Investigation of Demand–Control–Support Model and Effort–Reward Imbalance Model as Predictor of Counterproductive Work Behaviors

Babamiri, Mohammad; Heydari, Bahareh; Mortezapour, Alireza; Tamadon, Tahmineh M.

doi:10.1016/j.shaw.2022.08.005

Cited by 5 publications

(6 citation statements)

References 48 publications

(53 reference statements)

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“…Based on the obtained score, the behaviors were classified into three levels: 1–3 for low, 3–5 for moderate, and 5–7 for high [ 5 ]. The validity and reliability of this questionnaire have been confirmed in various studies [ 4 , 5 , 23 ]. Hashish (2020) calculated Cronbach’s alpha coefficients to check the internal reliability of the tool.…”

Section: Methodsmentioning

confidence: 63%

“…For interpersonal deviant behaviors, the alpha coefficient was 0.973, and for organizational deviant behaviors, it was 0.980 [ 5 ]. Babamiri et al (2022) reported the value of Cronbach’s alpha for the two components of interpersonal and organizational deviant behaviors, equal to 0.91 and 0.93, respectively [ 4 ]. Kake Mam et al (2021) reported Cronbach’s alpha coefficients in their study for the components of interpersonal and organizational deviant behaviors, respectively, 0.93 and 0.91 [ 23 ].…”

Section: Methodsmentioning

confidence: 99%

“…Examples of such behavior include absenteeism, tardiness, bribery, theft, wasting the organization’s resources, sexual harassment, rumor-spreading [ 2 , 3 ]. Unfortunately, workplace deviant behaviors are a common and costly challenge in healthcare centers and organizations, just like in other organizations [ 4 ]. Nurses, under stressful working conditions, are susceptible to workplace deviant behaviors due to reasons such as staff shortages, heavy workload, unclear duties, and inadequate equipment.…”

Section: Introductionmentioning

confidence: 99%

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Relationship between workplace spirituality with organization-based self-esteem and workplace deviant behaviors among Iranian nurses

Moez,

Sadeghi,

Tapak

et al. 2024

BMC Nurs

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Background Despite the numerous studies conducted on workplace spirituality, there is still lack of studies that have explored the relationship between workplace spirituality with organization-based self-esteem and workplace deviant behaviors. This study aims to examine the relationship between workplace spirituality with organization-based self-esteem and workplace deviant behaviors among Iranian nurses. Methods 236 nurses from 5 hospitals participated in this descriptive, analytical, and cross-sectional study from August to December 2022. Data was gathered by four questionnaires: demographic information, workplace spirituality, organization-based self-steam, and workplace deviant behaviors. The data were analyzed by SPSS 26 based on descriptive and inferential statistics (Independent Two-sample t Test, Pearson correlation coefficient and multiple regression). Results Based on the findings, nurses had a moderate level of perception of workplace spirituality and organization-based self-esteem while having a low level of perception regarding the occurrence of workplace deviate behaviors. Results of Pearson correlation coefficient test showed a positive and statistically significant relationship between workplace spirituality and organization-based self-esteem. Additionally, there was an inverse and significant relationship between workplace spirituality and organization-based self-esteem with workplace deviant behaviors. Results of multiple regression analyses indicate that by controlling the demographic characteristics of nurses, the meaningful work and sense of community have a significant relationship with organization-based self-esteem. Furthermore, by controlling the demographic characteristics of nurses, permanent employment status, sense of community, alignment with the organization’s values, and organization-based self-esteem have a significant relationship with workplace deviant behavior. Conclusions The study suggests that organizations must prioritize promoting workplace spirituality and organization-based self-esteem to ensure a healthy work environment and prevent workplace deviant behaviors.

