In the eyes of the beholder: A non-self-report measure of workplace deviance.

Stewart, Susan M.; Bing, Mark N.; Davison, H. Kristl; Woehr, David J.; McIntyre, Michael D.

doi:10.1037/a0012605

Cited by 145 publications

(142 citation statements)

References 35 publications

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“…Also, several meta-analyses have shown that self-reporting still has a higher validity than other-reporting for deviant behavior (McDaniel & Jones, 1988;Ones, Viswesvaran, & Schmidt, 1993) and Berry, Ones, and Sackett's (2007) meta-analysis found that there was not a significant difference between self-reporting and nonself-reporting for deviant behavior. However, future research should attempt to measure constructive deviant behavior using multiple sources such as peers and supervisors as Stewart, Bing, Davison, Woehr, and McIntyre (2009) have suggested for deviant behavior and Podsakoff, MacKenzie, Paine, & Bachrach (2000) for organizational citizenship behavior. Second, Triandis and Suh (2002) have stated that societies have both idiocentric and allocentric populations despite the society's collectivistic/individualistic preference.…”

Section: Limitations and Future Researchmentioning

confidence: 99%

The Moderating Effects of Collectivistic Orientation on Psychological Ownership and Constructive Deviant Behavior

Chung¹,

Moon²

2011

IJBM

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Psychological ownership has been theorized to result in positive organizational consequences because feelings of ownership can increase an individual's sense of responsibility and prioritize organizational interests. Previous studies have found psychological ownership to be significantly related to job satisfaction, organizational commitment, and organizational citizenship behavior; therefore, this study proposes psychological ownership to be significantly related to constructive deviant behavior because it is considered to be functional behavior that is intended to improve the organization's well-being. Furthermore, this study investigates the moderating effects of collectivistic orientation on psychological ownership and constructive deviant behavior. The study sampled 465 Korean employees and has found psychological ownership to be significantly related to innovative constructive deviant behavior and interpersonal constructive deviant behavior. For the moderating effects, collectivistic orientation moderated the relationships between psychological ownership and organizational constructive deviant behavior and interpersonal constructive deviant behavior.

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Section: Limitations and Future Researchmentioning

confidence: 99%

The Moderating Effects of Collectivistic Orientation on Psychological Ownership and Constructive Deviant Behavior

Chung¹,

Moon²

2011

IJBM

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“…Other studies use other-reports of workplace deviance (Fox et al 2007;Mount et al 2006;Stewart et al 2009). But these reports may be restricted by limited opportunities to observe behavior (Stewart et al 2009). Furthermore, a coworker or supervisor is most likely to only observe behaviors that directly affect him or her (Fox et al 2007).…”

Section: Introductionmentioning

confidence: 97%

“…Most studies on workplace deviance rely on self-reports (Bennett and Robinson 2000;Fox et al 2007;Mount et al 2006). Self-reports are known to be restricted by self-deception, negative affectivity, and social desirable answering (Fox et al 2007;Stewart et al 2009). Other studies use other-reports of workplace deviance (Fox et al 2007;Mount et al 2006;Stewart et al 2009).…”

Section: Introductionmentioning

confidence: 99%

“…Self-reports are known to be restricted by self-deception, negative affectivity, and social desirable answering (Fox et al 2007;Stewart et al 2009). Other studies use other-reports of workplace deviance (Fox et al 2007;Mount et al 2006;Stewart et al 2009). But these reports may be restricted by limited opportunities to observe behavior (Stewart et al 2009).…”

Section: Introductionmentioning

confidence: 99%

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Validation of a Digital Work Simulation to Assess Machiavellianism and Compliant Behavior

et al. 2014

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This paper describes a new and innovative measure that is developed to predict workplace deviance through the measurement of Machiavellianism and Compliant Behavior. Two field studies were conducted to study the validity of the digital work simulation. In Study 1, (N = 113) support was found for the construct validity of the simulation. The constructs as measured with the simulation correlated significantly with self-reported measures of the constructs and were related to personality and selfesteem. Study 2 (N = 285) examined the criterion-related validity of the simulation and showed that through the assessment of Machiavellianism the simulation was able to predict workplace deviance, and incrementally predicted organizational deviance over and above the Machiavellianism Personality Scale. Machiavellianism as measured with the simulation was less susceptible to social desirable answering compared to the Machiavellianism self-report. The paper finishes with study limitations, future research directions, and practical implications.

