Relationships between status judgments, identification, and counterproductive behavior

Abstract

Purpose – The purpose of this paper is to investigate the relationships among perceived external prestige (PEP), perceived internal respect (PIR), organizational and work-group identification (OID and WID), and counterproductive work behavior (CWB). Design/methodology/approach – Data were gathered from a cement firm's employees, using longitudinal research. Descriptive statistics, confirmatory factor analysis and structural equation modeling were employed. Findings – PEP and top management respect were positively related to organizational identification (OID), and the latter negatively related to organizational deviance; perceived co-workers and supervisor respect was positively related to WID, and the latter negatively related to interpersonal deviance; and identification foci mediated the relationship between status judgments and CWB. Research limitations/implications – The sample was based on one organization, limiting the results’ generalizability, and interactive relationships between WID and OID were not considered. The findings’ implications suggest that organizations need specific strategies for reducing deviant organizational behavior and deviant interpersonal behavior, and for fostering identification of their members. Originality/value – The study shows that employees’ evaluations of prestige and respect are important predictors of their identification with their organization and work group. It is the first study to investigate the relationship between social identification foci and deviant work behaviors as a negative outcome of identification. It developed a new scale to assess employees’ perception of internal respect; it supports operationalizing PIR as a multifoci construct. It has also answered the call for longitudinal research as opposed to cross-sectional research.

Corporate Hypocrisy and Counterproductive Work Behavior: A Moderated Mediation Model of Organizational Identification and Perceived Importance of CSR

“…In addition, organizations need to be alert to changes in employees' sense of identity, since our study showed that employees' disapproval will be more reflected in the CWB-O. This result extended the negative influence from OI to CWB in a more nuanced way (e.g., [30,90]). To maintain the belongingness and loyalty of employees, the company must avoid unethical and dishonest behaviors like corporate hypocrisy.…”

Abuse for status: A social dominance perspective of abusive supervision.

“…The surrounding context may also affect whether a supervisor's high SDO manifests in abusive behavior. We propose that two kinds of threats, namely positional instability and perceived low internal respect (Ali Al-Atwi & Bakir, 2014;Williams, 2014), could exacerbate abusive behavior by supervisors with high SDO. Such threats may motivate them to abuse subordinates as a means of protecting their power.…”

Identificación con los trabajadores mayores y absentismo: moderación de la Selección, Optimización y Compensación

“…Este logro, aunque parcial, corrobora el supuesto básico del enfoque del envejecimiento exitoso en el trabajo, al mostrar que algunas estrategias SOC afectan al impacto que el ambiente de trabajo negativo (ITM) puede tener sobre el absentismo de los trabajadores mayores de 55 años. Hasta el presente se había desarrollado un importante cuerpo de investigación empírica que avalaba el impacto positivo de la identificación social en el trabajo -grupal, organizacional, profesional-sobre las actitudes y conductas de los integrantes de la organización (Ali Al-Atwi y Bakir, 2014;Cheung y Wu, 2014;Elliott, et al, 2015). Sin embargo, este estudio va un paso más allá, explorando las consecuencias negativas de la identificación con una categoría desvalorizada socialmente, como son los mayores.…”