47040/sd/sdpsych.v11i2.113.

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Counterproductive behavior is a phenomenon that affects both organizations and employees. This research aimed, in an exploratory manner, to observe the relationship between counterproductive behaviors, burnout, compassion fatigue, and organizational justice at the workplace. For this study, data were collected from 100 employees through a Google Forms questionnaire. From the statistical analysis, CF does not represent a mediator of the relationship between burnout and counterproductive behaviors, nor is organizational justice a moderator of the relationship between burnout and counterproductive behaviors. The statistical analysis was performed in the JAMOVI 1.2.12 program
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Mărgulescu, Ana-Maria. "The Relationship between Burnout and Counterproductive Work Behavior. The Role of Compassion Fatigue and Organizational Justice." Studia Doctoralia 11, no. 2 (December 23, 2020): 72–80. http://dx.doi.org/10.47040/sd0000085.

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Counterproductive behavior is a phenomenon that affects both organizations and employees. This research aimed, in an exploratory manner, to observe the relationship between counterproductive behaviors, burnout, compassion fatigue, and organizational justice at the workplace. For this study, data were collected from 100 employees through a Google Forms questionnaire. From the statistical analysis, CF does not represent a mediator of the relationship between burnout and counterproductive behaviors, nor is organizational justice a moderator of the relationship between burnout and counterproductive behaviors. The statistical analysis was performed in the JAMOVI 1.2.12 program
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Mitchell, Marie S. "New Developments in Counterproductive Workplace Behavior (CWB) Research." Academy of Management Proceedings 2018, no. 1 (August 2018): 10313. http://dx.doi.org/10.5465/ambpp.2018.10313symposium.

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Jung, Hyo Sun, and Hye Hyun Yoon. "Understanding workplace bullying." International Journal of Contemporary Hospitality Management 30, no. 3 (March 19, 2018): 1453–71. http://dx.doi.org/10.1108/ijchm-01-2017-0002.

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Purpose This study aims to investigate the effects of workplace bullying on the coping strategies (responses) and counterproductive behavior of hospitality employees. Design/methodology/approach The sample consisted of 284 luxury hotel employees in the Korean hospitality industry. SPSS and AMOS were the statistical programs used to verify the hypotheses of the present study. Confirmatory factor analysis and reliability analysis were conducted to verify the validity and reliability of the measured items. Before verification of the hypotheses, directivity between factors derived through correlation analysis was verified, and causal relationships with regard to the three hypotheses were verified through the structural equation model. Findings Organizational and work-related bullying had a significant effect on task coping, whereas personal bullying had a significant effect on emotional and avoidance coping. The results also showed that positive task coping did not significantly affect counterproductive behavior, but negative coping, such as emotional and avoidance responses, significantly affected employees’ counterproductive behavior. Originality/value The present study verified that coping responses in work situations can differ depending on the type of workplace bullying that occurs. Task coping, a positive coping strategy, was affected by organizational and work-related bullying, whereas emotional and avoidance coping, negative coping strategies, were negatively affected by personal bullying. Consequently, the possibility of harmful actions against organizations varies depending on the coping strategies chosen by employees who are exposed to bullying. Therefore, appropriate education should be offered to employees to use positive and proactive work-oriented coping strategies when dealing with bullying rather than negative methods such as emotional or avoidance coping.
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Zahid, Ayesha, Sumaira Rehman, Muhammad Rafiq, and Shahan Mehmood Cheema. "As Study on Workplace Ostracism on Work Productive Behavior of Employees With Mediating Effect of Emotional Intelligence." Review of Applied Management and Social Sciences 4, no. 1 (March 27, 2021): 45–62. http://dx.doi.org/10.47067/ramss.v4i1.97.

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Ostracism in the workplace has emerged as the burning issue for organizations, that grabbed the attention of researchers, practitioners and academicians to help corporate world. Thus, every organization is wandering the result-oriented solution to this issue to get employees satisfied and motivated. The research used ostracism as an independent, emotionally intelligence is mediator and counterproductive work behavior, aggressive behavior and workplace deviance as dependent variables. The research is significant for organizations, practitioners, and theory and policy makers. Quantitative research approach is used in this research. A Likert scale close ended questionnaire is used to collect respondents, response. Data is collected from the banking sector. The study has incorporated 300 respondents to collect data. The simple random sampling technique is used for research purpose. Results show that a statistically significant impact exists in the magnitude of counterproductive work behaviors (CWBs) and ostracism, aggressive behavior and ostracism and ostracism and workplace deviance.
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Ciocirlan, Cristina E. "Environmental Workplace Behaviors." Organization & Environment 30, no. 1 (August 1, 2016): 51–70. http://dx.doi.org/10.1177/1086026615628036.