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“…Estudos atuais apontam que os Estados Unidos gastam bilhões de dólares com o fenômeno todos os anos, o que parece vir aumentando (Bowling & Gruys, 2010;Stewart, Bing, Davison, Woehr, & MacIntyre, 2009), e evidências similares são apresentadas em outros países (Dong & Torgler, 2013;Shabbir & Anwar, 2007). Entretanto, o levantamento dos custos, tanto de ordem econômica quanto psicossocial, é de difícil estimativa, pois envolve também prejuí-zos na qualidade de vida e na saúde física e mental de trabalhadores.…”

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Adaptação transcultural da Workplace Deviance Scale (WDS) para o contexto brasileiro

Nascimento

Coutinho

Andrade

et al. 2015

Rev. Psicol., Organ. Trab

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Dentre o grupo de comportamentos organizacionais relacionados ao desempenho no trabalho existem aqueles denominados contraproducentes, ou seja, que causam danos ou prejuízos à organização e aos diferentes colaboradores (colegas, clientes, fornecedores, entre outros). Tendo em vista o crescente interesse social e científico pelo tema e a carência de pesquisas no contexto brasileiro, a proposta deste estudo é descrever o processo de adaptação transcultural e o estudo psicométrico de uma escala para avaliação de comportamentos contraproducentes no ambiente de trabalho denominada Workplace Deviance Scale (WDS). Para tanto, foram seguidas as recomendações preconizadas na literatura sobre adaptação de instrumentos de medida e levantadas as primeiras evidências de validade (semântica, estrutura interna e convergente). Para alcançar os objetivos propostos, foram realizados dois estudos. O primeiro contemplou a adaptação e o levantamento de validade semântica, e o segundo, a análise psicométrica da versão adaptada. Participaram do primeiro estudo três especialistas e uma amostra de trabalhadores (n = 20). Para o estudo psicométrico, foram coletados dados (n = 467) em meio eletrônico e presencial. Foi estabelecida equivalência entre as versões original e adaptada com evidências de validade semântica. Evidências de validade baseada na estrutura interna e convergente foram alcançadas. Dois, entre três índices de precisão estimados, foram satisfatórios. A versão brasileira da referida escala passou a ser intitulada WDS-BR. Palavras-chave: Adaptação cultural; comportamentos contraproducentes no trabalho; análise fatorial.Among the group of organizational behaviors related to job performance are those called counterproductive, i.e., that cause damage or harm to the organization and colleagues (co-workers, clients, suppliers, etc.). Considering the growing social and scientific interest in the subject and the lack of research in the Brazilian context, the aim of this study is to describe the process of cross-cultural adaptation and the psychometric study of a scale for assessment of counterproductive behaviors in the workplace, called the Workplace Deviance Scale (WDS). To do so, the recommendations outlined in the literature on adaptation of measurement instruments were followed, and primary evidence of validity (semantic, internal and convergent structure) was investigated. To achieve the proposed objectives, two studies were conducted. The first one included the adaptation and semantic validity survey, and the second study, the psychometric analysis of the adapted version. The first study had three specialists and a sample of workers (n = 20). For the psychometric study, data were collected (n = 467) electronically and in-person. Equivalence was established between the original and adapted versions with evidence of semantic validity. Evidence of validity based on internal and convergent structure was found. Among three estimated precision indexes, two were satisfactory. The Brazilian version of the scale became entitled WDS-...

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In the eyes of the beholder: A non-self-report measure of workplace deviance.

Cited by 145 publications

References 35 publications

The Moderating Effects of Collectivistic Orientation on Psychological Ownership and Constructive Deviant Behavior

The Moderating Effects of Collectivistic Orientation on Psychological Ownership and Constructive Deviant Behavior

Validation of a Digital Work Simulation to Assess Machiavellianism and Compliant Behavior

Adaptação transcultural da Workplace Deviance Scale (WDS) para o contexto brasileiro

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