Psychological contract breach and counterproductive workplace behaviors: testing moderating effect of attribution style and power distance

In this study, we examined the relationship between psychological contract breach (PCB) and counterproductive workplace behaviors (CWBs). We also explored two personal factors, namely casual attribution styles and power distance, in moderating the PCB–CWB linkage. One hundred and thirty-one full-time Chinese employees in Macao were recruited. Results showed that PCB was positively correlated with CWB. Furthermore, this relationship was moderated by external attribution style and power distance. In particular, employees who attributed the contract breach more to disruption and endorsed higher on power distance tended to report lower CWB. Limitation and implication are discussed.     

Is what you see what you get? Investigating the relationship between social media content and counterproductive work behaviors,alcohol consumption,and episodic heavy drinking

Abstract

Employers are increasingly using social networking website (SNW) content to screen applicants for employment despite the absence of much empirical support for this practice. The purpose of this study was to examine the validity of using SNW content to predict employee behavior. Specifically, we investigated the relationship between SNW content and counterproductive work behaviors (CWB), occurrence of workplace accidents, alcohol consumption, and episodic heavy drinking. Participants (N = 146 MBA and upper level undergraduate business students) self-reported demographic information and information about workplace counterproductive behavior. Participants also provided access to their SNW profile, which the researchers subsequently accessed in order to assess potentially compromising content. Results indicate SNW profiles are not associated with CWB or involvement in workplace accidents, while SNW profiles containing alcohol and drug content are associated with alcohol consumption and episodic heavy drinking. Our study is among the first to examine the relationship between SNW profile information and CWBs of interest to HRM personnel and provides evidence that practitioners should exercise caution in drawing inferences about workplace behaviors based on SNW profile information.     

Reducing counterproductive work behavior through employee selection

Counterproductive work behavior (CWB) has been a problem since organizations have hired employees. Recently, there has been increasing interest in explaining and addressing deviant behavior in the workplace. Our review of the research on CWBs shows a gap between theory development and the development of procedures to address deviant behavior. Moreover, studies in, for example, clinical psychology, have relevance for understanding CWBs, but cross-fertilization with other relevant literatures is not in evidence. We summarize the contributions of three relatively distinct lines of research. We contend that current dimensional personality theories should guide the implementation of interventions seeking to reduce CWBs. We describe validity studies that incorporate the development of employee selection procedures based on the assumption that CWBs should be anchored within a dimensional model and we present empirical results that support the utility of that model.     

Is good character good enough? The effects of situational variables on the relationship between integrity and counterproductive work behaviors

The literature on integrity testing in personnel selection has reported impressive validities for predicting counterproductive work behaviors (CWB), but has seldom taken into consideration the possible influences of situational variables once job applicants are hired. This study examined the main effects and interaction effects of two situational variables, employee engagement and security control norms, on the relationship between integrity and CWB admissions. Based on data collected from a census sample of job incumbents from a large international retail company, all three variables were found to be moderately related to CWB, incrementally valid when aggregated, and together led to a lower rate of false positives than that yielded by integrity alone. In addition, employee engagement and security control norms each moderated the relationship between integrity and CWB when integrity was low, but did not influence CWB when integrity was high. The implications of these findings on personnel selection methods are discussed.     

The relationship of personality to counterproductive work behavior (CWB): An integration of perspectives

The workplace literature relating personality to CWB is integrated with complimentary literatures from other disciplines including developmental and social psychology. The literature is reviewed showing how both broad-based personality dimensions reflected in integrity tests and measures of the five factor model, and specific personality traits relate to counterproductive work behavior (CWB). A model is developed showing how different personality variables shown to relate to aggression and/or (CWB) might affect different steps in the process linking behavior to precipitating environmental conditions or events. Specifically Hostile Attribution Bias and Narcissism are most relevant to appraisal and attributions, Negative Affectivity and Trait Anger connect to negative emotions, and Locus of Control and Self-Control are thought to play a CWB inhibiting role. Distinctions among reactive, proactive, and relational aggression are extended to CWB.     

Workgroup Climates and Employees’ Counterproductive Work Behaviours: A Social‐Cognitive Perspective

This research examines employees' anticipation of social and self‐sanctions as a self‐regulatory mechanism linking workgroup climates and counterproductive work behaviours (CWBs) and personality as a limit to these effects. A cross‐level study with 158 employees from 26 workgroups demonstrated that in groups with a high compliance climate – a climate emphasizing the importance of complying with organizational rules – employees anticipate more social and self‐sanctions, leading those low in conscientiousness and low in agreeableness to engage less frequently in CWBs. In contrast, a high relational climate – a climate emphasizing the importance of positive social relations over self‐interest – indirectly unbridles the CWBs of these employees by alleviating the social and self‐sanctions they anticipate for CWBs. Climates did not have indirect effects for employees high in agreeableness and high in conscientiousness. These findings elucidate why workgroup climates do not affect the CWBs of all members in the same way.     