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In response to recent calls for more micro-foundation research in corporate social responsibility, this article approaches environmental sustainability from an organizational behavior/human resource perspective. Specifically, this article refines the concept of the environmental workplace behaviors (EWBs), defined here as “work behaviors directed toward the protection or improvement of the natural environment, which may or may not generate value for the organization; these behaviors may be performed by employees situated at any organizational level.” EWBs include organization citizenship behaviors for the environment (OCBEs), environmental in-role behaviors (EIRBs), and environmental counterproductive workplace behaviors (ECWBs). Furthermore, the article distinguishes between low-intensity and high-intensity EWBs and discusses the importance of constructs such as trust and power for green employee engagement in EWBs. The article concludes with recommendations for future research and practice in the area of environmental behaviors in organizations.
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Sunargo, Sunargo, and Dwi Hastuti. "Mengatasi perilaku kerja kontraproduktif melalui peran integratif politik organisasional dan kecerdasan emosional pada era revolusi industri 4.0." Jurnal Paradigma Ekonomika 14, no. 2 (December 31, 2019): 45–54. http://dx.doi.org/10.22437/paradigma.v14i2.8961.

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Counterproductive work behavior is a common phenomenon that is a problem in human resources. Such work behavior can be considered through situational and individual factors. The workplace environment situation that contains political activity and individual ability who have emotional intelligence can determine work behavior. This study examines the influence of perceived organizational politics on counterproductive work behavior and examines the role of moderation on that effect. The test was carried out using data of 200 employee respondents who worked at companies in the Batam industrial area. Results of the study using hierarchical regression analysis show that perceived organizational politics have a positive and significant effect on counterproductive work behavior. Furthermore, emotional intelligence can mitigate counterproductive work behavior caused by organizational political situations. This research provides practical benefits in overcoming the problem of counterproductive work behavior
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Dissertations / Theses on the topic "Counterproductive workplace behavior"

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

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

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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.
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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.

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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.

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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.

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

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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.
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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.

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Mashal, Huda. "Uncontrolled Workplace Breaks and Productivity." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3309.

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Behaviors that may waste time in the workplace, like surfing the Internet for personal purposes (cyberloafing) or smoking breaks, may be the root antecedent for poor productivity. The purpose of this correlational study was to examine whether there was a relationship between the independent variables: time spent cyberloafing and time in uncontrolled smoking breaks, and the dependent variable: employee productivity. Procedural justice theory was used to frame the study. The population consisted of 34 employees working in a multinational engineering company in Jordan who have official smoking policies, but not cyberloafing policies. Correlations and multiple regression were computed using a Cyberloafing Scale and time spent smoking (independent variables) and The Endicott Work Productivity Scale (dependent variable). The results of the correlations indicated no significant relationship between Internet surfing and employee productivity. Smoking breaks were not a significant source of wasted time during the workday (the subsample and frequency of engaging in smoking were low); therefore, smoking did not have an effect on productivity. The findings of this study support the theory that using the Internet at work does not affect employee productivity. These findings have implications for positive social change that are also supported by existing research. Employees who engage in personal Internet activities at work tend to meet private demands and obligations. This connectivity may help to facilitate work-life balance.
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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.

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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.

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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.
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Books on the topic "Counterproductive workplace behavior"

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(Contributor), Lynne M. Andersson, Karl Aquino (Contributor), Julian Barling (Contributor), Robert A. Baron (Contributor), Rebecca J. Bennett (Contributor), Robert J. Bies (Contributor), Susan M. Burroughs (Contributor), et al., eds. Counterproductive Work Behavior: Investigations Of Actors And Targets. American Psychological Association (APA), 2004.

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Adamou, Marios. Adult ADHD and employment. Oxford University Press, 2018. http://dx.doi.org/10.1093/med/9780198739258.003.0018.

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ADHD affects in a distinctive way the employment of service users. This can range from their choice of work, work performance, fitness for work, and requirements for adjustments to the workplace. Task performance, contextual performance, counterproductive work behaviour, and adaptive performance have been linked behind this impairment, and the fitness to work assessment needs to consider both the person with ADHD and the specific job the person is doing. The most evidence-based workplace intervention is treatment of ADHD with medication, although other strategies can be helpful. This, however, does not apply to every person with ADHD and many people are successfully employed.
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Book chapters on the topic "Counterproductive workplace behavior"

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Morse, Lily, and Taya R. Cohen. "Virtues and Vices in Workplace Settings: The Role of Moral Character in Predicting Counterproductive and Citizenship Behaviors." In Handbook of Virtue Ethics in Business and Management, 1–11. Dordrecht: Springer Netherlands, 2015. http://dx.doi.org/10.1007/978-94-007-6729-4_98-1.

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Morse, Lily, and Taya R. Cohen. "Virtues and Vices in Workplace Settings: The Role of Moral Character in Predicting Counterproductive and Citizenship Behaviors." In International Handbooks in Business Ethics, 761–71. Dordrecht: Springer Netherlands, 2017. http://dx.doi.org/10.1007/978-94-007-6510-8_98.

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Hameed, Zahid, Ikram Ullah Khan, Muhammad Adnan Zahid Chudhery, and Donghong Ding. "Incivility and Counterproductive Work Behavior." In Occupational Stress, 1–26. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-0954-8.ch001.

