Negotiation and Conflict Management Research, 2013
Researchers have established a link between interpersonal conflicts among employees and counterpr... more Researchers have established a link between interpersonal conflicts among employees and counterproductive work behavior (CWB), which consists of acts that harm organizations and people in organizations. Both conflict and CWB can be damaging variables that have far reaching consequences for organizations. In a study of 116 employee-coworker dyads, we tested models linking leadership behaviors (passive/avoidant leadership and transformational leadership), interpersonal conflict (with coworkers and supervisors), and CWB directed toward the organization or other people. We found support for models positing that leadership behaviors and interpersonal conflict lead to negative emotions, which in turn lead to the amount of CWB committed.
Most studies of counterproductive work behavior (CWB) assess it as one or two overall dimensions ... more Most studies of counterproductive work behavior (CWB) assess it as one or two overall dimensions that might obscure relationships of potential antecedents with more speciWc forms of behavior. A Wner-grained analysis of the relationship between counterproductive work behavior and antecedents was conducted with the Wve-subscales (abuse toward others, production deviance, sabotage, theft, and withdrawal) taken from the 45-item Counterproductive Work Behavior Checklist, a measure that has been used in a number of prior studies. Described is the rationale for each of the Wve dimensions, which have been discussed individually in the literature. Data from three combined studies provide evidence for diVerential relationships with potential antecedents that suggest the use of more speciWc subscales to assess CWB. Most notably, abuse and sabotage were most strongly related to anger and stress, theft was unrelated to emotion, and withdrawal was associated with boredom and being upset. Finally, the distinct forms of CWB may suggest distinct underlying dynamics, that vary in their balance of hostile and instrumental motivational systems.
Journal of Occupational and Organizational Psychology, 2011
Studies have shown a strong negative correlation between counterproductive work behaviour (CWB) a... more Studies have shown a strong negative correlation between counterproductive work behaviour (CWB) and organizational citizenship behaviour (OCB), and opposite correlations with hypothesized antecedents. Such observed correlations may have been erroneously caused by three measurement artefacts: items measuring absence of CWBs, rather than behaviours that exceed requirements or expectations in OCB scales; supervisory halo; and agreement rather than frequency response format. A new OCB scale, the OCB‐checklist (OCB‐C) was used that did not have these artefacts. Contrary to prior expectations from the literature, positive relations were found between CWB and OCB, and stressors and OCB. Theoretical explanations for positive CWB/OCB relations (demand‐elicited OCB, social loafing, work process problems, rater perceptions and attributions, and aggravated job stress processes) are discussed.
In this study, the relationships among boredom proneness, job boredom, and counterproductive work... more In this study, the relationships among boredom proneness, job boredom, and counterproductive work behaviour (CWB) were examined. Boredom proneness consists of several factors, which include external stimulation and internal stimulation. Given the strong relationships between both the external stimulation factor of boredom proneness (BP-ext) and anger as well as the strong relationship between trait anger and CWB, we hypothesized that
Journal version of this paper: Most studies of counterproductive work behavior (CWB) are criticiz... more Journal version of this paper: Most studies of counterproductive work behavior (CWB) are criticized for overreliance on self-report methodology. This study tested the convergence of 136 matched self-reports and coworker-reports of work stressors and CWB. For each participant dyad, the focal employee ("incumbent") completed a self-report survey and gave a coworker form to a peer familiar with the incumbent's work situation and behavior. Correlations and t tests demonstrated significant convergence between incumbent and coworker reports of key study variables, except organization-targeted CWB. Separately, both incumbent and coworker reports supported the Stressor-Emotion CWB model. In mixed-source analyses, only interpersonal relationships were significant--conflict and CWB targeting persons. Weaknesses in each report source are discussed, and multisourced triangulation to cover perceptual, experiential, and behavioral domains is recommended. (PsycINFO Database Record (c...
