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1
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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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.
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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.
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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.
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Edun, Anya T. "Workplace Discrimination Climate and Team Effectiveness: The Mediating Role of Collective Value Congruence, Team Cohesion, and Collective Affective Commitment." FIU Digital Commons, 2015. http://digitalcommons.fiu.edu/etd/1761.
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This study explored the relationship between workplace discrimination climate on team effectiveness through three serial mediators: collective value congruence, team cohesion, and collective affective commitment. As more individuals of marginalized groups diversify the workforce and as more organizations move toward team-based work (Cannon-Bowers & Bowers, 2010), it is imperative to understand how employees perceive their organization’s discriminatory climate as well as its effect on teams. An archival dataset consisting of 6,824 respondents was used, resulting in 332 work teams with five or more members in each. The data were collected as part of an employee climate survey administered in 2011 throughout the United States’ Department of Defense.
The results revealed that the indirect effect through M1 (collective value congruence) and M2 (team cohesion) best accounted for the relationship between workplace discrimination climate (X) and team effectiveness (Y). Meaning, on average, teams that reported a greater climate for workplace discrimination also reported less collective value congruence with their organization (a1 = -1.07, p < .001). With less shared perceptions of value congruence, there is less team cohesion (d21 = .45, p < .001), and with less team cohesion there is less team effectiveness (b2 = .57, p < .001).
In addition, because of theoretical overlap, this study makes the case for studying workplace discrimination under the broader construct of workplace aggression within the I/O psychology literature. Exploratory and confirmatory factor analysis found that workplace discrimination based on five types of marginalized groups: race/ethnicity, gender, religion, age, and disability was best explained by a three-factor model, including: career obstruction based on age and disability bias (CO), verbal aggression based on multiple types of bias (VA), and differential treatment based on racial/ethnic bias (DT). There was initial support to claim that workplace discrimination items covary not only based on type, but also based on form (i.e., nonviolent aggressive behaviors). Therefore, the form of workplace discrimination is just as important as the type when studying climate perceptions and team-level effects. Theoretical and organizational implications are also discussed.
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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/.
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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.
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Robertson, KATINA. "Ensuring Quality Consumer Service Encounters." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5411.
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Counterproductive employee behaviors are inevitable, unpredictable, and widespread in the U.S. retail industry. The purpose of this multiple case study was to explore U.S. midlevel retail leadership strategies used to prevent and correct employee behaviors that sabotage quality service encounters. Gilbert's behavior engineering model, which links employee behaviors to performance, was the framework used in this study. The data-collection process comprised 7 semistructured interviews with midlevel retail leaders, online company documentation, and researcher observations and assisted in achieving methodological triangulation. Member checking ensured the accuracy of participant responses, while Moustakas' modified van Kaam method was used to guide the data analysis process. Making the customer service experience special, employee rudeness and bad attitudes, and leading by example were the primary emergent themes. The participants revealed key behavior intervention and corrective strategies prior to termination consisted of only 2 steps: coaching or 1-on-1 discussions and formal training. The findings of this study may contribute to retail business practices by expanding existing leadership strategies to engineer employee behaviors that produce consistent quality service encounters, empower employees, improve consumer satisfaction, and increase retail profitability and competitiveness. Resultant retailers' profitability and consumer satisfaction may contribute to social change by directly impacting the U.S. gross domestic product, local communal tax base, and reinforce human civility throughout the retail industry.
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Bauer, Jeremy Allen. "An Investigation of OCB Demands and Workplace Behaviors." Scholar Commons, 2013. http://scholarcommons.usf.edu/etd/4634.
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The current study investigated the relationship between demands for organizational citizenship behaviors and future displays of organizational citizenship and counterproductive work behaviors. Such demands are conceptualized as workplace conditions that make it difficult for employees to complete their job (i.e., organizational constraints), performance failures of coworkers such as incomplete or incorrectly done tasks (i.e., coworker failure) and direct or indirect request from the supervisors to commit more organizational citizenship behaviors (i.e., supervisor pressure). Additionally, the effect of negative affectivity, hostile attribution bias, attributions of blame, and target specific scales of workplace behaviors were investigated. The design of the current study is prospective with a one week time lag between two self-report surveys. 464 employed U.S. residents were recruited through Amazon's M-Turk service. Of the initial 464 participants, 183 also completed the second survey a week later. New scales were created to assess coworker failure, supervisor pressure, attributions of blame, and target specific behaviors. The evidence from this study suggests that coworker failure and supervisor pressure are both antecedents to future displays of organizational citizenship behaviors and counterproductive work behaviors. Similarly, organizational citizenship behaviors preceded demands for organizational citizenship behaviors reported a week later. The results differed slightly when using target-specific scales of behavior. The hypotheses regarding individual differences and attributions of blame were not supported.