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This research aims to extend the literature on stress by exploring the relationship between incivility and employees' counterproductive work behavior (CWB). We investigate the mediating role of psychological distress (PD) to understand the relationship of family and workplace incivility with CWB. The study also evaluates the moderation effect of emotional regulation between incivility and PD. Analysis of three-wave lagged data (N=328), collected from bank employees in Pakistan, indicates that PD mediates the effect of family and workplace incivility on CWB and emotional regulation moderates the effect of family and workplace incivility on PD. Our findings highlight the fact that emotional regulation and PD are important mechanisms in the incivility–CWB relationship. The inclusion of these two constructs is a key to understanding the relationships among family incivility, workplace incivility, and work-related outcomes. The paper concludes with a discussion of theoretical and practical implications.
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Mathieu, Cynthia. "Negative attitudes, counterproductive work behavior, and corporate fraud." In Dark Personalities in the Workplace, 147–67. Elsevier, 2021. http://dx.doi.org/10.1016/b978-0-12-815827-2.00007-7.

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Kiran, Tanvi, and Anubhuti Sharma. "Role of Gender in Counterproductive Work Behavior." In Advances in Human Resources Management and Organizational Development, 79–99. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-5225-9996-8.ch005.

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Deviance at the workplace is the displaying of counterproductive work behavior by the employees that includes in its ambit a set of behavioral activities that jeopardize, sabotage, and undermine the motives, goals, objectives, and interests of the organization at large. The present study makes a modest attempt to study the occurrence of negative deviance in the banking sector through the use of Counterproductive Work Behavior Checklist (CWD-C). The choice of this particular sector has been motivated by the researchers' academic interest and due to the presence of limited number of empirical studies in this area. Further, the study aims to identify the role of gender with regard to the occurrence of counterproductive work behavior among the bank employees. The results of the study point out female bank employees were found to be engaging in abuse and theft significantly more than the male employees, while the men were found to be significantly more likely to commit production deviance than their female counterparts.
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Cicerali, Eyyüb Ensari, and Lütfiye Kaya Cicerali. "Workplace Incivility as Low-Level Violence." In Advances in Human Resources Management and Organizational Development, 155–80. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-2250-8.ch008.

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This chapter intends to inform the readers about workplace incivility, which is being rude to one's colleagues, with no apparent intention to harm. It is regarded as the basic level of counterproductive work behavior that might be tremendously injurious to an organization and its members. Not greeting subordinates, making sarcastic grimaces while talking with a coworker, and spreading rumors about the supervisor are few examples to incivility. The progenitors of workplace incivility research are two prominent organizational scientists from the USA, Lynne Andersson and Christine Pearson. They coined this term and published about this concept in a 1999 article. In the 17 years since its introduction, lots of researchers from different countries published about diverse aspects of incivility, its antecedents, consequences, measurement methods and interventions. Since incivility researchers tested myriad theories mainly from psychology, health, and criminology disciplines using both experimental and empirical methods, currently there is a huge accumulation of data.
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Connolly, Regina, and Cliona McParland. "Dataveillance in the Workplace." In Advances in Human Resources Management and Organizational Development, 391–410. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-8516-9.ch019.

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The many obvious benefits that accompany digital technology have been matched by some less welcome and more contentious impacts. One of these is the steady erosion of employee privacy. Whilst employee performance has frequently been the object of scrutiny, the increasing number of organizations that monitor employees through advanced digital technologies has added a dystopian edge to existing employee privacy concerns, particularly as many employees are unable to exercise choice in relation to use of these technologies. If unaddressed, their concerns have potential to impact the psychological contract between employee and employer, resulting in loss of employee trust, negative attitudes, and counterproductive work behaviors. This chapter outlines some of the emerging issues relating to use of employee monitoring technologies. It summarizes both management rationale for monitoring as well as employee privacy concerns and proposes an ethical framework that is useful for balancing these differing perspectives.
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Trickey, Geoff. "Getting to Grips with Behavioural Bias." In Advances in IT Personnel and Project Management, 220–47. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-1790-0.ch011.

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The author discusses whether the impressive progress achieved by technical advances in project management have been stalled by failure to make similar advances in addressing the Human Factors. This imbalance may, he believes, be contributing to challenges being widely experienced in dealing with a residual ‘rump' of workplace safety incidents, for example. He argues that ever tightening the controls and micro-managing workplace behaviour or pursuing zero safety incidents can be counterproductive both for compliance and for the bottom line. Professional, regulatory and standards bodies increasingly emphasise the importance of employee participation and risk leadership in achieving the mutual trust and respect necessary for objectives to be fully realised. He advises that project managers need to appreciate distinctive and deeply rooted individual differences in the behavioural dispositions of individual employees and proposes that readily available assessment techniques that address these issues should be added to their toolkit.
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Conference papers on the topic "Counterproductive workplace behavior"

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Ha-Brookshire, Jung E., and Md Rafiqul Islam Rana. "The Devil Wears Prada: A Qualitative Study on Counterproductive Workplace Behavior and Employee Satisfaction in the Fashion Industry." In Pivoting for the Pandemic. Iowa State University Digital Press, 2020. http://dx.doi.org/10.31274/itaa.12120.

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