Journal version of this conference paper: Studies have shown a strong negative correlation betwee... more Journal version of this conference paper: Studies have shown a strong negative correlation between counterproductive work behaviour (CWB) and organizational citizenship behaviour (OCB), and opposite correlations with hypothesized antecedents. Such observed correlations may have been erroneously caused by three measurement artifacts: items measuring absence of CWBs, rather than behaviours that exceed requirements or expectations in OCB scales; supervisory halo; and agreement rather than frequency response format. A new OCB scale, the OCB-checklist (OCB-C) was used that did not have these artifacts. Contrary to prior expectations from the literature, positive relations were found between CWB and OCB, and stressors and OCB. Theoretical explanations for positive CWB/OCB relations (demand-elicited OCB, social loafing, work process problems, rater perceptions and attributions, and aggravated job stress processes) are discussed. (PsycINFO Database Record (c) 2012 APA, all rights reserved) ...
Leadership style and the link with counterproductive work behavior (cwb): An investigation using ... more Leadership style and the link with counterproductive work behavior (cwb): An investigation using the job-stress/ cwb model" (2004). Graduate School Theses and Dissertations. Paper 970.
Negotiation and Conflict Management Research, 2013
Researchers have established a link between interpersonal conflicts among employees and counterpr... more Researchers have established a link between interpersonal conflicts among employees and counterproductive work behavior (CWB), which consists of acts that harm organizations and people in organizations. Both conflict and CWB can be damaging variables that have far reaching consequences for organizations. In a study of 116 employee-coworker dyads, we tested models linking leadership behaviors (passive/avoidant leadership and transformational leadership), interpersonal conflict (with coworkers and supervisors), and CWB directed toward the organization or other people. We found support for models positing that leadership behaviors and interpersonal conflict lead to negative emotions, which in turn lead to the amount of CWB committed.
Most studies of counterproductive work behavior (CWB) assess it as one or two overall dimensions ... more Most studies of counterproductive work behavior (CWB) assess it as one or two overall dimensions that might obscure relationships of potential antecedents with more speciWc forms of behavior. A Wner-grained analysis of the relationship between counterproductive work behavior and antecedents was conducted with the Wve-subscales (abuse toward others, production deviance, sabotage, theft, and withdrawal) taken from the 45-item Counterproductive Work Behavior Checklist, a measure that has been used in a number of prior studies. Described is the rationale for each of the Wve dimensions, which have been discussed individually in the literature. Data from three combined studies provide evidence for diVerential relationships with potential antecedents that suggest the use of more speciWc subscales to assess CWB. Most notably, abuse and sabotage were most strongly related to anger and stress, theft was unrelated to emotion, and withdrawal was associated with boredom and being upset. Finally, the distinct forms of CWB may suggest distinct underlying dynamics, that vary in their balance of hostile and instrumental motivational systems.
Journal of Occupational and Organizational Psychology, 2012
Studies have shown a strong negative correlation between counterproductive work behaviour (CWB) a... more Studies have shown a strong negative correlation between counterproductive work behaviour (CWB) and organizational citizenship behaviour (OCB), and opposite correlations with hypothesized antecedents. Such observed correlations may have been erroneously caused by three measurement artefacts: items measuring absence of CWBs, rather than behaviours that exceed requirements or expectations in OCB scales; supervisory halo; and agreement rather than frequency response format. A new OCB scale, the OCB-checklist (OCB-C) was used that did not have these artefacts. Contrary to prior expectations from the literature, positive relations were found between CWB and OCB, and stressors and OCB. Theoretical explanations for positive CWB/OCB relations (demand-elicited OCB, social loafing, work process problems, rater perceptions and attributions, and aggravated job stress processes) are discussed.
... This parallels two decades of discussion in the job stress literature where a ... As predicte... more ... This parallels two decades of discussion in the job stress literature where a ... As predicted, jobsatisfaction and positive emotion are positively correlated with justice and ... Incumbent and Coworker-Reported CWB CWBP CWBO cCWBP cCWBO Incumbent-reported antecedents ...
