Citizenship and Counterproductive Behavior: Clarifying Relations Between the Two Domains

Sackett, Paul R.; Berry, Christopher M.; Wiemann, Shelly A.; Laczo, Roxanne M.

doi:10.1207/s15327043hup1904_7

Cited by 251 publications

(172 citation statements)

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“…With the exception of performance behaviors and results, research linking PsyCap and behavioral outcomes have primarily included organizational citizenship behaviors (OCBs, what is here termed desirable employee behaviors) and counterproductive work behaviors (CWBs, often called deviance, herein referred to as undesirable employee behaviors). Despite the significant (negative) correlation between OCBs and CWBs, empirical findings support OCBs and CWBs as two distinct and orthogonal constructs, with different correlates and outcomes, rather than opposite ends of a single continuum (Sackett, Berry, Wiemann, & Laczo, 2006).…”

Section: The Background and Foundation Of Psychological Capitalmentioning

confidence: 75%

Meta‐analysis of the impact of positive psychological capital on employee attitudes, behaviors, and performance

Avey

Reichard

Luthans

et al. 2011

Human Resource Dev Quarterly

1,304

1,215

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The positive core construct of psychological capital (or simply PsyCap), consisting of the psychological resources of hope, efficacy, resilience, and optimism, has recently been demonstrated to be open to human resource development (HRD) and performance management. The research stream on PsyCap has now grown to the point that a quantitative summary analysis of its impact on employee attitudes, behaviors, and especially performance is needed. The present meta‐analysis included 51 independent samples (representing a total of N = 12,567 employees) that met the inclusion criteria. The results indicated the expected significant positive relationships between PsyCap and desirable employee attitudes (job satisfaction, organizational commitment, psychological well‐being), desirable employee behaviors (citizenship), and multiple measures of performance (self, supervisor evaluations, and objective). There was also a significant negative relationship between PsyCap and undesirable employee attitudes (cynicism, turnover intentions, job stress, and anxiety) and undesirable employee behaviors (deviance). A sub‐analysis found no major differences between the types of performance measures used (i.e., between self, subjective, and objective). Finally, the analysis of moderators revealed the relationship between PsyCap and employee outcomes were strongest in studies conducted in the United States and in the service sector. These results provide a strong evidence‐based recommendation for the use of PsyCap in HRD and performance programs. Theoretical contributions, future research directions, and practical guidelines for HRD conclude the article. Gallup Polls in recent years suggest that Americans are pessimistic about incremental

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Section: The Background and Foundation Of Psychological Capitalmentioning

confidence: 75%

Meta‐analysis of the impact of positive psychological capital on employee attitudes, behaviors, and performance

Avey

Reichard

Luthans

et al. 2011

Human Resource Dev Quarterly

1,304

1,215

View full text Add to dashboard Cite

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“…Dalal, 2005;Sackett et al, 2006) voluntary work behaviour is a multidimensional construct and facets of OCB and CWB are related but not bi-polar opposites. In the current study, VWB is captured by a five factor framework representing a productive-counterproductive/interpersonal-organizational dimensional structure and relationships between factors within VWB as well as between factors and study variables are generally not of opposite direction and of similar magnitude (the criteria Dalal used to assess bipolarity).…”

Section: Discussionmentioning

confidence: 99%

“…We also included antecedent variables similar to that seen in previous research (e.g. Dalal, 2005;Sackett et al, 2006) in order to be able to make a more direct assessment of the influence of cultural values. Where language versions of the following scales were not available, we used a back translation approach to create target language versions with the same researchers as described previously.…”

Section: Conceptual Equivalencementioning

confidence: 99%

“…In particular, one major issue with the current research is the domination of US studies and limited consideration of whether the research extends to other national cultures. Those studies directly testing the relationship between OCB and CWB have been based on US (Dalal et al, 2009;O'Brien & Allen, 2008;Sackett, Berry, Wiemann, & Laczo, 2006;Spector, Bauer, & Fox, 2010) or Canadian samples (Kelloway et al 2002). In fact, of the non-US samples included in the often cited meta-analysis by Dalal (2005), 4.1% were reported to be from Canada and South Africa, with 2% from other countries.…”

