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Workplace Behaviors (workplace + behavior)

Distribution by Scientific Domains
Business, Economics, Finance and Accounting75%

Selected Abstracts

THE RELATIONS OF DAILY COUNTERPRODUCTIVE WORKPLACE BEHAVIOR WITH EMOTIONS, SITUATIONAL ANTECEDENTS, AND PERSONALITY MODERATORS: A DIARY STUDY IN HONG KONG

PERSONNEL PSYCHOLOGY, Issue 2 2009
JIXIA YANG
In this diary study conducted in Hong Kong, we examined a theoretical model in which negative emotions serve as an explanatory mechanism through which daily stressors impact daily counterproductive work behavior (CWB). We further theorized that personality variables (negative affectivity, Conscientiousness, and Agreeableness) would exert cross-level effects on the within-person relationships. Hierarchical linear modeling results based on a sample of 231 individuals and 5,583 observations across 25 days provide partial support for the mediating role of negative emotions in the within-person stressor,CWB relationships. Specifically, we found that negative emotions (a) partially mediated the within-person relation of perceived ambiguity with CWB directed at the organization, (b) fully mediated the relation of supervisor interpersonal injustice with CWB directed at individuals, and (c) fully mediated the relation of customer interpersonal injustice with CWB directed at the organization. High levels of trait negative affectivity were found to strengthen the within-person relation between daily supervisor interpersonal injustice and daily negative emotions. As expected, high levels of trait Conscientiousness and Agreeableness were found to weaken the within-person relations of daily negative emotions with daily CWB directed at the organization and individuals. [source]

Toward an Integrative Theory of Counterproductive Workplace Behavior: A Causal Reasoning Perspective

INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 1-2 2002
Mark J. Martinko
Over the past decade, there has been an increase in attention to counterproductive workplace behaviors including violence, stealing, dishonesty, volitional absenteeism, drug and alcohol abuse, and aggression, many of which have been addressed in this special issue. Accompanying the attention to these specific types of behaviors has been a proliferation of theories developed to explain, understand, and manage counterproductive behavior. While these theories have addressed many apparently divergent types of behaviors, many similarities exist between and among these various perspectives. In this article, we integrate these various perspectives into a causal reasoning framework, proposing that individuals' attributions about the causal dimensions of workplace events are a primary factor motivating both the emotions and behaviors that result in counterproductive workplace behaviors. [source]

Antecedents and outcomes of workplace incivility: Implications for human resource development research and practice

HUMAN RESOURCE DEVELOPMENT QUARTERLY, Issue 3 2009
Thomas G. Reio Jr.
This cross-sectional, correlational study (N = 402) examined the relationships among select demographics, workplace adaptation, employee affect, and incivility and physical health and job satisfaction. The paper-and-pencil survey battery consisted of nine scales. The hypotheses were tested through correlational, factor analytic, and hierarchical regression analytic procedures. Younger males engaged more frequently in uncivil behavior. After statistically controlling for the demographic variables, high negative affect and low degree of establishing relationships with coworkers and supervisors (adaptation) predicted more incivility. For the physical health model, establishing relationships with coworkers and positive affect positively contributed to perceived physical health, while organizational incivility negatively contributed to the dependent variable. As for the job satisfaction model, establishing relationships with coworkers and supervisors and positive affect positively predicted satisfaction, whereas negative affect and incivility made negative contributions to the regression equation. In all cases, the magnitude of effect ranged from medium to large, supporting the theoretical, empirical, and practical relevance of understanding the detrimental effects of uncivil behaviors on organizational outcomes. HRD researchers and professionals are highlighted as possible means for reducing uncivil workplace behaviors and improving organizational performance. [source]

Toward an Integrative Theory of Counterproductive Workplace Behavior: A Causal Reasoning Perspective

INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 1-2 2002
Mark J. Martinko
Over the past decade, there has been an increase in attention to counterproductive workplace behaviors including violence, stealing, dishonesty, volitional absenteeism, drug and alcohol abuse, and aggression, many of which have been addressed in this special issue. Accompanying the attention to these specific types of behaviors has been a proliferation of theories developed to explain, understand, and manage counterproductive behavior. While these theories have addressed many apparently divergent types of behaviors, many similarities exist between and among these various perspectives. In this article, we integrate these various perspectives into a causal reasoning framework, proposing that individuals' attributions about the causal dimensions of workplace events are a primary factor motivating both the emotions and behaviors that result in counterproductive workplace behaviors. [source]