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Section: Methodsmentioning

confidence: 63%

Section: Methodsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Relationship between workplace spirituality with organization-based self-esteem and workplace deviant behaviors among Iranian nurses

Moez,

Sadeghi,

Tapak

et al. 2024

BMC Nurs

View full text Add to dashboard Cite

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“…Balancing member inputs is a crucial aspect of group processes. It has been suggested that work groups which do not attain a proper equilibrium of inputs from group members may experience a decline in the utilization of relevant member expertise and effort (Babamiri et al, 2022). There is a possibility that the group may experience burnout when certain members become tired of shouldering a larger share of the group's workload compared to others (Dias et al, 2022;Hindardjo et al, 2022;Shaikh et al, 2022).…”

Section: Literature Reviewmentioning

confidence: 99%

Effectiveness of interdisciplinary teacher teams among English teachers in public secondary schools in Jolo

Saada

2024

Jo. Ed. Acad. Set.

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This descriptive-comparative study assessed the effectiveness of interdisciplinary teacher teams among English teachers in public secondary schools in Jolo during school year 2023-2024. One hundred (n=100) samples were taken through non-probability sampling method, quota sampling, among selected public secondary schools in Jolo, Sulu, Philippines. A modified questionnaire was used to elicit the perceptions of English teachers regarding the effectiveness of implementing interdisciplinary teacher teams in public secondary schools. English teachers believed that the interdisciplinary teacher teams among secondary schools was very effective in Instructional Practices, Student Orientation, Team Organization, and Team Structures. Findings also noted significant difference on the perceptions of English teachers regarding the effectiveness of interdisciplinary teacher teams in Team Organization. The study highlighted the positive impact of interdisciplinary approaches on student engagement and achievement. Interdisciplinary teacher teams offered opportunities for professional growth and development. Educators had the opportunity to expand their knowledge base, develop their teaching practices, and gain insights into alternative instructional approaches through collaboration with colleagues from different disciplines. Educational institutions can support this professional development by providing resources, incentives, and recognition for interdisciplinary collaboration.

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“…The model focuses on an emphasis on paid work, on stress that disrupts life itself, and also studies all types of job rewards. It is thought that the strength of this model rests on a perfect combination of biological, psychological and social factors, thus awakening numerous investigations and empirical evidence of these and their associations (physical and mental health, psychiatric disorders, sleep disorders, fatigue and unbalance, among others) (Babamiri et al, 2022;Kuchenbaur & Peter, 2023).…”

Section: Effort-reward Imbalance Modelmentioning

confidence: 99%

Assessment of Psychosocial Risks in Workers in the Health Sector: Evidence in the Peruvian Population

Carazas-Bruno,

Martínez-Aronés,

Millones-Liza

et al. 2024

Acad. J. Interdiscip. Stud.

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Health service providers are exposed to serious risks of physical and mental illnesses, thus creating an environment prone to psychosocial risks due to the nature of their work and its implications; it is necessary that they enjoy well-being to guarantee the safety and quality of care. care they provide to patients; this study aims to describe the prevalence of psychosocial risks in health workers, as well as to identify if sociodemographic factors are associated with this risk; for this purpose, a descriptive, association, quantitative and non-experimental study was applied to an initial sample of 2158 workers. The results show that age, gender, work modality and level of education are associated with psychosocial risks; in this sense, it is recommended to implement policies led by the human resources department in order to create a culture that values and prioritizes the mental and emotional well-being of employees. Received: 16 December 2023 / Accepted: 20 March 2024 / Published: 5 May 2024

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Investigation of Demand–Control–Support Model and Effort–Reward Imbalance Model as Predictor of Counterproductive Work Behaviors

Cited by 5 publications

References 48 publications

Relationship between workplace spirituality with organization-based self-esteem and workplace deviant behaviors among Iranian nurses

Relationship between workplace spirituality with organization-based self-esteem and workplace deviant behaviors among Iranian nurses

Effectiveness of interdisciplinary teacher teams among English teachers in public secondary schools in Jolo

Assessment of Psychosocial Risks in Workers in the Health Sector: Evidence in the Peruvian Population

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