Are Counter-Productive Workplace Behaviors and Workplace Deviance Parallel Constructs? A Meta-Analytic Test of a Common Practice

Thrasher, Gregory R.; Krenn, Daniel K.; Marchiondo, Lisa A.

doi:10.1007/s41542-020-00065-2

Cited by 8 publications

(8 citation statements)

References 107 publications

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“…From a theoretical perspective, WD is a part of the larger umbrella term of Counterproductive Work Behaviors (CWB) that includes behavioral sets such as bullying or retaliatory actions (Mackey et al, 2021). In this respect, workplace deviance is unique because it involves actions that violate organizational norms, meaning they are behaviors that are uncommon and frowned upon (Thrasher et al, 2020). For example, WD includes acts such as stealing from colleagues, falsifying receipts for personal gain, or using illegal drugs or consuming alcohol on the job.…”

Section: General Mental Ability and Workplace Deviant Behaviormentioning

confidence: 99%

The Relationship between GMA and Counterproductive Work Behaviors

Gunnesch-Luca,

Iliescu

2023

PRU

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General Mental Ability (GMA) refers to an individual's capability to reason, plan, solve problems, and comprehend complex ideas. In the context of work and organizational psychology, GMA is one of the best predictors of overall job performance, and especially task and contextual performance. However, the relationship between GMA and a third dimension of overall job performance, workplace deviance, remains inconclusive and under-researched. We investigated this hypothesis using a sample of 391 individuals from various occupational fields. Using novel Bayesian cumulative link mixed effects models, our results show that even after controlling for all Five-Factor Model factors, GMA has a significant, yet weak effect on workplace deviant behavior. Our findings emphasize the need for a more comprehensive exploration of the influence of GMA across diverse occupational sectors to fully understand its impact on workplace behavior.

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Section: General Mental Ability and Workplace Deviant Behaviormentioning

confidence: 99%

The Relationship between GMA and Counterproductive Work Behaviors

Gunnesch-Luca,

Iliescu

2023

PRU

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“…It will pave the way for their moral disengagement (Lee et al, 2016). Such moral disengagement may harm the organization (e.g., counterproductive workplace behaviors, sabotage behaviors, silence, and unethical workplace behaviors) (Vigoda-Gadot, 2006, 2007Shao et al, 2008;Moore et al, 2012;Heald, 2017;Thrasher et al, 2020;Zhuang, 2021). Given our arguments above, we posit that:…”

Section: Theoretical Background and Hypothesis Developmentmentioning

confidence: 99%

How do compulsory citizenship behaviors affect moral disengagement in organizations? Significance of anger toward the organization during the COVID-19 pandemic

Yıldız

Yıldız²,

Özbilgin³

2022

Front. Psychol.

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BackgroundWith the COVID-19 pandemic, healthcare professionals, especially nurses, are confronted with an intensified workload. The literature on compulsory citizenship behaviors and their consequences is still far from explaining the cognitive and emotional mechanisms that underlie this relationship.MethodsDrawing on the resource depletion theory, we unpack the mechanism by which compulsory citizenship behaviors influence moral disengagement with the mediation effects of anger toward the organization. We are reporting a cross-sectional survey of nurses (n = 294) in private and public hospitals in Istanbul, Turkey. The data analysis involved structural equation modeling and Bayesian mediation.ResultsThe study revealed that compulsory citizenship behaviors positively influenced anger toward the organization and moral disengagement. Further, anger toward the organization mediates the link between compulsory citizenship behaviors and moral disengagement. Likewise, the Bayesian mediation analysis indicated that the proportion mediated (PM), which ensures a prediction of the extent to which the pathway explains the total effect through the mediation effect, was 33.74%.ConclusionThe findings show that exposure to compulsory citizenship behaviors lead to negative emotional (anger toward to organization) and cognitive (moral disengagement) consequences in nurses.Practical implicationsHospital managers should not force nurses to display discretionary work tasks outside their job descriptions. Providing an organizational milieu where voluntarily extra-role behaviors are encouraged may help reduce nurses’ moral disengagement and, in turn, ease their anger toward the organization.

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“…Empirical evidence indicates that deviant behavior by employees is related to profit loss for organizations (Detert et al, 2007), and the direct and indirect costs of workplace deviance have been estimated to be in the billions for the United States economy alone (e.g., National Retail Foundation, 2018;Needleman, 2008). Workplace deviance can be divided into subdimensions based on the target of the deviant behaviors: the organization or its employees (Bennett & Robinson, 2000;Thrasher et al, 2020). Organizational workplace deviance refers to behaviors that undermine the success of the organization, such as stealing, damaging company property, or leaving work early without permission.…”

Section: Workplace Deviancementioning

confidence: 99%

Age and Workplace Deviance: A Meta-Analytic Test and a Trait-Based Examination of Why Older Employees Engage in Less Workplace Deviance

Pletzer

Oostrom

Voelpel

2022

Work, Aging and Retirement

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In the current meta-analysis, we examine the relation between age and workplace deviance, and find a small but significant negative correlation (ρ¯ = −.124, k = 198). More importantly, we test several trait-based mechanisms to help explain this relation. Specifically, based on the neo-socioanalytical model of personality change, we hypothesized that those Big Five personality traits that change with age, HEXACO honesty–humility, and trait negative affect mediate this relation. These hypotheses were supported, as the Big Five traits conscientiousness, agreeableness, and neuroticism, as well as honesty–humility and trait negative affect simultaneously mediated the negative relation between age and workplace deviance. These findings highlight important underlying mechanisms for this relation and suggest several opportunities for organizations to reduce the occurrence of workplace deviance. Further theoretical and practical implications as well as limitations and future research ideas are discussed.

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Are Counter-Productive Workplace Behaviors and Workplace Deviance Parallel Constructs? A Meta-Analytic Test of a Common Practice

Cited by 8 publications

References 107 publications

The Relationship between GMA and Counterproductive Work Behaviors

The Relationship between GMA and Counterproductive Work Behaviors

How do compulsory citizenship behaviors affect moral disengagement in organizations? Significance of anger toward the organization during the COVID-19 pandemic

Age and Workplace Deviance: A Meta-Analytic Test and a Trait-Based Examination of Why Older Employees Engage in Less Workplace Deviance

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