The Experts below are selected from a list of 2196 Experts worldwide ranked by ideXlab platform
Paul E. Spector - One of the best experts on this subject based on the ideXlab platform.
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a multilevel study of abusive supervision norms and personal control on Counterproductive Work Behavior a theory of planned Behavior approach
Journal of Leadership & Organizational Studies, 2019Co-Authors: Xin Qin, Paul E. SpectorAbstract:Counterproductive Work Behavior (CWB) is defined as Behavior that harms organizations and people in organizations. There has been a growing interest among scholars in understanding CWB from a multi...
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Discrete Negative Emotions and Counterproductive Work Behavior
Human Performance, 2015Co-Authors: Jeremy A. Bauer, Paul E. SpectorAbstract:The current study investigates how seven discrete negative emotions are related to seven dimensions of Counterproductive Work Behavior (CWB). We surveyed 240 employed students about the frequencies of their negative emotions and CWBs over a 1-month time frame. Correlational analyses revealed that almost all emotions correlated significantly with all forms of CWB, but there were significant differences in the magnitude of correlations between emotion–CWB pairs. Furthermore, a series of multiple regression analyses suggested that there were different patterns in the emotions that accounted for unique variance across different forms of CWB. This study suggests that the understudied emotions of boredom and shame might be particularly important to our understanding of CWB.
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the role of personality and job stressors in predicting Counterproductive Work Behavior a three way interaction
International Journal of Selection and Assessment, 2014Co-Authors: Zhiqing E. Zhou, Laurenz L Meier, Paul E. SpectorAbstract:The current study examined interactive effects among personality and job stressors in predicting employees’ engagement in Counterproductive Work Behavior (CWB) defined as Behavior that harms organizations or people in organizations. Survey data were collected from 932 employees and results showed significant negative relationships of agreeableness, conscientiousness, and emotional stability with CWB directed at organizations (CWB-O) and people (CWB-P), and significant positive relationships of interpersonal conflict and organizational constraints with CWB-O and CWB-P. Further, it was found that the positive relationships of interpersonal conflict with CWB-O and CWB-P were strongest for people of low emotional stability‐low agreeableness among all emotional stability‐agreeableness combinations, and that the positive relationships of organizational constraints with CWB-O and CWB-P were strongest for people of high emotional stability‐low conscientiousness among all emotional stability‐conscientiousness combinations.
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leadership interpersonal conflict and Counterproductive Work Behavior an examination of the stressor strain process
Negotiation and Conflict Management Research, 2013Co-Authors: Stacey R Kessler, Kari Bruursema, Burcu Rodopman, Paul E. SpectorAbstract:Researchers have established a link between interpersonal conflicts among employees and Counterproductive Work Behavior (CWB), which consists of acts that harm organizations and people in organizations. Both conflict and CWB can be damaging variables that have far reaching consequences for organizations. In a study of 116 employee–coWorker dyads, we tested models linking leadership Behaviors (passive/avoidant leadership and transformational leadership), interpersonal conflict (with coWorkers and supervisors), and CWB directed toward the organization or other people. We found support for models positing that leadership Behaviors and interpersonal conflict lead to negative emotions, which in turn lead to the amount of CWB committed.
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The Moderating Role of Gender in Relationships of Stressors and Personality with Counterproductive Work Behavior
Journal of Business and Psychology, 2013Co-Authors: Paul E. Spector, Zhiqing E. ZhouAbstract:Purpose Gender differences in Counterproductive Work Behavior (CWB: Behavior that harms organizations or people) have been understudied. We explored gender mean differences, and the moderating effect of gender on the relationship of personality (agreeableness, conscientiousness, emotional stability, trait anger, and hostile attribution bias) and stressors (interpersonal conflict and organizational constraints) with three forms of CWB (directed toward organizations, directed toward persons, and relational aggression which are acts that damage relationships with other employees).
Muhammad Umer Azeem - One of the best experts on this subject based on the ideXlab platform.