Negotiation and Conflict Management Research, 2013
Researchers have established a link between interpersonal conflicts among employees and counterpr... more Researchers have established a link between interpersonal conflicts among employees and counterproductive work behavior (CWB), which consists of acts that harm organizations and people in organizations. Both conflict and CWB can be damaging variables that have far reaching consequences for organizations. In a study of 116 employee-coworker dyads, we tested models linking leadership behaviors (passive/avoidant leadership and transformational leadership), interpersonal conflict (with coworkers and supervisors), and CWB directed toward the organization or other people. We found support for models positing that leadership behaviors and interpersonal conflict lead to negative emotions, which in turn lead to the amount of CWB committed.
Most studies of counterproductive work behavior (CWB) assess it as one or two overall dimensions ... more Most studies of counterproductive work behavior (CWB) assess it as one or two overall dimensions that might obscure relationships of potential antecedents with more speciWc forms of behavior. A Wner-grained analysis of the relationship between counterproductive work behavior and antecedents was conducted with the Wve-subscales (abuse toward others, production deviance, sabotage, theft, and withdrawal) taken from the 45-item Counterproductive Work Behavior Checklist, a measure that has been used in a number of prior studies. Described is the rationale for each of the Wve dimensions, which have been discussed individually in the literature. Data from three combined studies provide evidence for diVerential relationships with potential antecedents that suggest the use of more speciWc subscales to assess CWB. Most notably, abuse and sabotage were most strongly related to anger and stress, theft was unrelated to emotion, and withdrawal was associated with boredom and being upset. Finally, the distinct forms of CWB may suggest distinct underlying dynamics, that vary in their balance of hostile and instrumental motivational systems.
Journal of Occupational and Organizational Psychology, 2011
Studies have shown a strong negative correlation between counterproductive work behaviour (CWB) a... more Studies have shown a strong negative correlation between counterproductive work behaviour (CWB) and organizational citizenship behaviour (OCB), and opposite correlations with hypothesized antecedents. Such observed correlations may have been erroneously caused by three measurement artefacts: items measuring absence of CWBs, rather than behaviours that exceed requirements or expectations in OCB scales; supervisory halo; and agreement rather than frequency response format. A new OCB scale, the OCB‐checklist (OCB‐C) was used that did not have these artefacts. Contrary to prior expectations from the literature, positive relations were found between CWB and OCB, and stressors and OCB. Theoretical explanations for positive CWB/OCB relations (demand‐elicited OCB, social loafing, work process problems, rater perceptions and attributions, and aggravated job stress processes) are discussed.
In this study, the relationships among boredom proneness, job boredom, and counterproductive work... more In this study, the relationships among boredom proneness, job boredom, and counterproductive work behaviour (CWB) were examined. Boredom proneness consists of several factors, which include external stimulation and internal stimulation. Given the strong relationships between both the external stimulation factor of boredom proneness (BP-ext) and anger as well as the strong relationship between trait anger and CWB, we hypothesized that
Journal version of this paper: Most studies of counterproductive work behavior (CWB) are criticiz... more Journal version of this paper: Most studies of counterproductive work behavior (CWB) are criticized for overreliance on self-report methodology. This study tested the convergence of 136 matched self-reports and coworker-reports of work stressors and CWB. For each participant dyad, the focal employee ("incumbent") completed a self-report survey and gave a coworker form to a peer familiar with the incumbent's work situation and behavior. Correlations and t tests demonstrated significant convergence between incumbent and coworker reports of key study variables, except organization-targeted CWB. Separately, both incumbent and coworker reports supported the Stressor-Emotion CWB model. In mixed-source analyses, only interpersonal relationships were significant--conflict and CWB targeting persons. Weaknesses in each report source are discussed, and multisourced triangulation to cover perceptual, experiential, and behavioral domains is recommended. (PsycINFO Database Record (c...
