The Meaning of Shame for Malay People in Indonesia and Its Relation to Counterproductive Work Behaviors in the Fourth Industrial Revolution

Cucuani, Hijriyati; Sulastiana, Marina; Harding, Diana; Agustiani, Hendriati

doi:10.1007/978-3-030-59527-2_4

Cited by 2 publications

(4 citation statements)

References 28 publications

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“…Aside from advancing their professional growth, employees are also concerned with maintaining a favourable social image in the company. 24 Employees' shame is anticipated to prompt them to attempt to improve their image in the sight of others. 51 To exhibit their attractiveness and devotion as "good soldiers", workers who have experienced shame are more inclined to participate in discretionary activities to demonstrate their commitment and performance.…”

Section: Shame and Task Performancementioning

confidence: 99%

“…Previous literature has highlighted work-related outcomes and the role of shame as a predictor, and its effect on task performance. 24 …”

Section: Introductionmentioning

confidence: 99%

“…Previous literature has highlighted work-related outcomes and the role of shame as a predictor, and its effect on task performance. 24 This study aims to establish and analyse shame's antecedents and consequences to fill gaps in the literature about how shame affects individuals after receiving negative feedback from a supervisor. Using the paradigm of workplace shame, we examined whether such feelings of shame predicted the attitudes and behaviours of workers.…”

Section: Introductionmentioning

confidence: 99%

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Shame: Does It Fit in the Workplace? Examining Supervisor Negative Feedback Effect on Task Performance

Zada¹,

Khan²,

Saeed³

et al. 2022

PRBM

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Purpose One of the most exciting aspects of organisational psychology is the study of shame and the factors that lead up to it. The purpose of this study was to examine the relation between supervisor negative feedback and task performance. Further, we examined the mediating role of shame between supervisor negative feedback and task performance and the moderating role of self-esteem. Methods Employees working full-time in educational institutions across Pakistan were selected to collect data from the respondents. By using a convenience sampling technique, 258 employees participated in the study. The data were collected in three phases to reduce the problem of the common variance bias. Direct paths were tested by using simple linear regression (SPSS V.25). Hayes (2017) PROCESS macro model 4 was used for mediation and model 1 for moderation. Results The findings revealed that negative feedback from supervisors is linked positively with employees’ task performance. Further, shame partially mediates the relation between supervisor negative feedback and tas performance. When self-esteem is high, negative feedback and task performance were more strongly associated than low. Discussion This study has theoretical and practical implications and is based on the well-known theory of psychology ie affective events theory (AET), which states that workplace events cause emotions, influencing work attitudes and actions. This study fills the gap which is unknown to the scholars and practitioners in understanding that supervisor negative feedback is helpful to enhance employee task performance via feeling shame.

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Section: Shame and Task Performancementioning

confidence: 99%

“…Previous literature has highlighted work-related outcomes and the role of shame as a predictor, and its effect on task performance. 24 …”

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Shame: Does It Fit in the Workplace? Examining Supervisor Negative Feedback Effect on Task Performance

Zada¹,

Khan²,

Saeed³

et al. 2022

PRBM

View full text Add to dashboard Cite

show abstract

“…Orang dengan sifat malu menunjukkan anticipatory shame yang lebih tinggi (Tangney, Stuewig, & Mashek, 2007). Anticipatory shame merupakan malu yang membuat seseorang menahan diri agar tidak melakukan sesuatu yang berpotensi menimbulkan kondisi malu (Cucuani, Sulastiana, Harding, & Agustiani, 2021). Pegawai yang memiliki sifat malu akan lebih berhati-hati dalam bertindak, peka terhadap harapan sosial, mengikuti aturan, sehingga cenderung menghindari tindakantindakan yang tercela dan tidak sesuai aturan.…”

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Mengapa Punya Sifat Malu Tetapi Melakukan Perilaku Kerja Kontraproduktif?: Peran Moderasi Iklim Etik di Tempat Kerja

Cucuani

Sulastiana

Harding

et al. 2021

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Sifat malu (shame-proneness) menjadi salah satu sifat terpuji dalam masyarakat berbudaya kolektif. Individu yang memiliki sifat malu cenderung memperlihatkan tindakan yang sesuai dengan harapan sosial. Namun, perilaku kerja kontraproduktif masih terus terjadi bahkan pada pekerja dengan budaya yang menekankan malu. Iklim etik sebagai faktor situasional yang sering dikaitkan dengan perilaku etik di tempat kerja menjelaskan permasalahan tersebut. Penelitian ini bertujuan untuk mengetahui apakah iklim etik memoderasi pengaruh sifat malu terhadap perilaku kerja kontraproduktif. Berdasarkan uji structural equation modelling terhadap data 404 Pegawai Negeri Sipil di kota Pekanbaru didapatkan Chi-square= 540.04 (df= 191), p= 0.000, CFI= 0.98, NNFI= 0.98, RMSEA= 0.067, dan SRMR= 0.012. Hasil menunjukkan bahwa ada interaksi sifat malu dengan iklim etik dalam mempengaruhi perilaku kontraproduktif pegawai sebesar 0.53 (t-value= 9.56). Dengan demikian, pengaruh sifat malu dalam menurunkan perilaku kerja kontraproduktif diperkuat oleh iklim etik yang positif. Trait activation theory memberikan penjelasan bagaimana faktor situasional turut menentukan bagaimana sifat individu diekspresikan dalam perilaku dibahas di dalam tulisan ini.

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The Meaning of Shame for Malay People in Indonesia and Its Relation to Counterproductive Work Behaviors in the Fourth Industrial Revolution

Cited by 2 publications

References 28 publications

Shame: Does It Fit in the Workplace? Examining Supervisor Negative Feedback Effect on Task Performance

Shame: Does It Fit in the Workplace? Examining Supervisor Negative Feedback Effect on Task Performance

Mengapa Punya Sifat Malu Tetapi Melakukan Perilaku Kerja Kontraproduktif?: Peran Moderasi Iklim Etik di Tempat Kerja

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