Dimensionality of Counterproductive Work Behaviors in Public Sector Organizations of Pakistan

Bashir, Sajid; Nasir, Misbah; Qayyum, Saira; Bashir, Ambreen

doi:10.1007/s11115-012-0177-8

Cited by 34 publications

(43 citation statements)

References 40 publications

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“…According to Chappell and DiMartino (2006), coping with CWB of employees is the most important challenge to an organization in many countries. It is known in various shapes such as organizational delinquency, theft, work absence, client abuse, workplace aggression, and organization retaliatory behaviors, workplace deviance, revenge; mobbing and bullying, resource misuse, sexual harassment, harassment and sabotage, withdrawal, dissatisfaction and misuse of employer's assets (Hogan & Hogan, 1989;Greenberg, 1990;Perlow & Latham, 1993;Baron & Neuman, 1996;Bies, Tripp & Kramer, 1997;Keashly & Jagatic, 2003;Spector, Fox & Domaglaski., 2006;Chang & Smithikrai 2010: Bashir et al, 2012.…”

Section: Literature Reviewmentioning

confidence: 99%

Empirically Investigating the Impact of Employee Engagement on Counterproductive Work Behavior of Academic Staff

Bilal

Farooq

Hayat

2019

GRR

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This study aims to assess the impact of Employee Engagement (EE) on counterproductive work behavior. An adopted survey instrument comprised of EE and CWB was used. Data was composed from academic staff through self-administered questionnaire. The sample entailed 199 respondents randomly drawn from academic staff of the universities owned by private sector. The instruments were found reliable and valid. The statistical tools such as descriptive statistics score, ANOVA, Ftest, T-test, coefficient correlations and regressions were used to analyze the data. The upshots of the study proposed sufficient evidence for the correlation between EE and CWB and concluded a negative connection between these two variables. The study recommended that universities shall focus more on EE in order to reduce the CWB and hence increase the overall employees performance. Academics can incorporate results of this study to develop models that would promote the EE and CWB area.

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Section: Literature Reviewmentioning

confidence: 99%

Empirically Investigating the Impact of Employee Engagement on Counterproductive Work Behavior of Academic Staff

Bilal

Farooq

Hayat

2019

GRR

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“…Destructive workplace deviant behaviors are one of the most important research topics affecting well-being of organizational norms and performance [3]. Deviant workplace behavior is considered a key problem for every organization [8]. Therefore, the understanding of these workplace behavior and work-related attitudes have become a significant research area [3] and emerging phenomenon [9].…”

Section: Introductionmentioning

confidence: 99%

“…Griffin and Lopez [15] noted that all individuals who enter to working organizations have the potential to exhibit this destructive behavior that categories, minor and major deviance. The first, minor, production deviance [12], working slow intentionally, avails excessive breaks [8], gossiping on non-work topics with coworkers during official working hours, late arrival at workplace and leave office early, day dreaming while on job [8], and involved in cyber loafing [19]. The second major, production deviance as theft from organization, do slow work to obtain unnecessary due overtime, without receiving permission to use photocopy machines for personnel purpose, as well as taking office supplies or equipment at home [20,21].…”

Section: Introductionmentioning

confidence: 99%

A Systematic Review on the Deviant Workplace Behavior

Baharom¹,

Sharfuddin²,

Iqbal³

2017

Review Pub Administration Manag

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The purpose of this paper is to highlight the concept deviant workplace behavior through review of previous studies on deviance workplace behavior area and understand the dynamics of deviant workplace behavior. The first, the researcher discuss the need for research in deviance workplace behavior of employees especially to understand the impact of various factors on deviant workplace behavior. Secondly, the research carried out with the review of previous literature from the area of deviance workplace behavior and presents the summary on review of the literature relevant antecedents of deviant workplace behavior and prevalence cost of DWB. The third, the current study is totally based on the secondary source of data based on various journal referred and collected from various websites. Finally, the study presents its implications, the future directions and its limitation and conclusion of the study with respect to deviant workplace behavior in public organizations.

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“…They suggest that these programs are often very expensive and not particularly effective, going so far as to state that ethical codes may have the opposite of their intended effects because they have too narrow a focus to actually encourage ethical decision-making. Further, consistent with the neoinstitutionalist school of thought, the informal organization and culture may be more impactful upon the ethical realities of behavior than an ethical code or the staff ethicist's remarks, along the lines noted in literature on counterproductive work behaviors (Bashir, Nasir, Qayyum, & Bashir, 2012). Kaptein (2010) found that ethical culture held high explanatory value for unethical behavior in organizations.…”

Section: Ethics In American Governmentmentioning

confidence: 65%

New York City’s Conflicts of Interest Law: Compliance Versus Ethical Capacity

Atkinson

2015

Public Integrity

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Using the municipal government example of New York City as a point of reference, this article pursues a critical understanding of the break between compliance-based approaches and theoretically preferred methods of increasing ethical integrity in the public sector. In doing so it explores the ethical aspects emphasized by the New York City conflicts of interest program and what the program suggests about the understanding that exists between government and the public. Legal documents and official guidance are subjected to qualitative analysis utilizing a multistage cycle of coding. The results demonstrate that the documents emphasize prohibited behaviors and examples of what not to do, rather than a more deeply rooted or individually focused ethical scheme. The discussion concludes that reliance on compliance approaches fails to address ethical capacity and is symptomatic of the rift between a disheartened public and its government.

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Dimensionality of Counterproductive Work Behaviors in Public Sector Organizations of Pakistan

Cited by 34 publications

References 40 publications

Empirically Investigating the Impact of Employee Engagement on Counterproductive Work Behavior of Academic Staff

Empirically Investigating the Impact of Employee Engagement on Counterproductive Work Behavior of Academic Staff

A Systematic Review on the Deviant Workplace Behavior

New York City’s Conflicts of Interest Law: Compliance Versus Ethical Capacity

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