Journal version of this conference paper: Studies have shown a strong negative correlation betwee... more Journal version of this conference paper: Studies have shown a strong negative correlation between counterproductive work behaviour (CWB) and organizational citizenship behaviour (OCB), and opposite correlations with hypothesized antecedents. Such observed correlations may have been erroneously caused by three measurement artifacts: items measuring absence of CWBs, rather than behaviours that exceed requirements or expectations in OCB scales; supervisory halo; and agreement rather than frequency response format. A new OCB scale, the OCB-checklist (OCB-C) was used that did not have these artifacts. Contrary to prior expectations from the literature, positive relations were found between CWB and OCB, and stressors and OCB. Theoretical explanations for positive CWB/OCB relations (demand-elicited OCB, social loafing, work process problems, rater perceptions and attributions, and aggravated job stress processes) are discussed. (PsycINFO Database Record (c) 2012 APA, all rights reserved) ...
Leadership style and the link with counterproductive work behavior (cwb): An investigation using ... more Leadership style and the link with counterproductive work behavior (cwb): An investigation using the job-stress/ cwb model" (2004). Graduate School Theses and Dissertations. Paper 970.
Negotiation and Conflict Management Research, 2013
Researchers have established a link between interpersonal conflicts among employees and counterpr... more Researchers have established a link between interpersonal conflicts among employees and counterproductive work behavior (CWB), which consists of acts that harm organizations and people in organizations. Both conflict and CWB can be damaging variables that have far reaching consequences for organizations. In a study of 116 employee-coworker dyads, we tested models linking leadership behaviors (passive/avoidant leadership and transformational leadership), interpersonal conflict (with coworkers and supervisors), and CWB directed toward the organization or other people. We found support for models positing that leadership behaviors and interpersonal conflict lead to negative emotions, which in turn lead to the amount of CWB committed.
Most studies of counterproductive work behavior (CWB) assess it as one or two overall dimensions ... more Most studies of counterproductive work behavior (CWB) assess it as one or two overall dimensions that might obscure relationships of potential antecedents with more speciWc forms of behavior. A Wner-grained analysis of the relationship between counterproductive work behavior and antecedents was conducted with the Wve-subscales (abuse toward others, production deviance, sabotage, theft, and withdrawal) taken from the 45-item Counterproductive Work Behavior Checklist, a measure that has been used in a number of prior studies. Described is the rationale for each of the Wve dimensions, which have been discussed individually in the literature. Data from three combined studies provide evidence for diVerential relationships with potential antecedents that suggest the use of more speciWc subscales to assess CWB. Most notably, abuse and sabotage were most strongly related to anger and stress, theft was unrelated to emotion, and withdrawal was associated with boredom and being upset. Finally, the distinct forms of CWB may suggest distinct underlying dynamics, that vary in their balance of hostile and instrumental motivational systems.
Journal of Occupational and Organizational Psychology, 2012
Studies have shown a strong negative correlation between counterproductive work behaviour (CWB) a... more Studies have shown a strong negative correlation between counterproductive work behaviour (CWB) and organizational citizenship behaviour (OCB), and opposite correlations with hypothesized antecedents. Such observed correlations may have been erroneously caused by three measurement artefacts: items measuring absence of CWBs, rather than behaviours that exceed requirements or expectations in OCB scales; supervisory halo; and agreement rather than frequency response format. A new OCB scale, the OCB-checklist (OCB-C) was used that did not have these artefacts. Contrary to prior expectations from the literature, positive relations were found between CWB and OCB, and stressors and OCB. Theoretical explanations for positive CWB/OCB relations (demand-elicited OCB, social loafing, work process problems, rater perceptions and attributions, and aggravated job stress processes) are discussed.
... This parallels two decades of discussion in the job stress literature where a ... As predicte... more ... This parallels two decades of discussion in the job stress literature where a ... As predicted, jobsatisfaction and positive emotion are positively correlated with justice and ... Incumbent and Coworker-Reported CWB CWBP CWBO cCWBP cCWBO Incumbent-reported antecedents ...
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