Beware of those left behind: Counterproductive work behaviors among nonpromoted employees and the moderating effect of integrity.

Fine, Saul; Goldenberg, Judith; Noam, Yair

doi:10.1037/apl0000156

Cited by 14 publications

(19 citation statements)

References 46 publications

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“…After devoting years to earning a doctoral degree, what do faculty members do when they cannot move into highly desired, university research positions (Bamber et al, 2017) or cannot even find a job in academe? Events, such as being denied a promotion or suffering a career setback, may negatively affect people's perceptions of their employability (Webster and Beehr, 2013) or increase their likelihood of engaging in counterproductive work behaviors (Fine et al, 2016). Even positive practices, such as alternative work arrangements that increase employee flexibility, may have a dark side to them.…”

Section: The Why What and How Of Career Researchmentioning

confidence: 99%

The why, what and how of career research: a review and recommendations for future study

Baruch

Sullivan

2022

CDI

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PurposeThe field of careers studies is complex and fragmented. The aim of this paper is to detail why it is important to study careers, what we study and how we study key issues in this evolving field.Design/methodology/approachKey theories, concepts and models are briefly reviewed to lay the groundwork for offering an agenda for future research.FindingsThe authors recommend ten key directions for future research and offer specific questions for further study.Research limitations/implicationsThis paper contributes to the development of the theoretical underpinning of career studies.Practical implicationsThe authors hope that the proposed agenda for future research will help advance the field and encourage more research on understudied, but important, topics.Originality/valueThis paper presents a comprehensive view of research on contemporary careers.

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Section: The Why What and How Of Career Researchmentioning

confidence: 99%

The why, what and how of career research: a review and recommendations for future study

Baruch

Sullivan

2022

CDI

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“…It is important to clarify that applicants’ preexisting individual differences and organizational factors that influence employee behavior (e.g., company culture, managerial practices, promotions, or demotions) coexist and operate additively (or in some cases interactively; see Fine et al, 2016). Thus, the heritability of an organizationally relevant behavioral trait, whether it be CWB, OCB, or job satisfaction, in no way suggests that organizational intervention does not influence employee behavior.…”

Section: Discussionmentioning

confidence: 99%

Familial resemblance, citizenship, and counterproductive work behavior: A combined twin, adoption, parent–offspring, and spouse approach.

Anderson¹,

Sackett²,

Iacono³

2022

Journal of Applied Psychology

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Given the well-documented importance of counterproductive workplace behavior and organizational citizenship behavior (together nontask performance), it is important to clarify the degree to which these behaviors are attributable to organizational climate versus preexisting individual differences. Such clarification informs where these behaviors stem from, and consequently has practical implications for organizations (e.g., guiding prioritization of selection criteria). We investigated familial resemblance for nontask performance among twins, nontwin and adoptive siblings, parents and offspring, and midlife and late-life couples drawn from two, large-scale studies: the Minnesota Twin Family Study and the Sibling Interaction Behavior Study. Similarity among family members' (e.g., parents-offspring, siblings) engagement in nontask performance was assessed to estimate the degree to which preexisting individual differences (i.e., genetic variability) and the environment (i.e., environmentality) accounted for variation in counterproductive and citizenship behavior. We found that degree of familial resemblance for nontask performance increased with increasing genetic relationship. Nonetheless, genetically identical individuals correlated only moderately in their workplace behavior (r = .29-.40), highlighting the importance of environmental differences. Notably, family members were more similar in their counterproductive than citizenship behavior, suggesting citizenship behavior is comparatively more environmentally influenced. Spouse/partner similarity for nontask behavior was modest and did not vary between midlife and late-life couples, suggesting spousal influence on nontask performance is limited. These findings offer insight to organizations regarding the degree of nature (individual differences) and nurture (including organizational factors) influences on nontask performance, which has implications for the selection of interventions (e.g., relative value of applicant selection or incumbent interventions).

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“…However, not all adolescents and young adults who enjoy higher levels of motivation to lead secure formal leadership positions, and research should address this phenomenon. This may be especially important given Fine et al. ’s (2016) finding that being turned down for a leadership position is associated with counterproductive behaviors for at least six months.…”

Section: Discussionmentioning

confidence: 99%

Contextual, interpersonal, and personal predictors of young adults' affective-identity motivation to lead

Barling

Weatherhead²,

Pupco³

et al. 2022

LODJ

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PurposeWhy some people are motivated to become leaders is important both conceptually and practically. Motivation to lead compels people to seek out leadership roles and is a distinct predictor of leader role occupancy. The goal of our research is to determine contextual (socioeconomic status and parenting quality), interpersonal (sociometric status), and personal (self-esteem and gender) antecedents of the motivation to lead among young adults.Design/methodology/approachThe authors tested the model using two samples of Canadian undergraduate students (Sample 1: N = 174, M age = 20.02 years, 83% female; Sample 2: N = 217, M age = 18.8 years, 54% female). The authors tested the proposed measurement model using the first sample, and tested the hypothesized structural model using the second sample.FindingsThe proposed 5-factor measurement model provided an excellent fit to the data. The hypothesized model also provided a good fit to the data after controlling for potential threats from endogeneity. In addition, gender moderated the relationship between sociometric status and affective-identity motivation to lead, such that this interaction was significant for females but not males.Practical implicationsThe findings make a practical contribution in understanding how parents, teachers, and organizations can encourage greater motivation to lead, especially among young adults who have faced poverty and marginalization and tend to be excluded from leadership positions in organizations.Originality/valueThe authors conceptualize and test the contextual, interpersonal, and personal predictors of affective-identity motivation to lead among young adults.

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Beware of those left behind: Counterproductive work behaviors among nonpromoted employees and the moderating effect of integrity.

Cited by 14 publications

References 46 publications

The why, what and how of career research: a review and recommendations for future study

The why, what and how of career research: a review and recommendations for future study

Familial resemblance, citizenship, and counterproductive work behavior: A combined twin, adoption, parent–offspring, and spouse approach.

Contextual, interpersonal, and personal predictors of young adults' affective-identity motivation to lead

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