Emotion and power (as social influence): Their impact on organizational citizenship and counterproductive individual and organizational behavior

Emotion and power as manifested in forms of social influence have been studied throughout millennia, and have recently enjoyed intense scientific scrutiny. However, their joint effects on important classes of discretionary behaviors in work organizations have not been well elaborated. This paper provides a theoretical framework derived from past research within which these joint effects are described, and offers hypotheses to guide future research. A primary theme is that emotion and social influence, when considered at individual, dyadic and organizational levels, have a reciprocal causal relationship and jointly affect organizational behavior, especially behavior that is largely discretionary, including organizational citizenship and counterproductive work behavior (OCB and CWB), as well as counterproductive organizational behavior (COB).     

Theorizing about the deviant citizen: An attributional explanation of the interplay of organizational citizenship and counterproductive work behavior

We present an attribution-based explanation about how helpful organizational citizenship behavior (OCB) and harmful counterproductive work behavior (CWB) are positively related under some circumstances. Attributions concerning controllability and locus of causality are important factors. Controllability attributions for OCB-eliciting demands, such as coworker lack of performance, organizational constraints, or supervisor expectations, can lead to CWB. Conversely, controllability and internal attributions for one's own CWB can lead to OCB.     

Job stressors and voluntary work behaviours: mediating effect of emotion and moderating roles of personality and emotional intelligence

Framed within an emotion‐centred model, the current study investigated the mediating role of negative and positive emotion between job stressors and counterproductive work behaviours (CWB) and organisational citizenship behaviours, and the moderating effects of personality and ability‐based emotional intelligence (EI) on the relationships between job stressors and emotions. Results from a sample of 202 Caribbean employees across eight public and private sector organisations showed that both positive and negative emotion mediated the relation between job stressors and citizenship behaviours, whereas only negative emotion was found to mediate the relation between job stressors and CWB. Some support was found for the moderating effects of personality and EI. Implications for research and practice are discussed.     

Counterproductive behaviour at work: an investigation into reduction strategies

The present study examined the interrelation of personality characteristics, organizational justice, organizational citizenship behaviour (OCB), and counterproductive work behaviour (CWB). An anonymous questionnaire survey was conducted, with 1662 participants representing a wide variety of jobs across heterogeneous organizations in Thailand. Statistical analysis indicated that CWB can be predicted by the following personality characteristics; conscientiousness, agreeableness, self-esteem, extraversion, neuroticism and openness to experience. Moderation analysis discovered that the association between personality characteristics and CWB is moderated by three factors; distributive justice, interactional justice and OCB. Structural Equation Modelling was adopted in order to examine the efficacy of the identified moderators, and revealed that interactional justice has the strongest moderating effect, followed by distributive justice and finally OCB. Implications of the findings to organizational management and personnel practitioners are discussed accordingly, including; that the occurrence of CWB could be reduced through the implementation of organizational justice enhancement policies; and that the prevalence of OCB atmosphere at work could also help alleviate the impact of personality characteristics on CWB.     

Counterproductive work behavior as protest

We suggest that counterproductive work behaviors can be viewed as a form of protest in which organizational members express dissatisfaction with or attempt to resolve injustice within the organization. Incorporating the three key predictors (injustice, identity and instrumentality, [Klandermans, B., (1997). The social psychology of protest. Oxford: Blackwell.]) from the protest literature leads us to propose that counterproductive behaviors can be both individual and collective. Crossing this dimension with concepts of organizational and individual deviance leads to a fourfold classification of counterproductive work behaviors.     

Biological implicit measures in HRM and OB: A question of how not if

Scholars in the disciplines of human resource management (HRM) and organizational behavior (OB) have primarily focused on explicit processes and measures in their research, but much of human feeling and behavior is triggered through implicit processing outside of conscious awareness. In this article, we discuss how explicit and implicit processes interact to shape work emotions, attitudes, and behaviors, and we suggest that scholars should incorporate biological measures for assessing implicit as well as explicit processes into their research designs. We provide guidance for such endeavors by describing how several biological implicit measures can be used in HRM and OB research. These measures include cortisol measurement, skin conductance, event related potential (ERP), and functional magnetic resonance imaging (fMRI).     

How to turn workplace boredom into something positive. A theoretical framework of the ‘bright sides’ of boredom

The management literature describes workplace boredom and related behaviors mostly as counterproductive. However, within the psychological literature, boredom is studied as a functional emotion, stressing a positive aspect in this unpleasant state. This article introduces this positive approach toward boredom to the management literature. Specifically, we provide a comprehensive theoretical model and testable propositions regarding how to foster the positive effects of employees' boredom in the workplace. Based on Job Demands-Resources (JD-R) theory, we argue that boredom is the result of job demands. However, in combination with the right job resources, boredom can actually lead to productive coping behaviors (i.e., task-unrelated thought, changing task engagement, and other task engagement). We identify three traditional and three boredom-specific job resources presenting managerial measures that facilitate positive outcomes of boredom. These job resources are located at the level of tasks, work organization, interpersonal and social relations, as well as the organizational level.     