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Time-related Work stress and Counterproductive Work Behavior
Personnel Review, 2019Co-Authors: Dirk De Clercq, Inam Ul Haq, Muhammad Umer AzeemAbstract: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.,Two-wave survey data with a time lag of three weeks were collected from 127 employees in Pakistani organizations.,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.,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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time related Work stress and Counterproductive Work Behavior invigorating roles of deviant personality traits
Personnel Review, 2019Co-Authors: Dirk De Clercq, Inam Ul Haq, Muhammad Umer AzeemAbstract: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.,Two-wave survey data with a time lag of three weeks were collected from 127 employees in Pakistani organizations.,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.,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.
Bing Wang - One of the best experts on this subject based on the ideXlab platform.
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Abusive Supervision and Counterproductive Work Behavior: Moderating Effect of Negative Affectivity
Journal of Service Science and Management, 2016Co-Authors: Bing WangAbstract:In this study, the methods of literature study and questionnaire research are used with foreign mature scale analysis technique. Employees in manufacturing enterprises are surveyed for data collection. Based on 321 valid questionnaires with correlation analysis and linear regression method, effective data collection is achieved and aimed to explore the relationship among abusive supervision, Counterproductive Work Behavior and negative affectivity of the employees. The results showed: abusive supervision and Counterproductive Work Behavior of employees has a significant positive correlation; negative affectivity of employees is an intermediary variable. The significance of the survey in practice is to encourage leaders of enterprises to improve their strategy of management and pay more attention to the mental health of the employees.
Suzy Fox - One of the best experts on this subject based on the ideXlab platform.
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theorizing about the deviant citizen an attributional explanation of the interplay of organizational citizenship and Counterproductive Work Behavior
Human Resource Management Review, 2010Co-Authors: Paul E. Spector, Suzy FoxAbstract:Abstract We present an attribution-based explanation about how helpful organizational citizenship Behavior (OCB) and harmful Counterproductive Work Behavior (CWB) are positively related under some circumstances. Attributions concerning controllability and locus of causality are important factors. Controllability attributions for OCB-eliciting demands, such as coWorker lack of performance, organizational constraints, or supervisor expectations, can lead to CWB. Conversely, controllability and internal attributions for one's own CWB can lead to OCB.
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the many roles of control in a stressor emotion theory of Counterproductive Work Behavior
Research in Occupational Stress and Well-Being Greenwich CT: JAI, 2006Co-Authors: Suzy Fox, Paul E. SpectorAbstract:The Stressor-Emotion model of Counterproductive Work Behavior (CWB) is based on prevalent approaches to emotions, the stress process in general and job stress in particular. The sense of control is key to the appraised coping capacity. A combination of perceived stressors and insufficient control is likely to trigger negative emotions, which in turn increase the likelihood the employee will engage in CWB, which we view as a special case of Behavioral strain. We highlight the centrality of several conceptualizations of control in theories of general stress, Work stress, and CWB. A critical concern is the paucity of empirical support for the interactive stressor-control effects posited by models at all three levels of stress theory.
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emotions violence and Counterproductive Work Behavior
Handbook of workplace violence Thousand Oaks CA: Sage, 2006Co-Authors: Paul E. Spector, Suzy Fox, Theresa A DomagalskiAbstract:E has long played a central role in research and theory concerning human aggression and violence. Thinking in experimental and social psychology has evolved from an initial focus on frustration mainly as a situational condition (Dollard, Doob, Miller, Mowrer, & Sears, 1939) to more modern theories that incorporate a variety of negative emotional states in response to situational frustration and other environmental conditions and events (Anderson & Bushman, 2002; Berkowitz, 1998). Parallel to the social psychology Work on human aggression, emotion has also been central in much organizational Work on Workplace aggression and the broader concept of Counterproductive Work Behavior (CWB). Injustice and stressful conditions have been specifically linked to negative emotions and both aggression and CWB (e.g., Fox, Spector, & Miles, 2001). It has been recognized that aggressive acts can occur for a variety of reasons, and a distinction has been made between affective aggression that is associated with negative emotion and instrumental aggression that is not (Neuman & Baron, 1997). Affective, or “hot,” aggression has as its primary goal the injury of a target, whether physical or psychological, at times impulsively and immediately during the experience of negative emotion in response to provocation. With instrumental, or “cold,” aggression, harm of another may be a means to desired ends. In Work organizations, instrumental aggression may be the chosen path toward status, power, perks, assignments, bonuses, promotions, and reputation, that is, “getting ahead” (Neuman & Baron, 2005). Our focus in this chapter will be on affective aggression and CWB, in which harm of another person or an organization is the primary goal.