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Hardy, Eleanor G. "The Effects of Organization-Oriented Perfectionism on Turnover Intentions, Counterproductive Work Behaviors, and Prosocial Behaviors in the Workplace." Xavier University Psychology / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=xupsy1592686901330791.
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Ottinot, Raymond Charles. "The development and validation of the perceived workplace civility climate scale." [Tampa, Fla] : University of South Florida, 2008. http://purl.fcla.edu/usf/dc/et/SFE0002606.
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Meador, Abby. "Minor Incidents with Major Impacts: The Effects of Bottom-up Incivility on Supervisor Targets." TopSCHOLAR®, 2011. http://digitalcommons.wku.edu/theses/1047.
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Incivility within organizations is a rampant problem with dire consequences,including adverse effects on both job satisfaction and psychological states. This study was conducted to address the gap in the current literature that looks at incivility within organizations. To date, no studies have assessed the impact of bottom-up incivility (i.e., incivility that is directed from subordinates to supervisors) on supervisor targets. Thus, this study investigated the impact of bottom-up forms of incivility of supervisors’ mental and physical states, as well as their levels of job satisfaction. However, due to small sample sizes, the current research was expanded to address the effects of both bottom-up incivility and other forms of incivility (i.e., peer-to-peer and superior-to-subordinate). As a result, the study consisted of two samples: bottom-up targets (N = 19) and targets of all forms of incivility (N = 89). In the bottom-up sample, results showed that instances of bottom-up incivility are a significant predictor of lower levels of job satisfaction. In the sample of targets of all forms of incivility, the results indicated that incivility was a significant predictor of lower levels of mental health. In the sample of targets of all forms of incivility, hierarchical regression analyses also showed that the effects of incivility on physical health were mediated by mental health.
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Mbolela, Aura Yombo. "The relationship between organisational justice perceptions, organisational trust and willingness to engage in protest action for higher wages among low-income employees in South Africa." Master's thesis, Faculty of Commerce, 2021. http://hdl.handle.net/11427/32822.
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While common in South Africa, workplace protest actions frequently lead to losses on both sides: productivity losses for organisations and loss of income for protesting employees. It is therefore important to investigate which factors may contribute to low-income workers' decision to protest for higher wages. Based on the theoretical integration of social exchange theory and fairness heuristic theory it was argued that fairer treatment (organisational justice) decreases workers' willingness to engage in protest actions through its positive influence on organisational trust. The researcher examined employees' perceptions of fairness shown by their employer, supervisor and co-workers. A descriptive, cross-sectional research design was employed to test this assumption. Data was collected from low-income employees working in South African factories and retail stores who completed a self-report survey (N = 147). The results of a regression analysis confirmed that employees' perceptions of organisational justice predicted their willingness to engage in protest actions for higher wages when gender and previous involvement in protest actions were kept constant. Perceptions of interpersonal justice as shown by the supervisor was the unique predictor of willingness to engage in protest action, indicating that the decision to protest is not primarily driven by monetary concerns (distributive justice) but rather by how low-income workers feel treated in the workplace. Mediation analysis results revealed that the relationship between organisational justice and willingness to engage in protest action is not through mutual trust. Taken together, this research demonstrated that there is a need for organisations to invest in fairness in the workplace. Most specifically, organisations could focus on training supervisors to treat employees with respect and dignity as it could contribute to employees' decision to refrain from protesting at work.
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Brienza, Justin Peter. "Workplace Injustice and Counterproductive Work Behaviour: The Moderating Role of Employee Age." Thesis, 2013. http://hdl.handle.net/10012/7821.
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Drawing on prior research from several areas of psychology, I predicted that different forms of organizational justice would predict counterproductive work behaviour (CWB) depending on employees’ age. In particular, I predicted that distributive justice would be associated with CWB more so for younger than older employees, whereas interactional justice would be associated with CWB more so for older than younger employees. In an initial study, 192 employees completed an online survey which assessed the focal variables. Hierarchical regression analysis revealed the two predicted 2-way interactions. The findings are in line with aging research suggesting that, whereas younger people are more motivated by instrumental concerns, relational concerns become more salient as they age. The results have important implications for research on justice and CWB, and they extend basic research on human aging to an applied context.
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Lin, Ting-Yu, and 林庭宇. "The Impact of Workplace Ostracism to Counterproductive Work Behavior: The Moderating Effect of Political Skill." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/98873s.