“I want it all and I want it now!” An examination of the etiology,expression, and escalation of excessive employee entitlement

Excessive entitlement is a pervasive and pernicious social issue, one that has considerable significance for human resource management. Despite its implications for work settings, relatively little research has examined this construct through a management lens. In this paper, a definition of excessive entitlement is offered and a model describing how it is expressed and encouraged in organizational settings is proposed. Key human resource functions drawn from the practitioner literature on employee entitlement (recruitment and socialization tactics, performance appraisal and reward structure; Wellner, 2004) are situated as interacting with employee trait levels of excessive entitlement to trigger counterproductive work behaviors. To the extent counterproductive behaviors are rewarded, the psychological correlates of excessive entitlement will spiral in an upward fashion, ultimately reinforcing trait expression. In contrast, ignoring or punishing the behavioral outcomes of excessive entitlement will prompt “regulation,” whereby individuals disavow their entitled attitudes or “retribution,” which may include retaliation, disengagement, and turnover. The implications of this work, along with strategies for advancing the study of excessive entitlement in work settings, are discussed.     

Predicting On-the-Job Substance Abuse with a Written Integrity Test

This paper explores definitions and predictors of employee substance abuse, using 173 employed undergraduates who completed a prominent written integrity test and a self-report of work behaviors, including on-the-job (OTJ) alcohol and drug abuse. Approximately 21% of participants reported recent OTJ abuse and were significantly more likely than nonabusers to exhibit other counterproductive work behaviors. Validity coefficients for the integrity test's Employability Index (r = –.25) and Drug Avoidance Scale (r = –.39) suggest that such measures can reduce OTJ abuse, but the procedure's effectiveness may be limited by the high rate of false negatives. We discuss suggestions for improving psychological testing to reduce OTJ abuse.     

Multi-stage evaluation and selection in the formation process of complex creative solution

In the case of limited organizational resources, smoothly and effectively completing the multi-stage evaluation and selection in the formation process of complex creative solution is vital for the organization to solve creative problems. In this paper, a multi-stage evaluation criteria system is constructed from the three dimensions of novelty, value and practicality, each of which is composed of three separate evaluation criteria systems, and the fuzzy AHP method is applied to obtain the weights of each dimensions and sub-dimensions, we find that the weights of the same dimensions and sub-dimensions are different in each evaluation criteria systems. The fuzzy TOPSIS method and the fuzzy AHP method are combined to build a multi-stage evaluation and selection model in the formation process of complex creative solution, then the complex creative solutions development activities of rural credit products, which we have been personally involved in, are selected as the analysis case to confirm the practical operability of this model.     

HOMO DEMOCRATICUS: OR WHY DEMOCRACY SHOULD NOT BE THE OBJECTIVE OF US FOREIGN POLICY

This article argues that government efforts to support democratisation in other countries are often counterproductive because they further strengthen government institutions over and above a responsible, active, citizenry and often target the wrong recipients because of government aversion to risk. Foreign assistance programmes would do better to support individual liberties rather than democracy.     

A field study of corporate employee monitoring: Attitudes, absenteeism, and the moderating influences of procedural justice perceptions

Managers are responsible for creating and enforcing company policies governing organizational practices, and one practice that is on the rise in organizations involves monitoring of employees for security purposes. The research literature on security behaviors has focused almost exclusively on compliance with or obedience to such policies; however, compliance with prescribed behaviors is not complete in terms of organizational performance. People may comply with policies with which they disagree, but harbor resentments and exhibit counterproductive and even destructive behaviors in protest. We conducted a field study of organizational monitoring policies and practices using factors from the threat control model and found that perceptions of threat, self-efficacy, and trust in the organization were key factors in attitudes about monitoring, and that these factors interacted with employee perceptions of organizational procedural justice such that high perceptions of organizational procedural justice moderated negative attitudes toward corporate monitoring, and better attitudes about monitoring was found to associate with reduced employee absences from the job.     

基于股票收益的期权定价与实证分析

采用两种方法对传统的期权定价参数方法进行修正。一种是利用股票对数收益率的偏度与峰度对传统的期权定价方法计算出的期权价格进行修正,另一种是通过建立GARCH模型来预测股票收益的波动率,对传统定价方法中波动率为常数的假设进行修正。选取国电CWB1(580022)权证进行实证分析,结果表明修正得出的期权价格与实际的权证价格有很大的偏差,并对这样实证结果进行解释。