Is good character good enough? The effects of situational variables on the relationship between integrity and counterproductive work behaviors

Fine, Saul; Horowitz, Ishayau; Weigler, Hanoch; Basis, Liat

doi:10.1016/j.hrmr.2009.03.010

Cited by 72 publications

(73 citation statements)

References 57 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…A number of studies have attempted to understand various antecedents of ethical and/or unethical behaviours in organisations (Baker, Hunt, & Andrews, 2006;Martinko, Douglas, Harvey, & Gundlach, 2007;and Fine, Horowitz, Weigler, & Basis, 2010). In general, these antecedents can be categorised as individual and situational variables (Fine, et al, 2010;Baker, et al, 2006;Martinko, et al, 2007).…”

Section: Antecedents Of Ethical And/or Unethical Behaviours In Organimentioning

confidence: 99%

“…In general, these antecedents can be categorised as individual and situational variables (Fine, et al, 2010;Baker, et al, 2006;Martinko, et al, 2007). In relation to individual variables, Fine, et al (2010) stated that empirically there is a relationship between individual traits and attitudes with unethical behaviours. Because these individual traits and attitudes are relatively stable over time and across situations, they suggested the use of integrity test in selecting job applicants.…”

Section: Antecedents Of Ethical And/or Unethical Behaviours In Organimentioning

confidence: 99%

“…In addition to the above individual variables, some authors argued that several demographics variables (e.g., sex, age, and education) may also be responsible for unethical behaviours in organisations (Fine, et al, 2010;Baker, et al, 2005;and Martinko, et al, 2007). Fine, et al (2010) mentioned that young and new or part-time employees might engage in unethical behaviours.…”

Section: Antecedents Of Ethical And/or Unethical Behaviours In Organimentioning

confidence: 99%

See 2 more Smart Citations

Developing Ethical Behaviours at BPK Through Human Resource Management Practices

Syukur¹

2015

JTAKEN

View full text Add to dashboard Cite

show abstract

Section: Antecedents Of Ethical And/or Unethical Behaviours In Organimentioning

confidence: 99%

Section: Antecedents Of Ethical And/or Unethical Behaviours In Organimentioning

confidence: 99%

Section: Antecedents Of Ethical And/or Unethical Behaviours In Organimentioning

confidence: 99%

See 1 more Smart Citation

Developing Ethical Behaviours at BPK Through Human Resource Management Practices

Syukur¹

2015

JTAKEN

View full text Add to dashboard Cite

show abstract

“…In another study, Marcus, Lee, and Ashton (2007) reported similar validities for integrity against selfreported CWB admissions among German and Canadian undergraduates. In one of the only Israeli based studies located, Fine, Horowitz, Weigler, and Basis (2010) found evidence for the validity of integrity in predicting criminal admissions among a sample of retail employees in Israel (r = -.35). In another such study, Fine (2010), cross-culturally compared integrity test validities for general CWB admission criteria in the banking sector, and reported a significant validity for the Israeli sample (r = -.32), as well as for the other countries studied.…”

Section: Integrity Testing In Israelmentioning

confidence: 99%

Pre-Employment Integrity Testing in Israel: A Validation Study

Fine¹,

Nevo²,

Hemi³

2011

PsycEXTRA Dataset

Self Cite

View full text Add to dashboard Cite

“…No entanto, os comportamentos podem tomar também direções negativas, sendo então denominados contraproducentes. Esses podem ser definidos como quaisquer atos voluntários realizados por empregadores ou funcionários, que prejudicam ou têm a intenção de prejudicar a organização ou as pessoas que nela trabalham (Fine, Horowitz, Weigler, & Basis, 2010;Robinson & Bennett, 1995;Spector & Fox, 2005). Exemplos de comportamentos contraproducentes incluem roubo, absenteísmo, procrastinação, uso de drogas, retaliação, vingança, assédio sexual, entre outros (Bennett & Robinson, 2000;Bowling & Beehr, 2006;Mendonça, Torres, & Zanini, 2008;Ones, 2002).…”

unclassified

Adaptação transcultural da Workplace Deviance Scale (WDS) para o contexto brasileiro

Nascimento

Coutinho

Andrade

et al. 2015

Rev. Psicol., Organ. Trab

View full text Add to dashboard Cite

Dentre o grupo de comportamentos organizacionais relacionados ao desempenho no trabalho existem aqueles denominados contraproducentes, ou seja, que causam danos ou prejuízos à organização e aos diferentes colaboradores (colegas, clientes, fornecedores, entre outros). Tendo em vista o crescente interesse social e científico pelo tema e a carência de pesquisas no contexto brasileiro, a proposta deste estudo é descrever o processo de adaptação transcultural e o estudo psicométrico de uma escala para avaliação de comportamentos contraproducentes no ambiente de trabalho denominada Workplace Deviance Scale (WDS). Para tanto, foram seguidas as recomendações preconizadas na literatura sobre adaptação de instrumentos de medida e levantadas as primeiras evidências de validade (semântica, estrutura interna e convergente). Para alcançar os objetivos propostos, foram realizados dois estudos. O primeiro contemplou a adaptação e o levantamento de validade semântica, e o segundo, a análise psicométrica da versão adaptada. Participaram do primeiro estudo três especialistas e uma amostra de trabalhadores (n = 20). Para o estudo psicométrico, foram coletados dados (n = 467) em meio eletrônico e presencial. Foi estabelecida equivalência entre as versões original e adaptada com evidências de validade semântica. Evidências de validade baseada na estrutura interna e convergente foram alcançadas. Dois, entre três índices de precisão estimados, foram satisfatórios. A versão brasileira da referida escala passou a ser intitulada WDS-BR. Palavras-chave: Adaptação cultural; comportamentos contraproducentes no trabalho; análise fatorial.Among the group of organizational behaviors related to job performance are those called counterproductive, i.e., that cause damage or harm to the organization and colleagues (co-workers, clients, suppliers, etc.). Considering the growing social and scientific interest in the subject and the lack of research in the Brazilian context, the aim of this study is to describe the process of cross-cultural adaptation and the psychometric study of a scale for assessment of counterproductive behaviors in the workplace, called the Workplace Deviance Scale (WDS). To do so, the recommendations outlined in the literature on adaptation of measurement instruments were followed, and primary evidence of validity (semantic, internal and convergent structure) was investigated. To achieve the proposed objectives, two studies were conducted. The first one included the adaptation and semantic validity survey, and the second study, the psychometric analysis of the adapted version. The first study had three specialists and a sample of workers (n = 20). For the psychometric study, data were collected (n = 467) electronically and in-person. Equivalence was established between the original and adapted versions with evidence of semantic validity. Evidence of validity based on internal and convergent structure was found. Among three estimated precision indexes, two were satisfactory. The Brazilian version of the scale became entitled WDS-...

show abstract

Is good character good enough? The effects of situational variables on the relationship between integrity and counterproductive work behaviors

Cited by 72 publications

References 57 publications

Developing Ethical Behaviours at BPK Through Human Resource Management Practices

Developing Ethical Behaviours at BPK Through Human Resource Management Practices

Pre-Employment Integrity Testing in Israel: A Validation Study

Adaptação transcultural da Workplace Deviance Scale (WDS) para o contexto brasileiro

Contact Info

Product

Resources

About