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Counterproductive Work Behavior: Investigations of actors and targets. - Counterproductive Work Behavior: Investigations of actors and targets.
2005Co-Authors: Suzy Fox, Paul E. SpectorAbstract:Counterproductive Work Behavior (CWB) encompasses a spectrum of actions that harm employees or organizations. These Behaviors include bullying, emotional abuse, revenge, retaliation, mobbing, and aggression. They can range from severe, systematic, abusive bullying to milder, ambiguous episodes of Workplace incivility. This volume examines the conditions and events in modern organizations that contribute to CWB, as well as the steps organizations might take to combat it. Authors from both North America and Europe analyze the interplay between the environmental factors of the Workplace and the personal characteristics of the individual actors and targets of CWB. While these researchers study various aspects of this topic, the book deftly highlights the connections and distinctions in each of the authors' Work. The result is an integrative and comprehensive resource that will help stimulate future research in the field.
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Counterproductive Work Behavior investigations of actors and targets
Washington DC: APA, 2005Co-Authors: Suzy Fox, Paul E. SpectorAbstract:Counterproductive Work Behavior (CWB) encompasses a spectrum of actions that harm employees or organizations. These Behaviors include bullying, emotional abuse, revenge, retaliation, mobbing, and aggression. They can range from severe, systematic, abusive bullying to milder, ambiguous episodes of Workplace incivility. This volume examines the conditions and events in modern organizations that contribute to CWB, as well as the steps organizations might take to combat it. Authors from both North America and Europe analyze the interplay between the environmental factors of the Workplace and the personal characteristics of the individual actors and targets of CWB. While these researchers study various aspects of this topic, the book deftly highlights the connections and distinctions in each of the authors' Work. The result is an integrative and comprehensive resource that will help stimulate future research in the field.
Zhiqing E. Zhou - One of the best experts on this subject based on the ideXlab platform.
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Illegitimate Tasks and Counterproductive Work Behavior: A Daily Diary Investigation
Academy of Management Proceedings, 2015Co-Authors: Zhiqing E. Zhou, Erin M. Eatough, Danielle R. WaldAbstract:In this study we investigated the relationship between illegitimate tasks and Counterproductive Work Behavior (CWB) in a moderated mediation model with anger as a mediator and time pressure and pol...
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the role of personality and job stressors in predicting Counterproductive Work Behavior a three way interaction
International Journal of Selection and Assessment, 2014Co-Authors: Zhiqing E. Zhou, Laurenz L Meier, Paul E. SpectorAbstract:The current study examined interactive effects among personality and job stressors in predicting employees’ engagement in Counterproductive Work Behavior (CWB) defined as Behavior that harms organizations or people in organizations. Survey data were collected from 932 employees and results showed significant negative relationships of agreeableness, conscientiousness, and emotional stability with CWB directed at organizations (CWB-O) and people (CWB-P), and significant positive relationships of interpersonal conflict and organizational constraints with CWB-O and CWB-P. Further, it was found that the positive relationships of interpersonal conflict with CWB-O and CWB-P were strongest for people of low emotional stability‐low agreeableness among all emotional stability‐agreeableness combinations, and that the positive relationships of organizational constraints with CWB-O and CWB-P were strongest for people of high emotional stability‐low conscientiousness among all emotional stability‐conscientiousness combinations.
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The Moderating Role of Gender in Relationships of Stressors and Personality with Counterproductive Work Behavior
Journal of Business and Psychology, 2013Co-Authors: Paul E. Spector, Zhiqing E. ZhouAbstract:Purpose Gender differences in Counterproductive Work Behavior (CWB: Behavior that harms organizations or people) have been understudied. We explored gender mean differences, and the moderating effect of gender on the relationship of personality (agreeableness, conscientiousness, emotional stability, trait anger, and hostile attribution bias) and stressors (interpersonal conflict and organizational constraints) with three forms of CWB (directed toward organizations, directed toward persons, and relational aggression which are acts that damage relationships with other employees).