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confidence: 99%

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The relationship between productive and counterproductive work behaviour across four European countries

Coyne

Gentile

Born

et al. 2013

European Journal of Work and Organizational Psychology

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Research suggesting a similar but different relationship between Organisational CitizenshipBehaviour (OCB) and Counterproductive Work Behaviour (CWB) is dominated by North American samples. Little evidence exists on whether these findings are replicated in other countries. To assess if a similar pattern emerged, we used the Social Axioms model (Bond et al, 2004) as a cultural framework and surveyed employees in the UK (105), The Netherlands (203), Turkey (185) and Greece (70) on the relationship between OCB and CWB, and the relationship between these behaviours and personality, justice and commitment. Analysis supported a multidimensional structure to OCB and CWB and indicated a non-bipolar relationship between these behaviours. Culturally, somewhat different to OCB research in general, we find support for a convergence perspective across countries. Conceptually, linguistically and structurally the scale assessing OCB/CWB was shown to be equivalent across countries and a non bi-polar pattern of relationships was consistent across countries. Overall, findings imply a universal nature to the relationship between OCB and CWB across societal cultural groups. Experiences of both productive and counterproductive behaviours may differ across countries as a result of different norms, beliefs and values within the countries. Researchers need to ensure that cultural considerations become inherent within the development of OCB and CWB research and to clarify if meaningful differences emerge across cultures. Therefore, given the scarcity of intercultural research on both OCB and CWB, the current study adopts a cross-cultural approach to examine the relationship between OCB and CWB across four European countries. The Merging of OCB and CWB ResearchAlthough the research on OCB and CWB has increased dramatically in the past 20 years, it is has tended to follow distinct paths, with researchers proposing different definitions and concepts to capture behaviours that are positive or negative to the organization. This is evidenced by the plethora of concepts and conceptual models proposed to capture OCB (e.g. Coleman &The relationship between productive 4

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“…Henle (2005) discovered that gender and age were associated to deviant workplace behavior, while tenure of employment was not signifi cantly correlated with it. A study conducted by Sackett, Berry, Wiemann, and Laczo (2006) reported that gender, race, age, marital status, educational qualifi cation, occupational area, hours of work, years spent on the job, and career tenure are signifi cantly correlated to both composite organizational citizenship behavior and counterproductive work behaviors.…”

Section: Demographic Characteristics and Counterproductive Work Behaviormentioning

confidence: 99%

Counterproductive Work Behaviors: a Socio-Demographic Characteristic-Based Study among Employees in the Nigerian Maritime Sector

Uche

George

Wuraola

2017

Acta Universitatis Sapientiae, Economics and Business

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Abstract. The prevalence of counterproductive work behavior (CWB) does not only differ across industries but also varies signifi cantly according to sociodemographic characteristics. This study examines CWB and socio-demographic characteristics among selected employees in the Nigerian maritime industry. Causal research design was adopted to survey 1,000 employees selected through multistage sampling approach in three selected parastatals (Nigerian Ports Authority, Nigerian Maritime Administration and Safety Agency, and Nigerian Shippers Council). The data obtained were analyzed with ANOVA and t-test. Based on the analysis carried out, CWB was found to be signifi cantly related to gender, age, marital status, employee cadre, and income, while employees' level of educational attainment is not signifi cantly related to CWB. Based on the abovementioned fi ndings, the study concludes that the level of education is not signifi cantly connected to the employees' propensity towards CWB, while other socio-demographic variables are strongly associated to CWB in the workplace. The study recommends that management should develop a mechanism for identifying and selecting their potential employees as a guide against poor organizational fi t of employees and that of the organization. Likewise, effort should be intensifi ed to develop and improve organizational culture that will propel citizenship behavior in the workplace.

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Citizenship and Counterproductive Behavior: Clarifying Relations Between the Two Domains

Cited by 251 publications

References 30 publications

Meta‐analysis of the impact of positive psychological capital on employee attitudes, behaviors, and performance

Meta‐analysis of the impact of positive psychological capital on employee attitudes, behaviors, and performance

The relationship between productive and counterproductive work behaviour across four European countries

Counterproductive Work Behaviors: a Socio-Demographic Characteristic-Based Study among Employees in the Nigerian Maritime Sector

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