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Dissertations / Theses on the topic 'Counterproductive workplace behavior'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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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. Par

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2

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 underst

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3

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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4

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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5

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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6

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

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7

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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8

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 po

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9

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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10

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’ behavi

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11

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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12

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

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13

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 m

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14

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

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15

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 achievin

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16

Bauer, Jeremy Allen. "An Investigation of OCB Demands and Workplace Behaviors." Scholar Commons, 2013. http://scholarcommons.usf.edu/etd/4634.

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Abstract 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). Additional

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17

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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18

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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19

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. Howeve

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20

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 exam

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21

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 interactio

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22

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<br>國立彰化師範大學<br>人力資源管理研究所<br>102<br>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 bet

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23

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<br>國立交通大學<br>管理科學系所<br>104<br>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

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24

DE, LONGIS EVELINA. "Emotional inertia at work: correlates of inflexible emotion dynamics in the workplace." Doctoral thesis, 2020. http://hdl.handle.net/11573/1548235.

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Individual differences in emotion dynamics represent a key source of information about people’s psychological functioning and mental health. Thus, as work is among the most important determinant of adults' emotional life, investigating individual differences in emotion dynamics is particularly relevant in the workplace, where affective experiences are closely related to organizational behaviour and effectiveness. In three experience sampling studies I examined a central feature of emotion dynamics, namely emotional inertia. Emotional inertia refers to the degree to which emotional states are

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25

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<br>靜宜大學<br>企業管理學系<br>106<br>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, s

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26

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<br>中國文化大學<br>國際企業管理研究所<br>97<br>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 challe

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27

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 2015<br>The 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 resear

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28

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<br>國立臺灣師範大學<br>國際人力資源發展研究所<br>100<br>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 Pearso

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29

Piloušková, Irena. "Erozivní prvky v kontextu organizační kultury." Master's thesis, 2020. http://www.nusl.cz/ntk/nusl-415304.

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(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 p

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30

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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31

Hendriks, Elma. "'n Perspektief op die beroepsbevrediging van grondvlak maatskaplike werkers." Diss., 2001. http://hdl.handle.net/10500/16935.

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Text in Afrikaans<br>Hierdie 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 vergoedingspakk

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