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碩士國立彰化師範大學
人力資源管理研究所
102
Workplace ostracism is a universal phenomenon. People have been excluded or excluded others. But in the past research about workplace ostracism is seldom discuss the emotional development process of excluded people. So, based on Plutchik emotional development process, we discuss the excluded people who have emotional development process. The excluded people will perceive unfair and become anger to present counterproductive work behavior for releasing their anger emotion. If the excluded people have high political skill that will reduce the relationship between anger and counterproductive work behavior effectively. On the other hand, if the excluded people have low political skill that will increase the relationship between anger and counterproductive work behavior. We use situational questionnaire and focus on the workers who have a job to investigate if they experienced in an excluded environment whether perceived unfair and became angry or not, and further reveal counterproductive work behavior. In this study, we will remedy the gap of literature about workplace ostracism. We hope that organizations will pay attention to the negative impact from the workplace ostracism. Then we need to give some counsel resources to the excluded workers in order to reduce the negative impact from workplace ostracism.
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Zhang, Shi-Hui, and 張詩慧. "The Relationships between Workplace Bullying, Negative Reciprocity and Counterproductive Behavior: The Moderation of Locus of Control." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/yp697x.
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碩士國立交通大學
管理科學系所
104
This study was aimed to explore the causal relationships and mediation effects among workplace bullying, negative reciprocity and counterproductive behavior (interpersonal deviance and organizational deviance), and to investigate the moderation effects of personality traits (locus of control) on the relation. In this research, I collected data form employees in different kinds of industries by using papers and online questionnaires to conduct an empirical test of the hypothesis on a sample including 214 subjects. The results showed that: (1) workplace bullying had a significant positive effect on interpersonal deviance; (2) workplace bullying had a significant positive effect on organizational deviance; (3) workplace bullying had a significant positive effect on negative reciprocity; (4) the negative reciprocity partially mediated the relationship between workplace bullying and interpersonal deviance; (5) the negative reciprocity partially mediated the relationship between workplace bullying and organization deviance; and (6) locus of control moderated the relationship between workplace bullying and counterproductive behavior. The results of this study help organizations to understand the relationships between workplace bullying and interpersonal deviance and organizational deviance, and also the effects of the psychological mechanism-negative reciprocity on the relationships, while taking employee’s locus of control as a moderator. The study calls for managers’ attention to the harmful consequences of workplace bullying in order to take reasonable precautions to prevent the damage of workplace bullying on employees’ performance.
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HUANG, JING-CHUN, and 黃靖淳. "A Study of the Relationship between Workplace Emotional Blackmail and Counterproductive Work Behavior: Adversity Quotient and Psychological Capital as Moderators." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/9y5ats.
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碩士靜宜大學
企業管理學系
106
This study mainly focuse on how the employees who suffered from emotional blackmail at work to affect on counterproductive work behavior. Furthermore, will the employees’ adversity quotient and psychological capital effect on the relationship between emotional blackmail and counterproductive work behavior? The purpose of this study is not only to construct a model relationship between these variables for further related studies in the future, but also to provide a reference for practical management. This study conceptual framework is based on the study motives, study purposes and documents investigating, and offers three research hypotheses. The study conducted the empirical research by quantitative research method. The subjects of this study included 248 employees and 72 supervisors from 48 companies. After they have been conducted with a paired questionnaire survey, it results in 248 valid questionnaires. Finally, the conclusions came out through data analysis as the following: 1. Emotional blackmail has a significant positive effect on counterproductive work behavior. In other words, the more one suffered from the emotional blackmail, the more possibility one may affect counterproductive work behavior. 2. Adversity quotient has a significant negative effect on the relationship between emotional blackmail at work and counterproductive work behavior. That is, when suffered from emotional blackmail at work, the higher one’s adversity quotient is, the lower possibility for one to affects counterproductive work behavior. 3. The psychological capital has a significant negative effect on the relationship between emotional blackmail at work and counterproductive work behavior. In other words, when one suffers from emotional blackmail at work, the higher one’s psychological capital is, the lower possibility for one to affects counterproductive work behavior. In conclusion, this study not only provides both theoretical and practical implications of the study result, but also reveals the limitations of this study. In addition, this study also provides some suggestions to the further related studies.
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Liu, Chien-Ping, and 劉千萍. "A Study on the Relationship between Workplace Friendship and Counterproductive Behaviors." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/69943393793911905096.
