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Les comportements contre-productifs (CPB) sont des comportements déviants de salariés qui violent les normes et les valeurs de l'organisation et nuisent à la fois à l'entreprise et à son personnel. Il est montré, dans cet article, que des réactions négatives de la part de l'entourage professionnel peuvent avoir un effet de contrôle normatif et contrecarrer les CPB. On a posé l'hypothèse que le contrôle normatif formel perçu (c'est-à-dire les réactions de la hiérarchie envers les CPB) et le contrôle normatif informel perçu (c'est-à-dire les réactions des collègues envers les CPB) médiatisaient l'effet du nombre de personnes présentes au travail sur la fréquence d'apparition des CPB. 155 salariés ont répondu à un questionnaire d'auto-évaluation. Les résultats confirmèrent que le contrôle normatif formel de la hiérarchie médiatisait significativement l'effet de la taille de l'équipe sur les CPB, mais aucun effet médi-ateur n'est apparu en ce qui concerne le contrôle normatif informel des collègues.Counterproductive behaviors (CPBs) are employee deviant behaviors that violate the norms and values of organisations, and bring harm to both the company and its employees. This paper examined how negative reactions as a normative control from other employees may reduce CPB. It was hypothesised that perceived formal normative control (i.e. supervisor's reactions towards CPB) and perceived informal normative control (i.e. colleagues' reactions towards CPB) mediated the effect of the number of staff at the workplace on the prevalence of CPB. One hundred and fifty-five employees participated in this self-report questionnaire study. Results showed that supervisor's formal normative control significantly mediated the effect of staff size at the workplace on CPB, but the mediating effect was not found for colleagues' informal normative control.

Rating scales are the most frequently-used response tool in surveys, and the scale levels are commonly described with words [verbal scale-point labels (VSPL)]. In this study, Chinese VSPL were identified which employ five-point scales that are psychometrically equivalent to English VSPL. In several bilingual studies, a total of 61 Chinese and 44 English items addressing intensity, frequency, and agreement rating modalities were tested. For each VSPL, three aspects were measured: position between minimum and maximum, familiarity, and appeal. The correspondence between pertinent Chinese and English words was also assessed. Based on these findings, we recommend specific VSPL that are best-suited for achieving equivalence between Chinese and English in rating scales.

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