Sex as a Moderator of the Relationships Between Predictor Variables and Counterproductive Work Behavior

Bowling, Nathan A.; Burns, Gary N.

doi:10.1007/s10869-013-9342-5

Cited by 45 publications

(43 citation statements)

References 53 publications

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“…All these factors evoke significant frustration among employees, who struggle to execute their job tasks successfully in such environments (Eschleman et al, 2015;Greenidge and Coyne, 2014). The individual determinants of negative work behaviours include gender (Bowling and Burns, 2015), Big Five personality characteristics (Berry et al, 2007), core self-evaluations (Debusscher et al, 2016), workaholism (Galperin and Burke, 2006), and deviant personality traits (Zagenczyk et al, 2014).…”

Section: Introductionmentioning

confidence: 99%

Time-related work stress and counterproductive work behavior

Clercq

Haq

Azeem

2019

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Purpose With a basis in the conservation of resources theory, the purpose of this paper is to investigate the relationship between employees’ experience of time-related work stress and their engagement in counterproductive work behavior (CWB), as well as the invigorating roles that different deviant personality traits might play in this process. Design/methodology/approach Two-wave survey data with a time lag of three weeks were collected from 127 employees in Pakistani organizations. Findings Employees’ sense that they have insufficient time to do their job tasks spurs their CWB, and this effect is particularly strong if they have strong Machiavellian, narcissistic or psychopathic tendencies. Originality/value This study adds to extant research by identifying employees’ time-related work stress as an understudied driver of their CWB and the three personality traits that constitute the dark triad as triggers of the translation of time-related work stress into CWB.

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Section: Introductionmentioning

confidence: 99%

Time-related work stress and counterproductive work behavior

Clercq

Haq

Azeem

2019

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“…Since the flexibility to choose a work location may contribute to the decrease in job stress (Li et al, ) and consequently affect other job outcomes (Buch et al, ), future research should also look at how job control regarding where the work is done impacts female employees' outcomes in low gender egalitarian countries. Furthermore, gender has been shown to moderate relationships including other outcome variables not available in our data set, such as counterproductive work behaviors (i.e., behaviors that harm employees and organizations) (Bowling & Burns, ; Spector & Zhou, ). Thus, we suggest future research examine how autonomy, gender, and cultural contextual variables may interact to relate to such behaviors and other relevant outcome variables not studied in this research.…”

Section: Discussionmentioning

confidence: 94%

Autonomy as a key resource for women in low gender egalitarian countries: A cross‐cultural examination

Halliday

Paustian‐Underdahl

Ordóñez

et al. 2017

Human Resource Management

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Relying on Conservation of Resources theory and a sample of 23,439 workers in 26 countries, we develop and test a multilevel moderated mediation of the effects of perceived job autonomy on work–life balance, engagement, and turnover intentions, depending on employee gender and country‐level gender egalitarianism (GE), and indirectly through stress. We find that perceived job autonomy relates to these outcomes indirectly through stress such that these effects are stronger for women in lower GE countries compared with women in higher GE countries and are not significant for men. Practical implications for engaging and retaining global female talent are discussed.

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“…Therefore, it was expected for men to score higher in CWB ratings than women (Bowling & Burns, 2015;Spector & Zhou, 2013), since women are expected to score slightly higher than men on integrity related tasks. Therefore, somewhat higher score for females was expected in the RI.…”

Section: Discussionmentioning

confidence: 99%

“…Moreover, Bowling and Burns (2015) reported that men had higher ratings of CWB than women, and that job satisfaction, interpersonal conflict, and organizational constraints had a stronger relationship with CWB in male workers when compared with women. Nevertheless, it was found that CWB had a relatively lower reliability in women than in men, and it moderated the relationships between the predictor -CWB relationships (Bowling & Burns, 2015).…”

Section: Counterproductive Work Behaviorsmentioning

confidence: 98%

“…The common defining element among CWBs is a harm effect that can be observed, rather than non-observable antecedents (Marcus, Taylor, Hastings, Sturm, & Weigelt, 2013). It is estimated that the financial losses pro duced by CWBs total several billion dollars annually for companies worldwide (Vardi & Weitz 2004in Bowling & Burns, 2015.…”

Section: Counterproductive Work Behaviorsmentioning

confidence: 99%

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Estudio de validación de una prueba de integridad multimétodo en una muestra peruana

Blumen¹,

Bayona²,

Givoli³

et al. 2017

PSICO

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The present study summarizes the validity of a multi-method integrity test developed to measure integrity and counterproductive work behaviors (CWB) in personnel selection of a Peruvian sample. This instrument has been thoroughly studied in other cultural contexts, establishing its validity in predicting counter-productive behaviors. In order to study external validity, two criteria were used: (a) The Counterproductive Work Behavior Checklist (CWB-C) and (b) a supervisor evaluation questionnaire. The criterion validity of the Peruvian Spanish version was studied with a sample of 194 employed students, 86 male (44.3%) and 108 (55.7%) female. Participants were recruited from a large private Peruvian university. The instrument's overall score correlated with self-reported CWB (r= -.62, p <.01). Regarding the other criterion, only the Ethical Dilemmas sub-scale showed a significant correlation with supervisor-rated CWB (r=.18, p< .05). Female participants reported higher scores than male participants on the Attitudes (U (193) = 3842.5, p<.05), Ethical Dilemmas (U (193) = 3619.5, p<.05), and Past Behaviors (U (193) = 3463.5, p<.01) dimensions of the integrity test (r=.15-.22), as well as on the overall score (U (193) = 3395.5, p<.01). Results support the validity of the multi-method integrity measure to predict counterproductive work behaviors, without adverse gender impact.

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Sex as a Moderator of the Relationships Between Predictor Variables and Counterproductive Work Behavior

Cited by 45 publications

References 53 publications

Time-related work stress and counterproductive work behavior

Time-related work stress and counterproductive work behavior

Autonomy as a key resource for women in low gender egalitarian countries: A cross‐cultural examination

Estudio de validación de una prueba de integridad multimétodo en una muestra peruana

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