Investigating the Dimensionality of Counterproductive Work Behavior

Gruys, Melissa L.; Sackett, Paul R.

doi:10.1111/1468-2389.00224

Cited by 509 publications

(436 citation statements)

References 33 publications

Supporting

Mentioning

406

Contrasting

Unclassified

Order By: Relevance

“…Counterproductive Work Behavior (CWB): An 84-item questionnaire was used in this study to measure counterproductive work behavior. The items in this section are mostly based on the questionnaire used by Gruys and Sackett (2003), but some items were also added. The original questionnaire contained 63 items, and so for the purpose of analysis only these items will be included.…”

Section: Methodsmentioning

confidence: 99%

“…In 2000, Bennett and Robinson revisited their categorization and suggested that CWB be categorized into two general dimensions of interpersonal deviance and organizational deviance. Gruys and Sackett (2003) proposed a more comprehensive model that comprises of eleven categories of CWB: theft and related behavior, destruction of property, misuse of information, misuse of time and resources, unsafe behavior, poor attendance, poor quality work, alcohol use, drug use, inappropriate verbal actions, and inappropriate physical actions. Spector et al (2006) suggested that CWB be looked at as having five categories of abuse, theft, withdrawal, production deviance, and sabotage.…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

The Relationship between Organizational Citizenship Behavior and Counterproductive Work Behavior

Hafidz¹,

Hoesni²,

Omar³

2012

ASS

View full text Add to dashboard Cite

Job performance is the most researched concept studied in industrial and organizational psychology, with the emphasis being on organizational citizenship behavior (OCB) and counterproductive work behavior (CWB) as two dimensions of it. The relationship between these two dimensions of job performance are unclear, hence the objective of the current study was to examine the relationship between organizational citizenship behavior and counterproductive work behavior. A total of 267 students studying psychology were given a questionnaire that measured organizational citizenship behavior and counterproductive work behavior (most have had part-time work experience). Correlational analysis found OCB and CWB to have only a moderate negative correlation which suggests OCB and CWB are two separate but related constructs. It was also found that females and longer-tenured individuals tend to show more OCB but no difference was found for CWB. The findings showed that individuals can engage in OCB and CWB at the same time, which necessitates organizations to find a way to encourage their employees to engage in OCB and not in CWB.

show abstract

Section: Methodsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

The Relationship between Organizational Citizenship Behavior and Counterproductive Work Behavior

Hafidz¹,

Hoesni²,

Omar³

2012

ASS

View full text Add to dashboard Cite

show abstract

“…In essence, teachers are also normal individuals, hence exhibits similar behaviors as of the typical employees (Bayram, Gursakal, & Bilgel, 2009). Nevertheless, CWB is still considered quite harmful to both the people working within and to the organization itself (Gruys & Sackett, 2003;Robinson & Bennett, 1995;Sackett, 2002). Therefore, in order to prevent the current situation from getting worst, it is quite important to truly understand and determine the various CWBs that are currently happening inside the school.…”

Section: Introductionmentioning

confidence: 99%

Counterproductive work behaviors within academic institutions: A myth or a reality

Ching¹,

Tsay²,

Hu³

et al. 2016

IJRSP

View full text Add to dashboard Cite

Recent studies in counterproductive work behavior (CWB) have noted the seriousness of having deviant behaviors within the workplace environment. Acknowledging that CWBs exists in all types of organization; this would mean that even within academic institutions, occurrence of CWBs is inevitable. Within an initial study of CWBs in Taiwan academic institutions, results suggest a moderate occurrence of some serious negative behaviors. To clarify their findings, further validation of the CWB-T is needed. In the spring semester of 2015, an online survey was established and data was collected from strategically selected schools all over Taiwan. After three weeks of data collection, a total of 718 valid responds are noted and analyzed. Using the CWB-T framework, eight (8) factors are validated using Structured Equation Modelling (SEM). In addition, various demographical backgrounds are also collected and analyzed. Results suggest that teachers with administrative responsibilities, teachers with longer years of service, teachers working in urban cities, and teachers who are working in the key capital region all seem to perceived higher occurrence of CWBs within the academic workplace. In essence, it is currently noted that even within school, CWBs are occurring from low to moderate. Therefore, it is imperative that awareness of such deviant behaviors be achieved and further escalation be prevented.

show abstract

“…Withdrawal was measured with the items from ste study of Gruys and Sackett (2003). Using a response format ranging from 1 (never) to 5 (always), we asked participants to indicate the frequency with which they behaved as such.…”

Section: Participants and Proceduresmentioning

confidence: 99%

To Go or Not To Go: The Relationship between Commuting and Withdrawal Behavior

Emre

Elçi²

2015

ijhrs

View full text Add to dashboard Cite

The purpose of the study is to check if the cost of commuting reduces job satisfaction and lead to withdrawal. A cross-sectional design is implemented by electronic surveys through a snowball sampling (N=210) . Regression analysis and SPSS extension called PROCESS is used. Study could not generate enough statistical power to point out a relationship between the time spent during the commute and withdrawal behavior, between the money spent during the commute and withdrawal behavior, between time spent during the commute and job satisfaction. The hypothesized interaction of job satisfaction both on the relationship between the time spent during the commute and withdrawal, and the money spent during the commute and withdrawal behavior are not supported. The results concluded that monetary costs of commuting reduces job satisfaction, job satisfaction mediates the relationship between the time spent during the commute and withdrawal behavior. Job satisfaction also found to mediate the relationship between monetary costs of commuting and withdrawal behavior.

show abstract

Investigating the Dimensionality of Counterproductive Work Behavior

Cited by 509 publications

References 33 publications

The Relationship between Organizational Citizenship Behavior and Counterproductive Work Behavior

The Relationship between Organizational Citizenship Behavior and Counterproductive Work Behavior

Counterproductive work behaviors within academic institutions: A myth or a reality

To Go or Not To Go: The Relationship between Commuting and Withdrawal Behavior

Contact Info

Product

Resources

About