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碩士中國文化大學
國際企業管理研究所
97
Since Taiwan's accession to the WTO in 2002, the processes of globalization and liberalization have been speeding up in the financial institutions. Foreign banks and new competitors are active in the Taiwanese marketplace. The employees of financial institutions face the stresses and are influenced by the domestic and foreign banks’ acquisition and integration. This integration of the process of mergers and acquisitions, and the phenomenon of human overlapping, wave the financial industry to streamline the personnel of the storm. Staff to cope with the challenges of financial integration cause the evolution of competition is above imagination. At this time, whether the friendship between the staff and employees would be affected by the streamlining personnel phenomenon or may furthermore cause their positive or negative behavior. Therefore, this study will address friendship of the workplace and the understanding of the impacts about the financial staffs’ counterproductive behaviors. This study uses the workplace friendship factor as independent variable, and uses the counterproductive behaviors factor as dependent variable. This study employs the investigation by questionnaire as the way of data collecting. We take the whole employees of the financial circles as our objects of investigation. The grand total provides 440 questionnaires and collected back 420 valid questionnaires, the effectiveness of this questionnaire returning rate is 95.45%. The questionnaires were analyzed by a variety of statistical methods, such as the descriptive statistics, Cronbach α reliability analysis, correlation analysis, and Hierarchical Regression Analysis in this study. The result shows that the workplace friendship factor is significantly and negatively influencink6g on the counterproductive behaviors factor. It will be interesting to explore this issue by further research.
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Johnson, Cheron Chanelle. "Organisational culture and the experience of negative emotions on counterproductive workplace behaviours." Thesis, 2016. http://hdl.handle.net/10539/19592.
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A research report submitted in partial fulfillment of the requirements for the Degree of Masters by Coursework and Research Report in the field of Industrial Psychology in the faculty of Humanities, University of the Witwatersrand,
26 June 2015The aim of this study was to explore whether the experience of negative emotions in the workplace mediated the relationship between organisational culture and counterproductive workplace behaviours (CWBS). Organisational culture in this study was specifically studied from an ethical perspective. This was of particular interest, since previous research endeavours have predominantly explored predictors of CWBs from an individual level of influence. Such a focus has consequently ignored the role of the situation/organisation as a determinant of employees’ behaviour in organisations. This largely overlooked focus has in turn, rendered recommendations for practice relatively ineffective. Therefore, in light of the literature’s current state, it was of particular interest to explore factors predictive of CWBs from both the individual and situational areas of influence in this study. More specifically, this study sought to investigate if organisational culture with particular reference to ethical quality predicted CWBs, and whether the experience of negative emotions in the workplace had any bearing on how an ethical organisational culture related with CWBs. To explore this area of interest, this study consisted of one hundred and fifty three participants from various organisations in the area of Johannesburg. Each participant was presented with a questionnaire that consisted of the Job-related Affective Wellbeing Scale (JAWS), the Corporate Ethical Virtues Scale (CEVS) and the Unethical Behaviour Scale (UBS). The results of this study were analysed using the statistical techniques of multiple regressions, Sobel tests, and Baron and Kenny’s four step process of testing for mediation. Findings obtained in this study revealed that organisational culture (lacking an ethical quality) and the experience of negative emotions both significantly predicted the likely occurrence of CWBs. In addition, findings from mediation analyses indicated that employees’ experience of negative emotions in the workplace, partially mediated the relationship between organisational culture and CWBs. Thus, the ethicality of an organisation’s culture had both a direct and indirect effect on the occurrence of CWBs. The indirect effect of organisational culture on CWBs was explained through the experience of negative emotions in the workplace. In other words, the direct effect of organisational culture on CWBs suggests that when an organisation’s culture lacks ethical quality, then the occurrence of CWBs may be more likely. In addition, the indirect effect of employees’ experience of negative emotions in the workplace on the relationship between organisational culture and CWBs, suggests that an organisation’s culture that lacks ethical quality may more likely result in the experience of negative emotions in the workplace, which in turn is positively related with the occurrence of CWBs. Thus, having explored predictive factors of CWBs from both an individual and organisational level of influence has enabled this study to contribute to the research domain of CWBs which has largely been overlooked in previous studies. In this study, the dual area of influence has shown to be very significant as it has given greater insight into employee workplace behaviours such as CWBs. This study concludes with reporting on the limitations encountered during the process of research and also gives due consideration to the implications presented by findings obtained. Furthermore, a few recommendations for practice are proposed and directions for future research endeavours in the organisational behaviour domain are suggested.
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Mitchel, Germaine Ann, and 米佐嫚. "The Effect of Group Norms and Personal Work Values on Counterproductive Workplace Behaviors: An Empirical Study of St. Lucia's Young Workers." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/10607428988306721070.
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碩士國立臺灣師範大學
國際人力資源發展研究所
100
This research examined the influence of personal (demographics and work values) and situational (group behavioral norms) factors on the propensity to engage in counterproductive work behaviors (misuse of resources and misuse of information) among Business Administration graduates. A quantitative vignette or factorial survey approach was used in the study. Three questionnaires, containing a subset of vignettes representing different factors of the situational variable, were administered to respondents. A range of statistical analysis methods namely Pearson’s correlation, hierarchical regression, T-tests and one-way ANOVA was used to test the sixteen (16) proposed hypotheses. Results indicate that none of the examined demographic variables had a significant influence on the propensity to engage in CWB. Of the five work values examined, only three had a significant influence on the propensity to engage in CWB. The hypothesized relationships between group behavioral norms and the propensity to engage in CWB received little overall support. In addition, post- hoc interviews found that the study was affected by social desirability bias, Hawthorne effect as well as limitations in design.
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Piloušková, Irena. "Erozivní prvky v kontextu organizační kultury." Master's thesis, 2020. http://www.nusl.cz/ntk/nusl-415304.
Full textAbstract:
(in English) This thesis examines erosive elements (counterproductive behaviour or dishonesty) within the organization culture. The study is based on organization theories and criminology and also on studies on a same or similar topics not only from Czechia but also from foreign researches. The practical part of this study works with data file of Quality of life research (Štohanzlová, 2016), which includes the battery of thirteen erosive elements that were explored. The analysis of the occurrence, tolerance and unacceptability of these elements was conducted. Its context and influence on the perceived frequency of respondent's stress at work environment were analysed too. Connections with erosive elements were tested with basic socio-demographic variables and with sizes of organizations and it was often argued by industries in which respondents work. There were identified differences in an appearance and tolerance of observed phenomena. Based on the analysis was found that relationship problems at workplaces proved to be problematic: The relationship problems have significant influence on a frequency of perceived stress of respondents at work.
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Bureau, Julien. "Prédire la déviance au travail : les rôles de l’autonomie et du leadership transformationnel." Thèse, 2016. http://hdl.handle.net/1866/18487.
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Hendriks, Elma. "'n Perspektief op die beroepsbevrediging van grondvlak maatskaplike werkers." Diss., 2001. http://hdl.handle.net/10500/16935.
Full textAbstract:
Text in AfrikaansHierdie studie is onderneem om te bepaal watter determinante 'n rol speel in die beroepsbevrediging van grondvlak maatskaplike werkers en watter gehalte van die werksleweprogramme benut kan word om dit aan te spreek. Tydens die empiriese fase van die studie is 'n vraelys aan die maatskaplike werkers van die Vereniging vir Liggaamlike Gestremdes (streek Wes-Kaap) gesirkuleer waarin aannames oor beroepsbevrediging en gehalte van die werkslewe getoets is. Die response bevestig 'n hoer arbeidsomset as die gemiddelde, 'n behoefte aan billike en regverdige vergoedingspakkette, bevorderingsgeleenthede, 'n werksomgewing wat werksekuriteit bied en 'n gebrek aan inspraak in die leierskap en bestuurstyl van welsynsorganisasies. Die rol wat die supervisor kan speel figureer sterk sowel as die behoefte aan gehalte van die werksleweprogramme soos, deelnemende bestuur, sensitiwiteitsopleiding, doelwitbestuur en spanwerk. Enkele aanbevelings vvord aan administrateurs en supervisors gemaak oor die uitbou van maatskaplike werkers se beroepsbevrediging en die benutting van gehalte van die werksleweprogramme sodat arbeidsomset bekamp en koste-effektiwitet verhoog kan word.
This study was undertaken to establish which determinants play a role in the job satisfaction of direct service social workers and what quality of worklife programmes can be utilised to address the problem. During the empirical phase of the study, a questionnaire was circulated to social workers of the Association for the Physically Disabled, Western Cape, in which suppositions regarding job satisfaction and quality of worklife was tested. Responses confirmed the need for fair remuneration packages, promotion opportunities, job security, a high labor turnover and a lack of participation in the management of welfare organisations. The role of the supervisor figures strongly. Quality of worklife programmes such as participatory management, sensitivity training, management by objectives and teamwork are needed. Suggestions are made to administrators and supervisors concerning the development of job satisfaction and the utilisation of quality of worklife programmes to control labour turnover and improve cost effectiveness.
Social Work
M. Diac. (Maatskaplike Werkrigting)